1. style and fashion
2. men 's fashion

MEN
HANDLING
SELECTING
TO
HOW
BREAKING
HOLD
IN
MORE
A.
W.
PAY
YOUR
MEN
MEN
DEVELOPING
AND
PUTTING
IN
HIRING
AND
MONEY
THAN
ENVELOPES
COMPANY
SHAW
NEW
CHICAGO
LONDON
YORK
Copyright,
A.
1917,
SHAW
W.
PRINTED
by
COMPANY
IX
C.
8.
A.
HF
CONTENTS
SELECTING
I"
Editorial
by
I
John
7
Wanamaker
How
WE
By
........
LIFTED
K.
A.
LIVING
UP
Based
III
WHEN
OF
RUT
THE
9
.
.
.
.
D.
on
EMPLOYMENT
SYSTEM
1$
Murphy
investigation
extensive
an
YOUR
Co.
Strouse-Baer
YOUR
TO
Carroll
By
OUT
HIRING
Baer,
Secretary-Treasurer,
II
HIRING
AND
HELP
MEN
You
HIRE
tAs
....
Charles
By
Based
THE
IV
Carroll
Based
WE
WHY
JOB
THE
D.
on
investigation
extensive
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FOR
MAN
By
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Harris
on
31
Murphy
investigation
extensive
an
ARE
REPLACING
MEN
WOMEN
WITH
47
.
Interview
An
with
President,
Machines
II"
Editorial
by
VI
HOW
Frank
THE
I.
Will
and
Recording
Company
TO
Ommer,
Computing
HOLD
MEN
YOUR
57
Ditston
KNACK
YOUR
HOLDING
OF
MEN
59
...
By
Henry
L.
President
VII
How
of
Frank
THERE'S
IX
THE
KEEP
Leon
IN
"
Sons,
LABOR
Incorporated
TROUBLES
82
John
D.
Rockefeller,
Jr.
I.
COMES
THAT
GOES
AND
TOUCH
Views
General
91
.
Thomas
an
on
LABOR
OF
investigation
extensive
WITH
JOHN
JIM
AND
105
.
The
.
Crowther
COST
Based
X
Disston
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with
Samuel
HIGH
By
67
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Interview
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Traffic
MEN
SOLUTION
A
An
OUR
Disston,
of Henry
President
VIII
Brooklyn
the
HOLD
WE
By
Willard,
of 63
Manager
Executives,
with
of
Florence
the
an
Introduction
Manufacturing
.
by
.
William
Company
Cordesy
CONTENTS
III"
IN
BREAKING
by Edward
Editorial
XI
FIRING
OF
MEN
.
121
.
Ball
S.
Based
on
"GROWING"
XII
119
INSTEAD
W.
By
MEN
Butler
B.
FITTING
DEVELOPING
AND
extensive
an
investigation
OWN
YOUR
EXECUTIVES
-
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Franklin
Harry
Organization
By
XIII
THE
BUILDING
XIV
with
of
Carroll
C.
By
Board
XV
of
Butler
Brothers
143
of
St.
the
Paul
Book
MORE
"
Stationery
THAN
Company
MONEY
IN
ENVELOPES
151
Fanell
A.
SHARING
PROFIT
Directors
Slocum,
PUTTING
by Jameg
of
Butler,
WORK
THE
PAY
Editorial
B.
Murphy
TO
H.
President
IV"
138
Edward
the
D.
MEN
SHAPING
MEN
OP
Chairman
By
ITS
"
SUCCESS
FAILURES
AND
153
.
.
By
XVI
Boyd
Fisher,
Vice-ptesident of the
Executives'
WHEN?
SHARING:
PROFIT
WHT?
Club
of
Detroit
How?
159
.
James
By
GIVING
of
MEN
THE
.
.
Farrell,
A.
President
XVII
127
Engineer
Interview
An
.
Porter,
the
States
United
CHANCE
A
"
Steel
Corporation
IT'S DOING
WHAT
FOR
FORD
1 67
By Harry
Franklin_Porter,
Engineer
Organization
XVIII
EMPLOYEES
HELPING
Stanley
By
Based
XIX
YOUR
RIGHT
on
SAVE
TO
A.
Dennis
an
extensive
IN
183
investigation
EMPLOYEE'S
YOUR
INVENTIONS
193
.
By
W.
Joseph
Engineer
Combustion
SPECIAL
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II
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VI
v
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vii
THAT
QUESTIONS
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41
EX-WORKERS
....
FOR
HANDLING
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MEN
...
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EMPLOYEES'
SUCCESSFUL
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EMPLOYERS
SHOULD
ILLUSTRATIONS
IN
PLAN
ROCKEFELLER
THE
THE
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CHECKS
THAT
CARD
.
Hays,
BANK
LOAN
EMPLOYEES'
APPLICATION
SAVINGS
QUESTIONS?
THESE
THEMSELVES
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109
186
BOOK
.
FORM
ASSOCIATION
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188
....
191
LOANS
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PART
I-SELECTING
AND
HIRING
Measure
My
HPHE
architect
*
and
direct
will advance
One
executive
and
strive
yet
far
not
who
of Success
has
and
do
and
the
bricklaying,
will quickly wear
out.
to
faculty
the
design
who
for
right selection
of
that
needs
also
wise
responsible subordinates
of justice and
accords
appreciation which
sense
of action
unstinted
and
tion
recognigenerous
scope
of results.
The
proverbial
enter
the
given
short
whom
water
A
good
upon
those
reluctance
to
measure
can
room
The
business
dome
above
a
many
of his
those
swim
to
has
success.
forward
carry
increasing divisions
In all work,
have
finds, develops
executive
who
would
we
allow
to
and
leans
for him
the
work.
single great
in all
knowledge, there is unlimited
for expansion
and
advancement.
pyramid will find no circumscribing
as
which
lift its capstone.
it cannot
the
of field and
granted breadth
leader's personal equation, the degree and
height
Therefore,
of
business
absolutely with
supporting body
And
the
praise
has
been
to
to
add
things
and
and
will
accord
efficiencyof
the
of workers.
will
executive
lead,
to
success
number
the
reward
and
and
mastery
of
to
the
character.
one
have
admirable
whose
develop,
commonwealth
deserved
the
to
render
of
work
tive;
producbrain
and
JOHN
President,
WANAMAKER
The
Wanamaker
Stores
HOW
OUT
A.
By
K.
wearing
of
that
for
in
which
made
been
also
for
enlarged
more
serious
by
in
increase
additions
the
all
capacity,
to
have
forces.
been
This
fact
that
factories
new
increased
compelled
running
instances,
called
unusual
an
have
plants
tions
produc-
the
by
of
number
made
was
their
women
use
increased
recently
have
to
great
a
The
necessary
merchandise
manufacturers
factories
These
made
manufacture
the
for
exclusively.
been
Company
center
a
apparel.
have
demand
and,
quite
almost
employees
Baer,
Strouse-Baer
Secretary-Treasurer,
is
RUT
THE
OF
BALTIMORE
HIRING
LIFTED
WE
tion
condi-
there
in
has
the
same
line.
To
sufficient
secure
has
experienced,
factory
made
of
in
in
Ads"
the
and
of
these
These
for
been
quite
sort
of
the
'
these
therefore,
by
'
Help
in
day
every
looking
all
at
are
years,
nearly
appeals
been
columns
want
of
were
every
heretofore
number
workers
same
and
manufacturers,
a
by
fact, there
appearing
when
the
saw
in
degree
some
them
have
way
In
character
so
for
appeals
stereotyped
to
are
bid
a
newspapers.
columns,
they
of
usual
have
this
produced
city.
various
the
times
the
who
workers,
for
tions
posi-
number
any
"ads"
became
commonplace.
One
month
classified
we
columns
continuous
had
of
the
daily
want
papers,
ads
running
and
our
in
the
total
SELECTING
10
applications which
in
results
six, upon
expenditure
an
twenty-five
and
such
that
production
our
had
we
to
in
staring
our
up
in
us
the
face, and
from
those
been
has
sells his
Everybody
pointing
workers?
hire
Why
employment
"sell"
This
and
of thought
done
stereotyped
creating
a
get
ads.
But
want
particular
confines
we
successive
of
decided
factory is
heating,
rest
a
desire
do
why
the
as
gave
But
to
for
do
work
in
a
how
should
on
for
to
Good
part
and
papers.
papers
tell
took
three
why
ventilation
and
fireproof building
the
We
room
the
toward
type
work.
in.
by
much
daily
lighting facilities
excellent
goods?
uniform
Sunday
ample
sell
you
you
in the
not
employment
to
for
the
us
Why
we
pioneer
in the
good place
rooms
in
some
pages
reasons
come
work
to
Why
we
can't
classified ad
a
This
weeks.
to
you
by
"
when
hunting
him
employee
to
half
approximately
and
it, you
goods.
is desirable?
is out
person
it
methods
reasonable.
seemed
prospective
narrow
So
a
have
must
the
If
?
the
conditions
working
good
filled
have
we
purchase, by showing
them-
offer
to
"ads."
telling about
common-sense
give
was
help.
with
go
not
have
we
our
line
it be
our
these
use
we
should
that
solution
by it
by
product
fill
were
we
employment
experienced
buyer
advantages
shouldn't
of
the
why
out
the
him
with
plant
to
ent
along lines quite differin
followed
the
had
we
Our
highly satisfactory, for
entire
our
up
is
With
period,
problem.
which
usually
that
short
very
serious
a
that
means
advertising for help
knowing
a
to
increase
to
us
machines.
previous month's
advertising campaign
.an
for
sixty additional
hundred
expanded
cent, which
per
only
were
one
has
necessary
our
with
confronted
It
was
plant within
new
of
business
thirty-three
put
experience of
Our
it
accepted
were
approximately
dollars.
extent
an
HIRING
AND
clean,
"
these
venient
conare
CAPITALIZING
about
points
JOB'S
THE
GOOD
factory that
our
pointed
we
11
POINTS
in
out
each
advertisement.
