New owners change the atmosphere at White's for the worse
Efficiency at the plant spiked after the buyout, Jones recalls. The effects were acute: employee morale plummeted as the plant's new owners pressured them to increase output despite layoffs, undeserving employees won promotions, and management threatened workers. This passage reveals the dramatic effect a change in management can have on the character of a business.
Citing this Excerpt
Oral History Interview with Ivey C. Jones, January 18, 1994. Interview K-0101. Southern Oral History Program Collection (#4007) in the Southern Oral History Program Collection, Southern Historical Collection, Wilson Library, University of North Carolina at Chapel Hill.
Full Text of the Excerpt
- JEFF COWIE:
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Did efficiency increase after the buy out?
- IVEY C. JONES:
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Yes, a great deal. Before we didn't have a production rate to
run and then after maybe a year all of a sudden we had a production rate
that we were running at the plant. I mean, the employees had been cut in
half. Production had been increased maybe three to four times the amount
we were running with a full crew.
- JEFF COWIE:
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That's amazing!
- IVEY C. JONES:
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It is amazing and the amazing part about it is that more work was being
produced with half the people than it was with all the people that was
there. Everybody was caring a load. It wasn't the type of
thing where you were just doing one particular job; I mean, like the
people they laid off you had to pick up and do part of their work, too.
So the work load was divided out among everybody; where you used to do
one job you were having to do maybe two or three jobs, and you were
still getting the same amount of pay.
- JEFF COWIE:
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What was the impact of that on the feeling in the shop and the people
overworked?
- IVEY C. JONES:
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Oh God, it was astronomical. The attitude of the people just went to the
pits. Everybody felt like they were being overworked. Everybody felt
like they were being pushed.
One thing you have to realize is that the people who had worked at
White's had never been used to this type of pressure before.
It was always the type of thing where we need to get this amount done so
how about coming on and see if we can get it. Then it was the type of
thing where we've got to have this whatever the cost is, I
don't care, just get it done because that's what
we've got to have. To put that type of pressure on people who
hadn't been used to it they were just completely crushed.
They were just like running around like chickens with their heads cut
off saying, "I don't understand why we have to do it
like this." Then we had a whole lot of people that were set in
their ways and had been doing this particular job twenty years this way
and now it's different, you do it my way or the highway.
There were some people that were fired for that particular
reason. They didn't conform, they
didn't do the job the particular way that management wanted
it done so they were let go. It didn't make any difference
how many years experience you had, you were gone, you were out the door.
Even people who had been there for twenty to twenty-five years were
constantly being threatened, "Well, if you can't do
your job, we'll just find somebody else that can."
It came down to the point where we even had our whole department
threatened one time. We were called together to a meeting because we put
out some bad work. They said, "We have a mess out in finish, we
can't run it, and we are going to send all of
ya'll home today. If you can't come back tomorrow
and do a better job don't even bother coming back."
This is the type of thing we had to deal with.
- JEFF COWIE:
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That could make a guy nervous.
- IVEY C. JONES:
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Exactly. And then too, by the same token, it can make a person extremely
rebellious. I mean, when you are an adult in the work place you are not
a child. You don't expect to be talked to like a child. A lot
of times if you treat people with dignity and respect you can get a
whole lot more out of them than to say, "I got to have
this." It's just like going back to the days of
slavery where you say, "This has got to be done because the
master has said so and that's just the way it is."
With no say so that caused a lot of animosity at the plant.
Another thing, going back to the supervisor and assistant supervisor
positions, they were making a lot of people assistant supervisors that
had been at the plant that really didn't deserve the position
because they hadn't done anything. I know several cases where
I had been there sixteen years and a lot of guys they offered these
positions to didn't do nothing, they hadn't done
anything. They basically hadn't carried their workload or
anything.
- JEFF COWIE:
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How do you think they were chosen?
- IVEY C. JONES:
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It would be hard to say. I don't know whether they were chosen
because they were liked by different people in management or they just
felt like maybe this person can do the job if given the opportunity. I
really don't know. In some cases I'm quite sure it
was favoritism. That's in all jobs you go to where
it's going to be that type of thing where someone will say,
"I like him, I think he can do a pretty good job.
Let's give him a shot." It doesn't make
any difference that this other guy has been ahead of him by fifteen
years waiting for this position or probably more qualified.
That's basically how business is run. That's
basically how business was run at White's.