Ref + 10
4th Feb 2003, 00:36
Recently heard a mate of mine say "promotions should be made on the merits of my performance not how long I've worked for someone!"
Sounds nice but in the real world management is never ever objective and biased decisons will be made for various (but mainly personal) reasons.
The solution in my eyes is a seniority list. What other alternative is there? Surely a large airline couldn't justify progress through the ranks any other way but should that principle flow down through General Aviation to smaller companies? Surely, having a list allows you to see exactly where you stand in the grand scheme of things! On the other side of the coin, you employ a guy/girl with 6000hrs and have had another person six months longer who has 400hrs. Who gets the jet upgrade?
Ref
Sounds nice but in the real world management is never ever objective and biased decisons will be made for various (but mainly personal) reasons.
The solution in my eyes is a seniority list. What other alternative is there? Surely a large airline couldn't justify progress through the ranks any other way but should that principle flow down through General Aviation to smaller companies? Surely, having a list allows you to see exactly where you stand in the grand scheme of things! On the other side of the coin, you employ a guy/girl with 6000hrs and have had another person six months longer who has 400hrs. Who gets the jet upgrade?
Ref