"What's
question
a
and
way
so
then
of
each
by
But
if
they
sentence,
"There
years
work
thirds
the
of
three
over
after
eating.
bringing
worth
thought
and
it has
made
ample
use
of
not
only
half
dozen
More
And
power.
much
Want
began
we
of
the
pudding
our
of
in
them
fact
in
is
we
cause,
bethe
Operators
be
can
wanted"
copy
standard.
maintained
keep them
on
this well
worth
employee's
an
didn't
we
in
these
operators
Like
advertisements.
but
under
These."
in
tioning,
men-
output
forget pictures.
visualizing conditions,
workrooms,
our
"help
in
thought
bearing
a
do
a
"Two-
advertisement,
and
We
Photographs
of
lack
the
to
up
of condition.
earning
showed
when
of working conditions
attractiveness
machines
new
for
and
for
in
advantage
employees of a high
attract
have
best
the
off
' '
the
HOWplayed
We
than
is another
out
proof
all, "the
here
this
more
time."
full
we
so
in
in
laid
little
now,"
here
are
ago
years
periods,
season
were
wages
of
are
employment
had
who
operators
the
operator.
of
been
has
ing
dur-
slack
have
operator
earned
by
slack
no
operators
every
"
been
cents
average
period
that
and
dollars
the
brief
up
form
one
compared
by
uniformity
has
no
"
We
a
eaten
are
the
out
of
in
showed
over
is
advertisements
our
earned
those
wages
brought
three
table
a
with
skyrocket
interest
of
one
specificweeks.
seven
girls make
our
headed
week?"
in
ask
to
eight representative operators
what
exactly
applicant is going
we
after
envelope, week
pay
every
another,
or
the
in
individual
the
and
we
We
pictures
caption, "We
SELECTING
The
the
has
who
women
been
in
salaries
of
female
It
must
of what
excess
brought
be
further
nonentity,
girls bears
It
housemaid.
advertising
"Within
help
with
our
plant
places in
the
offer
of three
skilled
It is difficult
to
is
almost
This
in
consider
a
a
our
campaign,
steps
build
to
yourself
itself is made
is
who
the
dollars
three
the
provided
operators
least
at
of
up
secures
and
employ
our
ment
ele-
of
that
"Help
employee
any
operator.
remain
the
posted in prominent
have
experienced operators
obtained
thus
that
as
taken
announcement
to
lines
experienced help.
signs headed,
dollars
of ten
services
one
The
shop girls.
to
for
have
we
"We
workrooms
by helping us."
or
educational
an
appeal
well
as
force.
working
our
direct
stigma
necessary
of
sort
as
a
other
can
great portion of Ameri-
a
same
is, therefore,
for
in connection
the
almost
a
in
consideration
to
of
notice
help in Baltimore
work
factory
and
hood
liveli-
a
the
to
office workers
into
foreign female
earn
obtained
be
as
taken
to
upon
possibility of earning
the
can
such
endeavor,
of
for
it
for
unusual,
advertisements
required
are
portion of prospectives,
great
an
HIRING
psychological effect of these
girls and
up
AND
three
months.
in
made
could
our
be used
case
given
us
it has
a
for
what
done
full quota
fine work
throughout
and
"
of
has
a
costs.
of
than
of the
would
a
But
once
high standard.
A.
Union
toned
and
up
cut
careless
tion
inspec-
WHEELER,
Trust
Company,
Chicago
in
It has
and
better workmen
HARRY
Vice-President
workers
again spoiled the
rate
shop, while a run of accu-
time
whole
more
made
appeal
do.
it would
hoped
we
employees
has
has
conditions.
individual
upon
an
of this sort
campaign
A
generally.
reckless workman
ONE"safetyfirst"spirit
of
habits
of
sort
special advertising campaign
necessarily depend
our
the
whether
say
II
LIVING
UP
TO
MENT
EMPLOY-
YOUR
SYSTEM
Carroll
By
Based
AUDITING
"\
offices
for
full
three
checked
star
branch
in
run
found
a
also
the
And
that
he
with
to
the
manager
firing "Wilson
"But
he's
your
He
oldest
knows
telegram
why
of
home
he
had
of
which
the
office
failed
he
"
was
the
power
to
the
last
was
and
the
that
as
territory
he
agency?'7
he
as
closeted
sat
of
the
best
had
it.
new
night
to
sales
trouble,
meet
that
tomorrow,"
man
Missouri
upper
confidence,
on
him
ordering
found
give Wilson
pretended
branch
payroll.
a
having
lacked
"I'm
your
with
system
find
and
decided
inquired
with
carried
Denver
slump.
"You've
he
authority,
routine
mission
primary
of
corners
his
line
had
lunched
and
odd
under
into
employment
he
pocket
from
showed
in
employment
it
soned
sea-
incomplete.
was
his
In
his
the
because
part
the
and
conferences,
from
possible
way
brought
in
Yet
policy.
a
every
man"
territory
new
called
had
"trailers"
and
had
and
failed
records,
standardized
had
he
sales
examined
training
held
"trouble
Missouri
upper
had
He
had
men
In
field.
in
branch
the
at
traveling
the
kept
weeks.
personal
the
the
Investigation
conditions
concern
salesmen,
with
Extensive
an
had
big implement
a
Murphy
employment
sales
of
on
D.
his
curt
salesman
no
one
stay.
reply.
on
else
14
SELECTING
does.
He
has
earned
of
giving
instead
out
force.
In
home
I
don't
let him
He
out.
$10,000
months
lose him
will
of
won't
nearest,
a
I 'm
the
day
division
covering
I'll
the
was
in
the
bran,ch
surely
force.
The
record
for
policy
"
He's
him
to
;
the
there
of
held
with
the
the
general
sales
incomplete,"
system
he
of payment
the
men
for
any
which
through
fellow "getting his job".
man
"Our
manager.
said, "unless
an
ager's
man-
strike."
trouble
with
it would
branch
or
the other
field
the
that
of
favorite
a
"responsible
to
employee's fear of
were
dismissal
the
throughout
him
might
explained
that
promotion
interfere
before
branches
He
that
however,
make
branch
later
have
given.
ten
states.
sound;
was
manager,
would
days
too
and
case
of
lessen the friction in handling
WAYS
often developsthrough officepolitics
Ten
and
weeks
in
Wilson's
discontent
spread
division
mistake
of
doggedly
charge
prairie
in line and
was
the
the
him
report
answer,
manager
of
several
would
luck
said
territory.
adjuster brought
sales
who
man
bad
To
$3,500.
couple
other
some
' '
salesman's
the
a
and
$8,000
spoil the record
and
a
specificcharges against Wilson
be
to
adjuster suggested.
the
firing him,
Next
over
let go.
to
' '
the
afford
to
runs
around,"
him
for
man
shifted,
no
already.
can
trade
man
bonus
your
hold
him
valuable
that
his
his
up
Wilson
you
recommend
the
worked
the difference
personally
you
whole
your
finality.
"Suppose
"
has
have
with
manager
him
how
him
push
to
discourage
will
noticed
see
down
cut
and
promotion
it to him
when
HIRING
branch."
the
"I
the
office has
The
fact,
AND
we
laid
the
an
case
employment
back
employment
up
before
plan
our
committee
is
bonus
and
arbitration
The
sales
' '
and
he
his
shook
branch
salesman
' '
the
its
enforcing
in
power
takes
he
the
worked
out
each
at
it, good
in
will
of
byroad
any
on
means
a
ards,
stand-
been
point had
of
basis.
fair-weather
a
But
entirely
it lacked
forces
or
urges
time
company
was
enthusiasm-getting
worked.
have
rules
the
worth
lacked
and
contests
plan would
to
isn't
division
the
provisions. Hiring
final,positive authority which
keep
both
remove
employment
responsible
the
sound,
of
all been
one
to
full
a
I could
only thing
Wilson
standards,
had
schemes
be
for
is."
of
merit
to
politics
on
window
"The
head.
would
this scheme
method
of the
out
manager.
he
as
What
If
stared
declared,
the
or
office check
home
some
manager
then
minute,
do,
or
branches."
the
in
board
15
CONDITIONS
EMPLOYMENT
WATCHING
bring him
man
every
because
stress
that
bigger
a
back
to
if
them
carelessness, selfishness
or
favoritism.
Ask
his
you
' '
enthusiastic
the
it work
Does
in
hobbies
Various
"yes."
But
payment.
complete
so
is
looking
work
to
the
average
the
for
rules
is
bank
as
the
essentials,so
five essentials
of labor
the
same
the
among
can
worked
trouble.
the
at
on
buying
whole
unqualified
and
men
out
system
any
it does
What
not
break
every
ager
man-
plan which
checking
time
not
system
create
will
in
a
workers.
checking rules
put
a
hiring, discipline or
that
as
as
making
employment
an
and
bank's
you
of
closely
as
spirit of discontent
Just
time
in
yet
balanced
well
and
not
told
has
plain question:
an
in
of
who
system
answer
shrewd
are
have
we
the
routine
the
somewhere
down
is
plans
observe
managers
employment
your
Never
satisfy you?"
this
man-handling
does
"
chief
employment
the
:
fall into
fingers of
one
groups
hand
of
the
16
An
(1)
for
the
each
put
workman
staff
A
developing
on
of
stage
After
the
which
worked
"These
that
Most
points.
things will be done
because
the
so
recognize that friction
certain
focuses
in
big public service
at
routine
for
plan
sixty
has
gone
cent
per
out
of
all
the
"
who
of
and
new
' '
He
the
urge
induce
to
job.
says
:
will
assured
the
handling
has
but
men,
a
the
first
the
could
apply
desk,
where
be
economically
in
weak
his
ments
judg-
men.
Kulings that
his
and
bank
example,
good
rejected, is dispirited,routine-ridden,
of
rules
responsibilitybehind
at
man
grip
provision
be
in
for
picking
"
hiring department
company,
the
each
at
unchallenged.
pass
The
points.
spirit of personal enthusiasm
the
can
wards
re-
payments
must
manager
plans
the
no
employers
his
the
As
from
complete
its
on
solid
a
these
guard
to
all
at
force
a
"
makes
neglect
is
policy
variation
no
a
essential
fingers into
these
employment
otherwise,"
made
get
methods
and
sixth
the
out, however,
management
from
and
other
his "best
do
to
and
forms, positions
card
clinches
that
methods
to
ability
put
promotions,
everyone
rules,
the
to
men
pay,
the
progressive
on
to
as
development.
power
training
basis.
his
been
have
and
ability.
shifting
stimulate
will
as
for
conferences
and
's
man
of
rules
Such
(5)
out
available
men
plan
records
every
productive
most
be
of
method
A
(4)
look
fits.
he
where
shall
workers.
system
fair decision
best
instruction
or
your
A
(3)
which
the
supply, keep
new
(2)
bureau
employment
labor
HIRING
AND
SELECTING
training of
friction; the
material
for
tries to make
man
various
an
extra
men
who
are
found
should
quently
frebe
places is "afraid
showing
of economy
veloping
de-
of
WATCHING
of
or
his
EMPLOYMENT
personal ability
Investigation of
machine
with
these
promised
to
at
another
he
had
illness
been
At
place seemed
mind
in
first
duty.
employment
fears, rivalries
Such
and
foresight
simple
and
uncertain,
and
build
simply
avoids
friction
scheme.
