SITE FILES
     
 
“FAILING GRADE” FROM INDUSTRIAL CULTURE FOR
THE MANAGEMENT OF “SINVOZ” FROM ZRENJANIN

FROM ZRENJANIN




Zrenjanin, October 10, 2006

Long-lasting endeavors of MWBU “Nezavisnost” for resolving the most important and serious problems through dialogue, from the State level to Company level, were appraised by “failing grade” in “Sinvoz” from Zrenjanin. One can give such a judgement, because the Director of “Sinvoz”, Mr. Dragan Jevtovic, in spite of the previous agreement, refused to receive the President of MWBU “Nezavisnost”, Dragan Matic, with his associates, at fixed time.

The accumulated problems in ‘’Sinvoz’’ require mobilization and action by all the structures in the company, and especially by the management and union.

The recent strike is a warning for the company management that employees’ discontent is great and hundreds of indictments also serve as a warning for arrogant and unprofessional behavior of ‘’Sinvoz’’ management. When legal taxes become due, one will see how much the arrogance of the company management cost the majority owner, as well as what steps will the majority owner take in that situation.

The attempt of MWBU ‘’Nezavisnost’’ to propose the activities for consolidating relations in ‘’Sinvoz’’, to the director Dragan Jevtovic, was unsuccessful, and arrogance and lack of culture showed the real background of management behavior in the company. The proposal of MWBU ‘’Nezavisnost’’ to present training – seminar on the subject ‘’Corporate culture, environment, image, identity and communications’’ was not accepted for the mentioned reasons. The practice will not tolerate any longer the management approaches from the past, according to which the most important resource was money and not people, the skill and knowledge were not rated much and creating an innovative environment in an organization was deemed unimportant. Those who understand and accept this at first will have great advantage. Substantial changes of relations within a company can occur only by changing the operation mode to a high level and the former business and work philosophy, i.e. the present organizational culture in a company. These changes require both from the union and the management to transform in accordance with the requirements of the new situation. One should not understand this as a bad luck, but as a chance and challenge for one’s own transformation. Of course, the most important requirement will be cooperation, constructive dialogue and a new more cooperative position of both sides. The ‘’Sinvoz’’ management must accept and incorporate this in the operation mode and behavior, because of mutual success and prosperity in the future.

 
     
 
 
 
 
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