The workers were never the cause of their problems. The dipshits who are running the company into the ground by forcing everyone to cut corners in an industry where safety is paramount are. I bet they’re going to give themselves a big bonus as well after those layoffs too.
They switched from being all about manufacturing to being all about shareholder values. And now here we are.
There seems to be a clear pattern of great companies being completely ruined by shareholders demanding short term growth no matter what like that.
If by “great” you mean “large”, yes.
On the other hand, if we’re talking about high quality companies, then by definition they would be run well enough not to fall into that trap.
The moment they become public there is going to be a pressure from the shareholders for constant growth.
Thinking that this only applies to large companies is survivor bias because the more a company becomes large and predominant on the market the more noticeable levels of enshitification it can get away with and still survive. Had Boeing been smaller it would have died from the self-sustained blow.
“Fix our shit” meaning “hold the c suite accountable for immoral goals” which will never happen
Boeing knows that it’s “too big to fail” and can essentially do whatever they want.
“After a careful evaluation of our cost structure we have arrived at the round number that everyone is using for their layoff: 10%.”
Being a business leader must be so exhausting.
I’m sure when the NTSB completes it’s investigation of the “door flying off” incident the first recommendation to improve the safety culture is to do a layoff and restructuring. Professional managers know this can really turn around a moral problem, the surveys prove it.
I’m sure part of the problem is indeed a moral one.
Do you know what the NTSB is?
You know your company has pushed the red button too many times when the frequency of a particular kind of email increases, the one that goes to 200 people and says “hey, who can help with this problem?”
Firing and laying off should be considered the same for unemployment purposes, also constructive dismissal.
Also, severance should amount to 2 month’s pay for every year you’ve been on the job at a minimum, no kicking someone out to avoid paying retirment.
“If they don’t work here, they can’t be in danger!“