The
in
need
that
promotions
best
fitted for
would
In
and
it, yet
begrudge
fairness
to
the
be
to
of
him
the
enthusiastic
heads, who
weak
needs
to
awarded
be
new
the
that
foresaw
certain
able
had
who
might
convenience, therefore, the
be
Yet
reenforced.
workers
quietly
and
his
able
been
of
corps
of
a
to
most
employer
any
has
concern
for
dot
disloyalty.
tell
president wished
men
lected
neg-
application of
enforcement
he
so
neglect
enthusiastic
developed
The
in this company.
of
$50,000
the
busy,
again
and
tactfully anticipates
he
because
had
he
and
eradicating
quickly
plan
and
strong
a
up
three
too
was
opening
cases
will
one
he
common-sense
employment
president of
The
to
his
where
just
for
coaching
too
centers
the
yesterday's experience
that
tracting
con-
a
system.
become
and
organizations
in
time
the
credit
to
one
for
been
territory assigned
the
a
the
often
had
fact
the
for building
strong
METHODS
working force by detecting and
points in
computing
a
estimator
an
pieces.
to
eagerness
the
back
holding
friend
his
of
out
assistant.
an
his
a
manager's
brought
had
he
salesmen
that
office
The
neglects
or
of
office
telephone sales from
men.
down
constantly crumbling
city sales
the
company
years
crowds
so
showed
by
away
himself
to
the
company
driven
and
his staff is
that
men
17
CONDITIONS
employment
head
department
to make
it
rule
a
present
employees
several
executives
assistants.
earned
advancement
prejudiced by
president adopted
their
the
own
prac-
:18
of
tice
he
sales
of
fit in.
for
The
it.
to
angles, and
of the
in
concern,
effort
inconvenience
of
instincts
these
the
stronger
enthusiastically
spirit of
In
of
a
the
does
proof?
by
a
the
friction?
you
How
between
unbalanced
Against
manager
of
selfish
him
which
the
depended.
in
scheme
a
it work?
it be
Where
trouble-
made
on
of
your
the
of
chart
personal
advantage
dis-
portance,
favoritism, self-im-
men,
judgment,
snap
payment
overwork
threatens
make
to
"smoke."
has
of
one
every
installed
safety device.
The
successful
focus
him
a
with
plan
the
the
Question
fear
spots where
in
matched
on
point
blue-pencil
can
these
can
not
was
the
concern
Does
frankly:
answer
bearings
personnel
inspire
promotion
the
he
minimize
to
as
safeguarded.
ignorance, neglect,
an
the
thus
threatened
be
can
hostility
or
feel that
Against
in
workers
every
organization
your
stand
system
In
from
tactfully
way
it generate
promotion
motives
employment
employment
might
head, this employer
to
had
men,
department
so
his
that
employer
and
place
dates
candi-
cooperating
was
him
assistant
to
his
the
told
manager
department.
younger
similar
sales
credit, but
the
to
the
up
for which
return
from
his
of
his
contribution
assistant's
fill the
to
the
made
full
giving him
only
took
vacancy.
knowing
abilities
and
several
suggest
to
the
manager,
frankly that
voluntary
a
sales
the
conferences
for
assistant
an
manager,
with
suggest
Kepeated
making
was
him
sales
line
in
the
to
work
department
men
went
familiar
was
but
various
the
asked
and
course
of
he
vacancy
superior
the
upon
practically chosen
had
department,
the
no
fitness
the
studying
When
in
dropping
HIRING
AND
SELECTING
sure
these
some
more
reward
duties
for
or
schemes
employment
certain
the
dangers
upon
his
each
service
wide
less
automatic
which
most
are
worker,
and
awake
inspire
after
thus
20
ployees
of
thorough
in outline
keep
the
management
shop,
and
the
the
through
the
to
time
from
a
the
on
of
case
of
touch
view
lateness,
and
management
be
must
usual
with
from
reported
output
reports
efficiency in
a
third
angle
the
comes
disciplinarian,responsible
woman
a
time
The
in
independent
work
except
Every
to
the management.
to
done
be
by
workers
new
inefficiencyis also investigated in
and
way
all
steady help.
continued
or
for
hiring shall
no
recommendation
absence
HIRING
accountable
made
are
provision that
a
AND
SELECTING
in
with
touch
constant
tory
fac-
the
force.
In
another
and
has
larger
been
organized
suggestion boxes,
and
respective
in
total
represented,
former
a
both
acts
decisions, and
HOWbe
has
is
department
a
used
another
by automatic
time
the
situation
of
Whenever
no
a
board
of
and
out
a
cent
labor
code
of
tion,
arbitra-
employees
appeal from
are
ment
depart-
by which
the
more
than
a
three
under
without
is
brought
wrong
power
occurs,
out
and
Mistakes
of
judgment
thus
moreover,
to
come
the
the
in
the
one
bringing,
special investigation. At
scrutiny.
promotion
vacancy
years
in
retained
be
can
man
employee's record
the
per
the like.
and
power,
neglect of training,
abuse
heads
worked
follow-up,
comes
A
needed.
ten
to
ditions
con-
on
guided.
concern,
for
department
angles
specialinvestigationat stated intervals can
in hiring, abuse
to bring to lightmistakes
of the promotion
In
of
file their
corrections
cut
partment
de-
complaint
can
two
to
routine.
court
a
from
were
department
as
workers
and
leading
and
plant
under
in which
labor
foremen
pla'ndischarges
this
Under
the
the
where, through
throwing light
cases,
labor
complete
a
concern,
man
this
whole
hiring,
and
correction.
employment
EMPLOYMENT
WATCHING
this
of
committee
calls various
often
as
Enforcing
This
mover
touch
in
"sales
they
In
are
as
record
their
the
for the
personal reports
are
straight-from-the-shoulder
the
branch
angle from
and
his work
that
a
his
weekly
compares
is
manager
sales,
on
sales
a
down
know
is in
do
just
without
rules
reports
sent
in
reported weekly
his
is the
team
The
into
comment.
that
his
on
known
be
if
or
to
they
the
developed
statement
finger
come
will
week.
immediate
with
a
winning
and
manager
of
series
a
efforts.
and
scored
business
to
checks
what
financial
the
contest, in which
best
manager's
When
soon
emphasize
to
base
the
the
manager
faults
difficulties and
further
paper,
follow-
by reports
that
"
their
are
how
house
cess
suc-
publishing
branch
managers
that
light and
the
and, by correspondence
branches
bulletin
The
man-handling.
their
formation
in-
angles
on
reduced
and
different
upon
been
the
men,
's
In
with
sheet"
in
York
New
a
America.
have
offending the field
doing
by
over
several
this routine
slump, the general
on
order
ball
of
test
simple automatic
a
use
difficulty.Branch
lime
thus,
predicates that
by personal conference, puts
surely
as
a
trouble
necessary
that
partment,
de-
a
and
interested
sheets."
"trouble
report shows
the
in
all
collections,expense
man's
in
men
from
getting
difficulties
or
constantly
his
pected
unex-
special
a
come
most
enforce
branches
charts
shall
By
can
office,agency
of
most
conference
system
man
is the method
with
house
the
to
business.
the
up.
point
every
often
surely and
prime
all
makes
occur,
employment
an
on
the
into
the
conditions.
employment
of
chiefs
vacancies
as
of
records
the
out
in
perhaps
company,
brings
way,
21
CONDITIONS
branch
of the
a
one
ager
man-
but
Checking
back
superior,
showing
as
humorous
at
men
by
each
other
different
a
come
man
men.
this
just
This-
22
AND
SELECTING
attack
double
sheet
factory-force
unorganized
The
interests
the
as
time
a
find
and
personal advantage
him
stimulates
He
appeals
his
is often
system
is held
team
of
only
friction
clause
point
an
"
details
routine
entered
are
verified
his
through
details
if the
by
system
focused,
manager
gets the
of
inserts
independent
until
away
finally
essential
his
;
force
make-sure
bound
whose
to
off.
goes
power
put
Small
reports
are
Step by step
and
the
essentials
the
employer
that
But
important
a
source.
proofs
He
by the
scheme
regular
house.
man.
every
is
so
concern.
and
which
and
enthusiasm
at
the
threatens
pride of his
subordinate,
a
cleared
are
the
temporarily
engine
an
of
cess
suc-
to
of the
failure
employment
emergency
the
through
in
the
appeals
success
matter
he
interests
these
individual
own
the
a
but
together
the
welfare
and
personality,unless
his
the
caution
the
to
of the
sourceful
Re-
map.
parallel with
his
the
conflicting
weather
paymaster
to
that
worker
threatens
he
whenever
trouble
the
many
line up
run
success
contribute
to
the
shows
all
as
a
to
tactful
The
house.
has
dot
plans
them
make
and
of the
that
arrows
employers
for
men,
office.
home
the
at
and
of managers
suggestions from
for
clamor
them
makes
and
ambition
the
rouses
HIRING
the
or
routine
of
the
general
is
ning
run-
smoothly.
The
workman's
the
punctuated
place
part
of
driving
schemes
force
steadily behind
employer
is
employment
will
respect, inspire his confidence
without
a
of
best
Spurts
by forgetfulness will
an
executive
on
the
those
from
it.
task
which
and
will
and
not
not
of
ment
Employ-
regular hours,
calendar, perpetual responsibilityon
immediately
the
manager.
in
charge and
Because
wages
the
man-handling
succeed.
demands
the
get results
power
of
win
periodical
are
only
the
tention
atan
check
external
his
roll
pay
on
auditor,
second
and
audit
and
the
trouble
other's
circuit
sonal
per-
and
sheet
magnetic
the
for
detail,
correct
The
close
reports
beyond
goes
responsible
employment
every
23
employer
someone
equation.
personal
employer's
makes
of
to
agent
wise
the
men,
supervision
a
CONDITIONS
EMPLOYMENT
WATCHING
sets
errors
and
of
efficient
work.
like
T71FFICIENCY
"I"J individual,
and
other
there
has
the
varying
importance
machinery,
the
of
fellows
the
greatest
further
an
further
improvement
increased
of
of
the
the
United
class
industry
efficiency
is
today
us
greater
but
the
not
Board
States
LOGAN.
and
General
Envelope
in
so
ment
develop-
men."
JAMES
Chairman
more
higher
of far
of
of machinery,
efficiency in
the
of efficientmachinery.
today
before
in
ability
more
Modern
development
problem
valuation
under-
much
this
among
is
and
much
invention
the
the
develops efficiency
are
of efficiency.
degrees
is
action
men
an
organization,
an
who
possess
and
efficiency,however,
than
the
some
to
comes
production
manager
men
developed through
been
Man
much
of
majority
are
Some
their
to
or
spheres of
most
particular,
in
others.
efficientthan
than
In
men.
world
economic
the
individual,
the
of
in
always
committee
a
of cooperative
weakness
the
to
neven
invention
an
Manager
Company
the
m
MEN
YOUR
WHEN
HIRE
YOU
Charles
By
Based
of the
ONE attributed
he
help
had
was
had
he
the
to
or
man
to
a
his
"discovery."
will,
I
other
school,
the
I
as
of
know
on
time
fact
the
a
awoke
As
good.
to
well
he
hire
that
Probably
men
from
men
there
some
this
the
are
school.
value
of
incapable
"Moreover,
a
for
his
men
men
on
than
this
other
are
turn,
ing
depend-
was
capable
rather
get
Finally
from
said.
capable
the
to
capable
rule, have
more
he
from
men
in
time.
to
that
to
they,
and
inally.
orig-
situation
happened
school
and
over
my
full
as
the
therefore
source.
country
tion
selec-
unvarying
and
had
from
friends,"
would
recommendation
any
the
the
analyzed
he
distinguish
can
their
man
friends.
and,
accident
intense
an
this
of
matter
men
among
capable
from
two
degree
the
he
beginning,
marked
Capable
in
realization
a
thought
people
in
of
class
department
through
before
others
He
' '
his
followed
long
about
came
policy
recommended
came
for
knew
ever
the
to
success
own
had
he
I
engineers
employ
time
the
In
capable
his
to
policy
some
applied
fashion.
a
of
policy *really
It
and
successful
able
a
Investigation
assistants.
his
of
His
to
Harris
Extensive
an
most
been
indirectly,
on
most
HELP
the
through
particular
schools
better.
in
I used
COOPERATION
believe
to
that
fitted
decidedly
"My
this
had,
being
from
infinite
and
a
and
right
in
at
school
cases
least
a
the
the
whole
according
the
of
will
its
people
seeking
they do
will
have
not
It
factory.
be
unusually
well
very
obtaining
line, but
of
mass
is
being applied
of
the
various
the
friends
who
treated,
paid.
remain, also, through
The
the
in this
from
come
would
necessary
though
desirable
fact
that
in
chief
women.
particular,
the
logic that,
has, therefore,
It
foremen,
in
capable employees
if
department
more
one
attracts
and
men
friends."
ask
to
company's
both
company
nice
have
for
houses
place which
a
not
employees.
employees
this
employees,
is naturally
well
into
and
for
his
to
plan
as
president, has
help,
new
with
comes
interested
city where
policy of the
the
of
sort
students
many
man
women
is known
success
to
is
ment
depart-
help him
of
new
great
of
part
class
high
unusually
should
of
the
plant is situated, it
been
in
men
class
a
sort
a
institution
will
several
selection
In
country.
"nice
the
"
the
employees
largest pharmaceutical manufacturing
the
The
the
interesting formula
the
in the
now,
"
here."
man's
one
However,
true
been
always
older
The
school, the
student
one
applicable
is not
recommended
man
help, applicable, apparently,
good
the
the
at
practical teachers
of
other
from
is
liarly
pecu-
because
and
from
every
school.
man
teacher,
This
of
patience. Thus,
of
way,
been
has
man
the
one
class
there
Every
same
new
has
responsibility'among
record
the
a
some
that
knew
capable,
from
'father'
But
men
Moreover,
of
of the
proud
these
school.
this
training,
business.
with
'community
from
25
HIRING
true.
not
capable people.
of
school's
for my
men
success
I
men
IN
like to
that
they
work
"nice
are
at
the
people"
really
not
people in the plant
the
other
people
are
people"
"nice
them
to
this
great
such
plan,
but
it is
start
with
the
I know
operates,
of
the
as
it is the
from
to go
prone
much
the
as
years
trait to his
own
people who
have
attention
for
said,
dances
we
everyday
do
not
' '
want
the
allow
will.
of
the
annual
work.
to
have
We
he
here.
let
girl in this factory
comfort
lose.
of
This
dinner
It goes
policy
to
room
and
into
known
has
our
give especial
dining
our
it be
who
keep, permanently,
should
course.
of
this
turn
to
really capable
the
maintenance
beyond
employee.
to
than
of
as
personal
welfare
How
feelings. We
ones,
apparent
an
the
of
study
of their
them
routine
fact, is often
time
to
capable
far
"
a
and
more
beyond
employees
careful
a
to the
far
goes
made
he
time
from
came
are
in
decided
proportion
employing
very
determined
and
the
no
worker's
manager
advantage
of
employees
such
the
ideas
two
for
get from
in
company
the
lines
that
ploys
em-
employees
treatment
trade
interest
this
ago,
greater
a
girls,
real
case
to
which
his
to
other
many
can
manager
Several
' '
careful
change,"
to
every
company
where
shop, often
to
the
attention
the
in
as
whose
and
in good
paid dividends
without
"frills"is conducted.
work
"We
of
rule
of
capable
employees
the
factory
city
close
of
Like
want
THIS
INcomfort
the
and
shop
"Just
reason.
in
'best
become
for
course,
garment
a
tory
fac-
person.
exclusively,
selected.
employees
women,
of
selection
careful
of
effort
the
never
result
the
as
itself
of
treatment
importance,
almost
known
are
the
manager
women
of
has
work,
to
agreeable
are
reputation of the
very
decidedly incapable
a
who
advertisement
case,
of
matter
a
The
HIRING
people
word-of-mouth
In
people.
of
sort
pleasant place
a
valuable
"
the
"
associates.
as
as
is
AND
SELECTING
26
the
their
that
be
we
railed
them
for
good
be
in
the
for
as
employees
and
owners,
of
gested
sug-
form
a
for
work
in
congested
to
swamp
ment
Depart-
emergencies,
such
of
ease
well
as
certain
that
HIRING
AND
SELECTING
28
sort
reserve,
departments.
2,
No.
have
so
in
accumulating
of
work
the
of
employees
the
They
willing
for
such
matters
as
to
lengths with
for
easier
case,
an
automatic
saving
This
see
the
in such
improvements
the
the
to
adroitly
more
have
"there
fail to
and
to
employees
their
kindly
way
are
two
things
to
ment.
employtheir
to
for
the
machine
tonhole
butfavor
was
uniform
into
elastic
and,
"
executives
when
dentally,
inci-
to
me
"When
most
to
can
brought
feel
method,"
only
come
it is
them
company.
a
which
benefit- which
the
make
appeal
old
money.
which,
improve
that
another
or
assembling
advantages
the
toward
was
making
many
attention, will
opportunity
an
too
was
plan
gained
overalls
recognize
and
there
the
small
a
the
more
generally.
also
much
company
that
company
come
handle
believes
manager
make
steady
cutter, thus
who
the
for
used
work
is that
standardization
another
know
that
reason
force
has
elastic
are
is relieved
temporarily
go
goods
this, and
one
manager
cut
those
to
and
result
current
better
a
In
employees.
devised
The
see
good of the
the
markings, this
of his
of
department
were
employment
In
to
for
had
girls who
the
preferred
situation
trouble, anticipated before
practically no
tried, with
the
departments
quick
girls were
The
money.
various
4
who
into
sent
reestablished.
the
the
are
until
departments
equilibrium
the
and
2
No.
1 may
3, No.
2, girls
No.
Department
Department
various
from
No.
because
time
short
working
are
on,
No.
Department
Department
off, and
laid
be
to
of
employees
that
so
1 is about
No.
Department
if
Now,
he
in
a
we
said,
strongly.
COOPERATION
In
the
first
In
the
second
place, how
be
often
He
will
place, how
will
change
IN
"friend-making,"
of
with
chat
the
machines
with
look
the
bench
in
interest
letting
and
In
room
from
his
dining
work,
her
know
service
real
and
that
the
give
to
the
a
this
element
has
always
been
and
has
a
employed,
about
girl,
each
who
tains
main-
the
dining
good
will"
is
better
that
amount
of
hotel
a
a
as
"a
and
employ
to
good
him,
of the
fact
interest
man
keep
in
factory dining
"host
or
John
in
real
a
personal interest.
and
guest"
restaurant
This
that
employer
work
to
help
above
for"
the
policies.
of his
where
of
result
the
pastry
make
understanding
as
and
new
to
the
public
a
really interested
believes
bad
about
food
that
is bound
pies?"
as
the
"How's
man
of
able
is maintained
personal
proprietor of
the
as
sufficient
clothing
and
in
known
because
average
In
been
"dividends
is the
relationship, is quite
lacks
large
a
This
without
room,
of
machine
a
safety of
makes
owner
room
employees.
words,
employees
her
man
dining
factory
one
her
on
manufacturer
a
concern.
the
the
guard
does, asking
Like
that
the
his
much
often
cook, John?
the
the
hole
button-
a
people by frequently going
very
with
of
girl use
other
and
tours
moment's
a
from
man
other
way,
for
eating house
the
of his interest.
room
room,
that
discussing
the
earnings
similar
working
understand
for
women,
a
until
unusually
pay
shown
deliberate
on
often
have
taking, in
"
the
dining
a
will
he
somewhat
a
factory
capable
machines
repaired
be
the
it, requesting that
at
extra
can
that
money?
us
them, assuring this operator
machine
to
girls be
stopping
more
make
them?"
through
goes
29
change
the
can
for
good
the
HIRING
factory
a
where
somewhat
toward
the
are
women
many
similarly careful
employees
as
a
means
tude
attiof
SELECTING
30
for
used
It
that
found
remedy
minutes
five
in line.
the
food.
"There
of
One
This
few
wise
brighter
or
have
right here.
in
of
dollars
the
employees
will
What
and
has
thoughtfulness
"
for
distress,counts
injected into
in
this
so-called
It
help.
story into
the
a
ing'
'mak-
cleaner,
than
tically,
prac-
A
little real
fatigue
frills that
that
work
"
detail-
every
obtained
of
cheaply
the
and
detailed
for the
enough
operation of
business.
is
can
give the
the business
CHARLES
General
Manager,
ing,
manufacturinformation about
be
information must
exact
R.
National
"
be
complete enough
are
responsible
knowledge of its every
executives
who
STEVENSON,
Veneer
Products
sideration,
con-
be
lacking
exact
but it must
simply,
to
The
business
a
physical
or
element."
any
a
been, chiefly,
all the
operation of
SUCCESSFUL
wholesale, retail
requires
and
said,
anywhere
has
of
'welfare'
warm
Nothing,
of attitude.
than
more
at
hungry."
are
find
not
people
particularly in time
work
with
been
it cost?
cents.
waiting
with
whole
It has
of
The
of this plant
the
set
to
relationship.
served
owner
You
capable
more
to
time
are
"Pay?
:
business.
our
return
same
summed
said
he
when
of
is when
probably
owner
words
matter
times
those
room
room
less
especially careful
be
to
ments
depart-
departments
much
course,
the
room.
long line.
chief
is
more
times,"
the
dining
the
four
the
cent
per
are
it is
in
hour
noon
twenty-five
"when
of
departments,
of the
end
in
there
Thus,
the
to
of the
dismissal
apart.
The
Nearly
we
the
was
of
is
factory dining
go
wait
to
dining
the
some
the
and
than
rather
them
eat
from
lunches
bring cold
of
in
employees
removed
furthest
method
interesting
an
popularity
the
increasing
was
would
obtainable,
best
the
attracting
HIRING
AND
Company
IV
THE
MAN
FOR
Carroll
By
Based
TWO
met
men
to
way
settled
downtown
a
and
the
off their
his
eyed
of
door
hands
they took
chairs, he
into
Investigation
shook
As
JOB
Murphy
revolving
They
table.
a
D.
Extensive
an
the
at
restaurant.
the
on
THE
older
led
and
overcoats
with
companion
keen
fixity.
"Well/'
to
up
said
he, "you're
voice.
telephone
your
the
' '
for
man
The
You
me.
looked
man
younger
live
incredulous.
"What
do
know
you
"We've
amusement.
Doubtless
and
of
some
lies
about
had
you
draw
to
you
down
the
brought
"Tell
they
your
me
"
how
after
did
how
thing.
"What
it.
I have
Aren't
do
you
I
know
never
valuable
get
a
line
good,
I
am
turned
my
"Let's
get
which
employee.
"What
about
weeks
struck
was
meal.
a
tomary
cus-
expected
other.
the
the
taking
the
you
have
it," urged
the
together.
Three
should
bargain
a
you
looks
I
as
most
phone
tele-
a
me."
agreed
did
you
proposition
handle
of
And
a
smoking
sat
about
concern
me
accomplishments.
"
terms
to
my
told
have
wittt
inquired
minutes
friends
summary,"
a
three
my
precisely
as
"
he
letters, made
spent
heard
never
"Precisely
me?"
exchanged
appointment
ago
about
on
not
hand
younger
do
me?
sure
to
as
man,
you
know
Although
that
that
I
sort
can
of
big risk?"
you?"
the
older
man
para-
AND
SELECTING
32
"I
phrased.
for
twelve
I have
years
the
studying
and
hands, in
in
nose,
that
know,
you
There
for
eyes,
lips and
chin.
things that
see,
labels all
are
sixteen
over
a
I have
years
in
the
have
you
phrase
you
yourself,
carry
shape of
head,
your
things about
don't
know
's appearance
I
yourself.
and
learning how
you
friends.
closest
your
you
man
been
way
I know
from
secrets
are
that
you
that
for sixteen
men
know
way
salesmen
I know
signature, in the
your
think
you
I
voice, in the
your
in your
your
hiring
man.
my
man.
my
in your
salesman
letter, in
a
been
selling specialtiesto business
been
"
have
studying
and
years
I
that
know
HIRING
actions
to read
;
those
labels."
standardization
and
STUDY
the
both the job and
required average,
Such
the
and
this
sales
the
where
cases
is
capacity
trained
ability which
In
of
judgment
be
may
which
of the requirements of
bring a knowledge of the
man
essential to accurate
hiring.
be
may
character-reading
experienced
used
manager
has
employer
secured.
it
And
ing
read-
character
results
are
times
some-
and
cents
to
dollars
means
confidently.
so
made
intelligent study, astonishing
an
it
intuitive, or
a
concern.
A
$25,000 salary represented
in
corporation
The
paid
salary and
a
this
a
men.
as
superintendent
enlisting the
The
new
efficient
an
perquisites
worth
a
had
enthusiasm
in
Yankee
of
his
superintendent
as
his
still lacked
factory
close
an
head.
been
$32,000.
'to
astronomer
factory operation,
one
quality
department
must
big
a
requested had
organizer, accurate
shrewd
economical
for
of
eagerness
resignation it had
whose
man
Although
and
its search
the
have
"
that
heads
magnetism
of
and
as
33
FORM
and
in
a
I:
Specificquestionsand
successive dates, used
with
clearness
this employment applicationblank
successful
simplicity, have made
This form was
adopted after it was
large manufacturing concern.
lengthy blanks
found that workers objected to fillingout more
34
SELECTING
well
desirable
the
as
HIRING
AND
traits
of
the
who
man
ping
step-
was
out.
Big cities
caliber.
the
vainly searched
were
One
evening
corporation
conversation
met
the
was
he
found
Studying
poise
take
to
acquaintance's
out
the
first
impressions.
within
gratification of
three
"fit
him
seeing
that
the
over
the
up
new
him, and
his
decided
his
thoroughly, he hired
the
and
Following
plant.
bearing and
place.
executive
right
official of
an
that
bore
experience
the
the
manner,
the
of the
man
whose
man
for
him
of balance
man
of
management
day,
and
a
public dinner,
a
factory
a
suggested
face, form, voice
here
at
for
lead
next
record
and
Testing
him
months
in"
with
had
decisive
success.
Behind
lies
with
study, the
of
outward
hour
in
like
field
his
and
characteristics.
The
dinner
table
across
a
fill
could
a
$25,000
scientific standards
evidence.
In
both
specifications for
which
a
penmanship,
as
man's
that
determined
guided
was
traits and
position and
had
in
bor
neigh-
by
their
study
more
outward
down
set
interpreted the
his hands,
upon
form, in
and
ments
require-
well-groomed
a
position,
his face
upon
the
official who
life writes
of
years
significance of men's
instances, keen
the
choose
to
By
standardized
human
to
which,
men
employers
inner
the
of
certainty.
had
manager
cials
offi-
employment
handling
enabling
something
sales
these
by
the
is
develbped,
workers
made
principle
a
properly
an
selections
the
his
guage
lan-
into
words
his
and
actions.
With
of the
of
a
third
which
average
employee
of
deciding
employer,
for
only
stands
two
times, brings the
between
girls
of
repetition
mere
"
out
or
same
the
from
three
nervous
judging
kinds
result.
recognition
of
He
type
one
work
type
sands
thou-
is expert
and
in
steady
36
AND
SELECTING
But
the
Three
his
employee
both
had
employer
which
by
standards
He
to
had
opinions,
interested
the
later
months
and
out
felt
had
position
would
he
could
judgment
in his
Going
his
to
position and
in
on
in
developed
to be
A
three
PLAN
for
position
How
Standardized
basis
of
office and
and
the
just
one
own
and
essential
a
bring
of
man
accept
eyes,
fact, weigh
points
outside
an
issue.
at
drew
duplicate
the
out
noted, added
employed
that
came
in
up
he
months'
man
predetermining
of
factory workers
for
plan,
look
recognition of efficiency.
agreed
dis-
own
had
he
work,
the
place.
the
the hit-or-miss element
requirements
his
employer
standardizing requirements for
employment
the
first interview.
the
through
saw
study
for the
frankly
had
qualifications his
the
by
ing
promis-
judgment."
accepted only what
Hired
his
who
required
it
than
point
of the
One
that
;
intendent
super-
worker
the
clearly and
next
points
several
He
proved
he
whom
of
collector
a
loss
qualificationsthere
words, "Independent
spectors
in-
the
tersely put his description of the
had
the
for
thinking, the
error.
rather
the
on
he
to
man
his
files,the employer
in which
be
the
over
conditions
see
in working
man
to
own
realized
not
bear
to
out
upon
opinion
as
independently,
a
things through
see
information
eyes.
no
resign.
to
mistaken
measure
checking
had
asked
special liking for
apprentice he hit
The
took
facts.
not
a
In
easily agreed.
letter
He
was
been
turned
Naturally independent
the
second-hand.
always
was
personal stand.
decided
He
answer
HIRING
necessary
is eliminated.
every
to
for
every
fications.
quali-
position
which
are
hundreds
the
of
places, promotions
GETTING
An
employment
presides
and
in
concern,
work
faults
point brought
then
were
and
determine
for
back
"house"
criticism
of the
comparative
sittings
value
and
of the
tions"
"Specifica-
grades
committee
scheme
;
to
called
invited
Finally, after
whole
places
often
were
The
vital
every
definite
in
the
it got
way
for all routine
heads
plan.
check, the
this
officials.
drawn
conference.
second
a
held
places, the
or
Department
rank.
In
arranged
were
secretary
throughout
workers
foremen
informally
positions
these
heads
of all
of average
by
up
first
body
four.
or
37
permanent
department
requirements
the
done,
MAN
a
This
of three
groups
the
paper
with
system.
different
in
RIGHT
committee
the
over
called
on
THE
ing
search-
a
into-
put
was
force.
Its immediate
advantages
of
requirements
should
gained
heads
Department
1.
get, and
:
precise ideas
worker's
each
expect and
these
were
job,
the
they
output
training they
the
the
to
as
give
should
employees.
Efficiency
2.
a
"
justice
large initial saving
employees
among
inefficiencywhich
had
during
of
In
up
fifty years
this
to
date.
The
with
thus
next
man
in
this
"What
grade.
standardized, put
requirements
are
choosing
committee
lower
consultation.
considers
Vacancies
least
At
of
every
great
on
each
record
two
and
trained
place and
establishment.
the
standard
keep the
to
possible,the department
the
man-machine
committee,
employment
needs.
working
haphazard
irregular growth.
session, immediately
whenever
the
clogging the
plan, provision is made
in
changed
been
the
replaced
"
form
fairly uni-
and
the
always
and
formally
in-
records
filled
by
head
in conference
best
tion
promo-
from
man
position demands
revised
in
is
repeated
officials check
capacitiesof
the
every
;38
SELECTING
"When
shipping clerk, an
which
said
the
than
accountant,
employment
thousand
ten
assistants
My
in
aptitude
statement
as
information, if the
leaving.
that
so
the
such
"on
or
men
,as
to
the
The
and
send
the
Put
1.
2.
Have
replace
to
into
goes
one
files,
our
of
records
current
With
the
of
source
reports
employees
all this data
suitable
most
foreman
man
refuse
to
or
clerks
employs
but
while
a
standardize
to
plans
his pay
on
their
men,
positions
described
here
qualificationsof
the
of
score
roll
:
position
the
it.
know
you
who
writing
into
and
three
or
principles and
same
foreman's
veto)."
two
worth
the
to
absolute
manufacturer
finding it
select
we
natural
a
all former
undesirable.
him
with
merchant
the
are
as
needed,
(without
approve
by
man
man.
work-
new
complete
on
sends
personally studied
department
as
the
is needed
final reports
card
and
for
positions,including
refused
once
this
leaving,
reminder
man
the
for
and
men
available
and
in
have
selected
men
new
handling
positions. The
further
concern
fills in
ex-employee 's history
Every
we
have
a
man,
drafts-
a
of
chosen
and
most
a
is
been
men
of
serves
methods
requisition for
a
or
of another
who
man
have
handling
requirements
the
stenographer
a
manager
with
department
factory hand,
a
workers, "he
(page 41) covering the
it to my
needs
similarly standardized
has
more
HIRING
head
department
a
' '
AND
the
closest
men
to
that
work
check
on
your
specifications.
3.
Study
similar
4.
Check
over
of
5.
definite
With
'by doing
and
away
and
workers
in other
concerns.
adjust all positions in the
tion
direc-
standards.
every
requirement
work
experience which
of the
with
position or
what
has
some
been
shows
you
chance
considered
to
some
new
economize
a
require-
GETTING
revise
ment,
THE
RIGHT
written
your
MAN
estimate
39"
of the
place
its
and
duties.
6.
Consciously
By
this
to
organizations,
small
hiring of
with
men
Against
be filled.
is
who
for
"looking
merely
his
at
many
of
years
skilled
a
does
he
needs,
but
buyer
Not
has
he
places
of his
bor
neigh-
he
match
can
developed
averages
on
problems-
employment
also
he
methods,
out
competing
various
trains
labor
successfulemployer of
THErecognize
certain characteristics
personaljudgment by
his
employers
Successful
in
positions
a
merely intuitive
so
his best
are
capacity
can
degree
the
you
can
for
"Work
official of
and
out
a
of
one
an
the
hundred
a
longer
no
be
personal judgment
Your
of averages.
To
a
yourself by practicing the
mark
interpretation of characteristics which
traits
of
estimate
place behind,
background
train
larly
simi-
themselves
factory, need
reiterative.
have
men
to
backs
averages.
vacant
or
himself
and
personal
the
twenty-acre
or
in
equipping
twenty-foot shop
a
in
of
Your
for
applicant, whether
a
law
are
labor.
buying
for
marked
and
tests
investments.
all-around
counter
mands,
de-
products
precisely which
knows
his
standardized
he
worked
the
buying
before
has
his
on
personal choice
his
to
bids
for
producers
entirely
only
between
comparisons
asks
trust
not
values.
between
of
of the
desks.
When
that
handles
man
man,"
a
with
experience
progressive
choice
haphazard
standards.
both
knowledge
accurate
the
these
business
the
precise place specificationsbased
in
in
simple routine, developed
large and
the
applicants by
measure
men
ous
of vari-
types.
these
Chicago
ten
problems,"
factory
to
said
three
an
boys
employment
applying
for
AND
SELECTING
40
work
beginners.
office
as
in
boys handed
the
applicant's
second
The
hour's
in
himself, proving
intelligence
time
the
the
them
after
he
and
Nor
the
fourth
to
tons
a
ambitions
stock
the
circular
the
at
in
a
Not
intentionally deceive,
fails to understand
unfavorable
and
trying
to
Requests
as
an
begin
fathom
desk
but
for
leave
a
are
when,
pounds
to
make
lacked
the
which
more
One
is
does
so
he
he
whether
get
queries
pleases ;
or
perience
ex-
rectly
cor-
an
blanks,
telligen
too, in-
cases,
out
and
the
can
way
easy
of
patience
quit
employers,
that
the
one
and
leaves
many
previous
vague
' '
finds
or
as
applicant often
the
often
and
of wide
man
truthfully
mechanics
of
record
meaningless
as
In
obscure
often
and
pounds,
ways
experience,
is wanted
list
off where
several
questions
more
answers.
the
in
solution
letter.
independent
example,
and
his
merely
what
napping
directness
application blanks
hundred
evade
to
employment
filled out.
to
his
formality
form
the
or
the
lems.
prob-
show.
as
a
the
enthusiasm,
throughout
and
applicant
become
has
each
on
shift, reducing
Of
term.
common
applicants often
Quizzing
line
fresh
he caught
fifth to
originality, independence
self-reliant
cants,
appli-
elementary
with
was
calculations, however,
such
ment
employon
solving
were
problem
required in the
was
the
a
gave
of
them
to
correctly.
figuring
an
his
that
averages
manner
questions
boy, coming
second
solved
the
was
first three
The
nearly
alertness.
tell-tale
Equally
finish
to
paper.
way
with
day-by-day
required
mental
youngster's
expensive
Compared
or
accurate
boy furtively eliminated
least
the
standards
fairly
of
later, one
represented
third
limited.
was
man's
and
return
The
work.
hard
minutes
Twenty
neat
a
HIRING
in
merely
applicant
fill the
gust."
dis-
can
entire
GETTING
with
space
THE
of
names
RIGHT
transient
MAN
employers
41
and
omit
vital
workman
in
facts.
first step in the
The
metropolitan
one
arranged
FORM
II:
It
place
to
queries and
acts
gives the employment
well as
be filled,
an
as
as
on
An
official
view:
was
writer's
the
himself
accurately, (3)
checking and
with
On
to the
the
his
fill out
many
drawing
an
with
33,
page
appear
as
a
ing.
employee who is leavup-to-date glimpse of the
ask for
should
the worker
the
and
interviews
these
curacy.
ac-
This
him.
requirements
in
(2) ability to observe
analysis, (4) capacity
details, (5)
to
in
resource
ceive
re-
ing,
test-
conclusions, (6) acquaintance
of the
for
fully
care-
time
then
man
desk, this official has
fixed
on
a
attention, thoroughness
of
requirements
standards
any
concentrate,
to
on
record
at
chosen
power
remember
check
a
instant
experienced
(1) ability
and
him
a
specific data
department
reinstatement
check
hiring
application blank, shown
report card
This
of
is to have
concern
definite
which
on
routine
the
positionsto
cards
vacant
be
filled.
filled with
data
positions.
He
as
has
42
SELECTING
made
detailed
a
and
to
measure
In
the
that he
traits,so
applicant
the
regards
checking
the
the
to
weigh
makes
mental
variables
upon
absolute
and
power
of
education,
instantly
By
official eliminates
and
time
saves
carefully applicants who
more
the
practical aptitudes.
and
applicant
of
that
vacancy
health,
tape
quality.
in
as
points in this order, the
the
impossible
which
the
age,
wanted
wages
essential
mind,
mental
a
precise order, from
physical strength, through
experience,
acteristics
types, char-
apply
every
which
in
range
qualifications as
on
human
can
official's
requirements
applicant
HIRING
different
of
study
employment
buyer, the
the
AND
in
' '
are
ning
run-
close."
First
comes
written
the
written
of the
the
up
statements
and
accuracy
;
subtle
a
of
study
a
view,
inter-
personal
of the
the
way
ambitions
experience, aptitudes1 and
temperament,
then
completeness
in
developing
"
man
finally,the
application; and
checking
"
judgment
eye
of the
workman.
Many
a
require promising
concerns
physical
examination
attempting
are
of
labels
for
experienced
the
these
impression
handwriting
and
trick
man
for
his
problems
and
personal equation
Combine
and
the
roll is relieved
pass
the
character
writing
Hand-
suggestions working
writer.
the
In
labels.
favorite
the
tests, sample
true
of
a
to
attempt
fitness of his
these
weight
of
various
error.
on
nishes
furfrom
get away
judgment
standardize
from
is
Every
psychological laboratory
best
eral
sev-
application blanks
develop
in the
tests
of
to
Others
the like.
character
his
to
The
place.
interesting
pay
has
hired.
are
certainty
on
involuntary
employer
tasks
the
with
of different
dozens
accurate
concerns,
a
they
physical form, physiognomy
an
studied
interpret
to
contains
towards
before
applicants
cants.
appli-
tests
and
SELECTING
44
AND
HIRING
__
through
sight, alcoholism
who
under
tests
indications
or
and
of
health
and
tude,
attiThose
by physicians
vision, height, weight,
to
as
in
diseases.
examined
are
injuries and
past
science
medical
rules
defects
evident
other
strip
shop
the
measurements,
and
then
this test
pass
for
examination
preliminary
a
sicknesses, and
disease.
standards
The
tant
imporof
exactness
makes
this examination
conclusive.
primary
HOW
weed
to
the
to
cally
automati-
largelydetermine
whose
various
subtle
machinery
phase of employment
of the
Men
extent
machines
as
their
be
to
is,
finding
sidered
con-
cate
infinitelydeli-
mechanisms
but
in
requirements,
of
"
assigned
when
only
of
problem
coming
are
mechanisms,
best
their
do
can
workmen.
certain
a
this
as
progressive view
the
adaptable
and
out
outward
fitting in
and
hiring can
the unfit,and
degree of ability.
Physical and
it suggests
be used
in
tests
to
which
position
the
the
general, parallel
brain,
system,
nervous
and
physique.
One
employment
expert,
his
his
appearance,
attitude
these
walking, method
in
shaking
different
significance
blue
card
the
to
in
the
have
means
the
standing
By
a
as
have
the
definite
red
cant
appligeneral
sion,
expres-
sitting,
or
all
study,
constant
to
come
expert, just
index
of
hands.
points
first tests
traits, his facial
apparent
of
manner
and
most
standard
drawn
characteristics, his
obvious
more
has
of men,
specificationsfor judgment
for
who
a
or
thing
standard
white
to
the
or
file
clerk.
The
careful
man,
for
example,
will
usually show
precision in his speech, in his walk, in his
courtesy,
his
laziness
or
industry, his
dress.
his
His
orderliness, his
GETTING
optimism
for
and
THE
his
patience
him, by catching him
novel
topics
guided
talks
also by
and
to
him
catch
off
guard,
and
qualities that
characteristics.
the
Expert
applicant's
of art
ancestry
to the
to
elect
or
Psychology
contriving
is
going
actual
tests
reactions
nervous
the
operator,
reproduce
with
of results
In
which
fixes
and
probably
would
be
in
end
the
most
Every
ideal
"
a
"
a
are
a
of
the
the
its clues
establishes
and
the
of
student
the
telephone
which
He
tests
in
train
which
methods
out
by which
to
fifty
tests
fifty
performance
three
and
will
of accuracy,
off-hand
one
of
clerk, the machine
standard
a
of
to
which
's minds
originality. He
or
standard
working
and
task.
that
expensive
yardstick by
and
indications
simple apparatus
the
standard
mind
is written
work
men
problem
eliminates
of these
one
employers
one
a
his
him, adds
which
motorman,
quick wits, of variation
novices
his
man's
a
concentrate
his laboratory
the
essentials
and
him.
which
these
beyond
even
takes
employees
average
contact
to
him, knowing
man
on
merely
reserve,
glimpse of how
a
hand,
contrives
the
his
the
parts
is
suggest
a
he
as
from
whatever
is
applicant.
street-car
and
operator;
mind
problem
often
of the
give.
systems
nervous
applicant
defeat
artisanship behind
the
employer
read
questions make
of
irritatingor
get beyond
Test
or
character
The
physique
daily
with
of
and
study
setting tasks
of
state
then
forget himself, giving
works.
job
to
by
of the
control.
to
applicant,
Physiognomy
of
true
45
shrewd
movements
the
the
precisely
and
his
body he forgets
interest
The
the hands
unconscious
or
tested
are
conversation.
reading
MAN
off his guard
watching
by
nervous
of his
of
RIGHT
or
least
four
who
proficient
of different
hundreds
piecemeal, is focusing
to
grade
determine
the
man
the
on
for the
applicant
SELECTING
46
who
fits
nearly
most
HIRING
AND
definite
of
place
a
dimensions
and
requirements.
With
bases
his
in
workers
dozen
list
of
Thus
accidents
work
the
out
of
questions
Is this
best
can
he
do
What
can
he
develop
of
a
itself.
art
following
simply
is
it
So
the
to
successful
so
great
and
the
I not
because
of
vital
three
the
if in
an
age
the
do
can
of
of trying
business
they ought
Board
painted
carved
or
primarily for
so
that
instinct
A
fine?
you
art,
the
love
of industry
is
industry for industry's sake, he
to
exist, but
that
did
to
must
glory of
to
be
do
M.
Directors,
fine
act
profitable if
business
great things because
be
a
is
to
make
they
are
done.
SCHWAB,
Bethlehem
Steel
the
cant
appli-
place ?
of
age
assert
CHARLES
Chairman
and
V
golden
artistic
it is
continue
to
into
himself
because
various
your
the
a
down
?
may
same
this
for
beautiful things,
devotes
man
in
who,
wrote
for
effort
to
answer
or
set
help
can
you
and
one
can
misfit
of
train,
man
"What
or
factory,
qualifications
absolute
best
the
THOSE
of
employer
or
saving
its
clues
hiring:
help
man
office
the
in
it brings
the
standard
to
different
many
him,
store,
essential,
positions.
these
before
judgment
of
of
suggestion
the
Corporation
it
WHY
WE
ARE
MEN
WITH
An
President,
workers
by
in
men
women
machines
than
time
the
men
day.
time
do
about
the
men
able
were
found
it
lathes.
course
of
Of
the
paying
of
wages
six
to
eight
the
the
dollars
form
day.
a
of
a
standard
work
for
and
we
these
on
thorough
a
turning
this
of
exactly
them
This,
pieces
this,
out
an
sort,
of
wage
the
are
is
a
are
rate
same
getting
course,
plus
we
We
inducements.
factory
out
lathe.
results
of
190
after
through
each
offer
some
standard
long
put
as
possible
this
to
out
turning
was
regularly
on
Many
men.
Not
obtain
our
rather
For
only
it
girls
are
to
in
lighter
indicate
men.
were
set
it.
daily
necessary
who
We
first
to
the
turning
the
decided
now
order
women
as
in
in
it
found
and
The
will
average
employ
were
pieces
315
course,
have
them
training
of
average
They
of
to
we
to
factory.
dexterity
are
lathes
attain
to
advisable
turret
women
pieces.
375
held
on
where
women
formerly
experience
able
studies
our
effective
output
been
minds,
qualification.
turret
had
By
to
former
our
on
pieces
standard
them
the
of
work,
which
work
with
compared
a
of
willing
parts
recent
our
Company
positions
necessary
in
quantity
the
the
all
assembly
instance
Machines
specially
is the
strength
Ommer,
Computing
taking
proving
on
I.
fingers and
are
and
One
and
deft
Will
with
practically
are
WOMEN
Interview
Recording
their
WITH
REPLACING
from
paid
bonus.
to
If
48
SELECTING
could
you
sure
step into almost
would
you
place.
the
that
they
enter
into
Not
do
long
on
of
hour,
and
minutes, she
"See
each
Please
it.
let
and
characteristic
perhaps
of
His
about
of
one
waiting
get
our
busily.
excited
to
tigated
inves-
some
After
I have
to
about
said:
and
500
out
the
pieces
interrupted like this, I can't
am
alone
me
factory
for
much
very
man,
if I
and
it necessary
became
busy
so
required
it
nature
of
let
the
' '
work.
to
get
me
of all
attitude
of
foremen.
working
stop work.
to
their
of the
were
am
long enough
jobs where
our
a
made
dear
here, my
day,
of
I
industry
actually
with
even
such
expert girl operators
ten
beehive
girls are
operators
was
the
stop their work
one
women
departments,
our
superintendent
the
tools
investigation
one-half
like to
ago,
expert
the
conversation
any
of
any
cases
many
not
HIRING
impressed by
be
In
the
most
AND
do
is
This
our
women
workers.
overworked.
not
are
their
up
high
of the
one
men
a
there
women
two
to
women
as
free
they like.
and
back
rest
of
of
her
time
any
during
one
chair.
a
the
minutes
ten
these
rest
I
of
room
at
hospital
the
In
men.
that
tried
we
the
at
of
end
work
the
the
benches
where
any
day.
morning
in
and
periods and
and
her
the
in
one
I
urge
also
to
the
the
make
hospital facilities
through
girls leaning
asked
of
also have
We
and
length.
walking
was
the
I
the
instance,
for
girls
during
in
one
the
put
and
Recently
I noticed
than
keep
to
complaint.
any
rooms
at
and
us
"We
been
each
use
better
us
go
afternoon,
able
told
to
came
periods,
rest
speed
they do, they
seem
and
rest
can
fact, they
particularly trying job,
not
have
of work
amount
departments,
strenuous.
has
We
of
rate
days, they
too
was
In
assembly
upon
three
spite of the
in
However,
what
the
as
plant
her
head
the
trouble
on
the
was
REPLACING
she
and
the
to
go
said
she
she
felt
that
for
the
nnHE
wages
facilities
the
they
if
they
condition
a
In
working
At
days.
in
exactly
and
they
put
out
the
in
kind
they
the
In
as
that
we
will
never
shop
do
the
have
' '
to
"
that
guarantee
be
cut
"
which
we
work.
actual
At
have
school, we
and
the
we
think
attend
on
which
I
way,
the
find
it
is proper
on
of
of the
Most
quickly
to
get out
a
the
fact
it is established
helpful
as
plan, the
mention
once
to
are
big placard
a
bonus
a
should
bonus
end
one
do
work.
the
girls
the
to
they
surprising how
it is
three
practice
when
nervous
six
to
them
expect
work
with
had
Girls, ask questions.
paying
by
work
have
we
or
phases of
the various
the
of
school
required
are
in
themselves.
' '
this advice
men,
that
so,
not
were
kinds
a
time, they
friendly competition in order
of work
put
out-
do
Usually this takes about
to
words
addition
same
it
advantage
overexert
perform
to
work
of
we
these
learn
and
make
they
they
have
we
embarrassed
not
when
girls
new
of that
the
girls follow
do,
to
able
are
end
where
bearing
in
entire
when
girls for the various
them
the
are
room
one
slight indisposition,
they might
so,
place them.
to
expect
we
their
on
All
they
And
went
expect
until
them.
once
teachers.
this
would
girls do take
at
fit the
to
we
women
to
work
of the
care
the
cure
do
to
order
which
was
her
day.
offer
we
often
can
whereas
She
out, she
take
to
glad, however, when
am
I told
girlworkers are thoroughly trained in a "school"
actual
work
and
before they undertake
are
paid
those
received
male
to
equal
by
employees.
A
of
dropped
the
49
doing assembly
were
group
for
planned
WOMEN
refused.
she
who
if she
WITH
slight headache.
a
hospital; but
impossible
I
had
of workers
group
a
MEN
stimulate
the
a
quantity
regular schedule.
50
SELECTING
One
of the
for
instance,
The
six
or
draw
of the
finished
obvious
that
each
day
C
B
with
in
and
there
is
the
girls
are
a
the
group
a
Daily
each
which
month,
current
is
only 14,000, it
anxious
A's.
of
lot
five
A, for instance,
bring their
to
The
barometers.
these
as
or
it.
see
work
done
are
on
barometers
can
in
date
C
and
on
cardboard
If group
duction.
pro-
such
four
are
of
have
correspond
of interest
lot
and
B
tubes
together
amount
to
of
cardboard,
glass
workers
to date.
pieces
groups
to
up
the
of
there
of these
one
done
groups
six
of
working
colors, the
18,000
barometer
our
"Where
all
where
particularly effective,
long sheet
a
outlines
women
has
groups
record
merely
place
in
find
call
we
the
we
in,
whereas
a
is
of
position
has
what
HIRING
we
in thermometers.
plan,
a
we
is
groups
bonus
in
which
drawn
are
used
are
methods
barometer
which
AND
take
do
girls
They
study
competition
between
them
the
groups.
Where
blackboards
for
the
put the
We
750.
everybody
for
the
of the
records
point
this
quality of
go
down
every
output
bring
office
pieces,
whereas
of
one
around
board
where
direct
tive
incen-
output
far
as
as
complete individual
have
we
a
their
up
of every
the
furnishes
this
girl
o'clock
the
on
use
high record
somewhere
done
only
we
eight thousand
our
daily.
employees
At
to
in the
Then
possible.
it and
others
900
out
girl's record
high
see
can
three
at
turned
girls have
other
of the
most
the
producing
Perhaps
has
47
No.
is
who
day.
current
machine
at
show
to
individually,
working
as
our
the
it
might
work
be
in
has
quantity
goes
step in production,
first step, the
product
does
so
well
no
for
We
not
an
go
to
been
way
up.
if
me
error
have
say
that
permitted
to
inspection
at
is made
through
the
all the
in
the
other
52
SELECTING
All
of
sorts
cases
come
came
to
employees
men
in
working.
be
to
he
into
working.
The
nature
machines
of the
wife
was
flirtingwith
into
my
office,had
then
matter
another
to
various
have
rate
of twenty
and
have
"We
cents
Not
of direct
large
models.
The
immediate
weeks.
do
when
production
long
woman
ently
appar-
now
gowns
in which
has
The
a
selected
organization
own
offered
were
the
case,
output
as
the
fallen
of his
or
these
of the
also
serve
effect
sional
profes-
so
prizes for
since
of the
One
was
as
excellent
so
direct
100,000 pieces
themselves
to, and
below
which
dozen
increased
girls showed
show
style
to.
tables
workers
some
half
a
flat
a
of the
women.
on
at
the
move
many
of the
sent
they needed
never
we
had
we
ago
particular
that
Often
person.
which
room
lunch
excellent
an
to most
we
our
this
In
serve
dances
and
from
could
sibility
pos-
any
the interest of
up
large dining
a
merchandisers
eastern
women
two
a
interest
models
work.
settled
the
is
husband
keeping
of
have
We
informal
part.
and
methods
1,500 people.
take
her
all three
and
I transferred
his
that
avoid
to
the
to
brought
them
order
future,
and
close
to
employees.
was
the
I
which
work,
imagined
man
with
In
his wife
where
get
foreman.
there.
happened
How
keep girlsinterested in their work.
show for women
workers, with gowns
offered
a style
prizesfor excellent work, increased output.
as
seats
the
man
fore-
the
satisfied.
WAYS
the
and
department
quite
We
he
that
our
his machine
foreman's
plain talk
a
in
department
of the
the
and
of clash
in
the
workers
about
his wife
where
of
one
ago
jealous. From
was
man
inspection, required
the
complain
departments
The
long
Not
to
me
across
was
HIRING
up.
look
could
was
of the
one
AND
what
that
records.
time
they
the
REPLACING
In
dining
our
pieces which
plays
room,
little
as
dining
room
that
we
so
the
One
be
Perhaps
the
of
this
the
has
certainly
For
to
eight dollars.
the
sold
I had
at
a
most
and
sixty
stores
and
of
long
cents
was
over
a
half
ago
at
to
made
cents
and
which
these
prices
the
were
quality that
of
the
stores
the
We
which
we
at
retail
that.
in
carloads
three
employees
us
we
which
some
same
above
for
to
cents
wear
at
whereas
up
of
they appreciated
one
our
dollar
because
living.
men
bought
we
bushel,
a
of coffee
sweaters
for
them
a
us
exactly the
dollars
not
from
them
ployees
em-
large number
and
and
cite
practice
thirty-eight
work
at
a
girls
the
of
from
ing
resell-
and
This
cost
on
our
employees
the
from
us
will
I
saved
cost.
our
lessen
these
resold
special brand
nineteen
buy
Among
and
potatoes
dollar
are
to
Again,
Dayton.
at
of
cost.
kicks
had
have
we
with
to
of
sixteen
paid
kept
at
with
quantity purchases
hit
eight dollars
at
is
articles
agree
recently bought
they
paid for them.
serve
interest
doing, but
employees
a
we
opportunity
the
cooked
We
the
have
we
where
our
Many
while
sweaters
not
are
prices ranging
at
sweaters
and
we
greatly
instance,
both
is home
keep
certain
do
policy
made
them
In
ployees
em-
much
as
everything
to
them
by making
articles
it enables
of
sell
against what
money
to
the
pay
lunch.
and
doing
are
specific instances
some
addition
its wholesomeness.
cost
it
and
where
all the food
manufacturers
wisdom
merchants
we
we
is to
some
In
cafeteria
their
fifty-two
sanitary.
and
employees
our
hour.
they like and
for
of
sure
thing
other
food
of
employees
our
a
little below
a
clean
perfectly
have
53
orchestra
an
noon
the cafeteria
can
at
the
any
WOMEN
among
they wish
as
and
food
up
we
select
WITH
have
we
during
day
every
may
or
room
is made
dining
this
MEN
one
price
have
costs
sell to
us
our
.54
for
employees
only be
-can
forty
had
The
cents.
twenty
elsewhere
bought
Recently
cents.
lot at
price considerably
a
from
the
under
of the methods
accomplished both
production.
of these
All
the
will
good
find,
of
have
described
quit, which
then
and
objections against
the
insist
staying with
on
telling
was
about
me
discharge.
She
needed
position
the
found
we
Again,
:
They
day's stint
the
up
Under
in
whatsoever
the
fact,
of
matter
rate
little time
to
out
come
This
short
there
office
time.
were
elevators
The
so
many
couldn't
high grade
to
of
the
girls,too.
to
last
minute,
and
at
coats
eager
to
having
no
clean
we
are
week.
We
so
the
women
to
see
us
to
coming
For
rented
As
a
would
about
of
turn
to
the
instance,
we
after
have
a
because
office that
And
them.
not
ment.
employ-
out
us
at
office
an
failure, however,
had
care
employees.
culty
diffi-
receiving applications
a
women
take
believe
follow
shop
landlord
I
stay.
desire
ago
proved
she
records.
a
the
to
quit, that
their hats
been
some
wanted
her.
getting enough
thousand
men
fore-
kept
conditions
have
we
he
into
make
of three
downtown
have
the
of the
difficulty and
any
jump
and
present
our
show
until
work
the
of
fact, girls
one
to
a
us
one
as
In
whom
we
for
urged
ago
going
win
women,
work
not
couldn't
she
was
of
and
clock
girl
that
never
do
long
a
and
out
way
of the
25.
told him
girls
the
hands
5
a
The
workers.
Not
us.
morale
materially to
us
is sometimes
woman
this
in
improved
workers.
women
our
in
helped
absolutely loyal. They
are
while
methods
entire
the
market.
some
increased
of
to
and
of grapes
disposing
RESULTS
chapter have
and
thirty-eight
carload
a
in
grade of coffee
same
at
bought
we
difficulty whatever
no
HIRING
AND
SELECTING
we
the
get
a
working
REPLACING
for
now
us
hundred
one
positions
school
as
attractive
are
grade of
Of
teachers
a
the
to
other
girls do
her
taken
her
the
places
eye,
and
in
the
of
' '
the
At
our
from
slow
the
up
diately
immeis
worker
the
in
and
work
up
by side
our
the
in
several
than
the
men.
will
ably
prob-
ment
employfew
a
the
women.
that
if they
girls
are
are
women
and
the
where
hand
and
able
saw
diately
imme-
they
and
men
many
men
departments
experience
motion, the
in
the
and
Men
pace.
all
and
themselves
up
to
encourage
good
a
as
them
speed
they
how
the
quite
still have
same
have
time.
short
somewhat
outdoing
keep
better
she
quickly passed when
must
waste
her
training,
they all help,
a
to
up,
contrary,
feeling well,
in
slow
try
show
to
spirit
the
does
the
requiring deftness, a quick
no
of
and
one
On
factory
the
they
to
side
kind
work
full
work
work
slow
We
were
uniformly
a
the
or
The
where
the
resented
doing
are
women
going
is of
loaf
indicative
as
share
men
first resentment
almost
best
proceeds
it.
lacks
if
workers.
found
the
full
her
women
places they
working
can
is not
that
first the
various
were
the
getting
one
group.
if she
realize
to
the
that
secure
up
wages
organization
possible, try
if she
her
doing
of
The
to
work
place
the
on
as
faster
help
be
At
us.
the
when
their
far
as
work
try
turn
from
out
and
ways
at
the
at
not
away
her
her
The
to
always coming.
knowing
else
interesting, however,
the
do
' '
no
organization, that
help
gave
up.
It is
our
who
in
is the
it is
and
accumulates
in
us
factor
instance,
everybody
slowing
55
women
come
enable
out
that
way
tables, for
without
to
to
turned
work
in such
end
forty
important
one
quantity of
one
WOMEN
workers.
women
assembly
WITH
and
enough
course,
work
MEN
to
a
it is
work
quick
handle
56
SELECTING
feel
We
our
that
have
we
is
work
own
requiring
could
we
pieces.
turning
men
have
been
able
EP
If
be
more
leeway,
around.
duties
which
always
unless
the
each
man
a
the
You
is
that
real
the
little business
make
or
never
looking after
the
boss
grow
whoever
part
have
the
of
his
is
should
takes
always
right
is
the
"
also
work
team
job
after
over
of them,
own
self.
your-
entitled
detail
and
do.
they
there
executive
any
all
compare.
be
"
and
is.
President
JOHN
NORTH
of
Willys-Overland
The
put
out-
WILLYS,
Company
are
day.
would
than
done
does
that
sure
will
he
work
head
business
performed,
you
know
any
harder
work
you
we
every
we
to
of
around
be
pieces
anything
grows,
in
delegated,
about.
others
but
When
is
get
business
a
detail
that
to
expect
you
As
to
know
daily
total
convinced
am
more
group
workers,
women
as
character
a
would
40,000
accomplish
to
men
your
I
the
plant
to
alone,
of
are
A
that
us
the
37,000
workers
is
far
so
results
too,
our
with
from
out
With
from
Now,
test
attention.
told
ago
expect
the
work,
close
time
some
thorough
a
and
The
extremely
engineers
4,500
made
concerned
satisfactory.
than
HIRING
AND
all
not
PART
II-HOW
TO
YOUR
Putting
A
"**"
that
he
knows
with
be
is
that
us
and
and
loyalty
the
that
is
with
work
and
to
friends.
Are
not
know
We
how
put
make
our
good.
own
sonal
per-
get
we
and
chief
and
they
employer
the
to
as
us.
ods
meth-
efficiency
"
shop
come
know
an
they
men
they
understanding
attempt
to
does
get
a
not
workman?
fellow
trust
the
merely
because
a
the
between
so-called
workmen
get
and
men
expect
troubles,
for
and
extraordinary
our
We
the
rule
to
our
return
such
gulf
no
them
of
some
machine
human
is
their
know
substitute
to
we
wages
establishment,
with
room.
handling
in
In
gain
There
with
We
charge.
dis-
deserve
the
is
our
work
we
us.
us
of
we
counting
the
come
that
days
men
above
he
work.
thought
reason
loyalty,
and
good
if
overnight
our
interest.
knows
working
an
something
and
whole
of
if he
concern,
his
all
and
over
work
the
that
that
affection
of
danger
from
Workers
his
part
believe
them,
in
spend
without
something
The
real
can
We
in
happier
a
he
you
pay
MEN
Trust
will
MAN
HOLD
in
men;
they
know
it
"
FRANK
President
of Henry
DISSTON
Disston
"
Sons,
Incorporated
60
HOLDING
ticular
other
in
pleasure
down"
"calling
before
men
the
employees.
freight trains
The
happy
the
moved
interested
and
trainmen
they referred
which
into
put
boss
smallest
the
and
out
with-
the
late,
decently
other
of
amount
in
way
be
not
each
to
were
always
were
could
rude
men
overtime
grumbling,
were
they did
passengers;
could
They
type.
trains
their
to
work
would
passenger
always
were
the
smoothly,
they
"
The
complaint.
and
work
to
they
do.
Today
freight
the
railroad
a
He
into
not
can
misses
never
The
suburban
on
the
he
employed
passenger-trafficmaster
is
train, waiting
first
The
the
men;
second
employees
merely
within
but
be
to
comes
placed
because
because
units
as
he
conductor
a
failed
man
he
"
he
results
got
man
men"
employees,
whom
great
a
surplus
a
with
those
know
to
roll.
his
considered
all his
of
of
out
deficit into
passenger
pension
president
much
so
know
now
chance
a
contact.
a
gets
two-million-dollar
a
year.
is the
master
"he
because
changed
on
MEN
he
inanimate
"
parts.
I have
studied
individuals
from
find
that
men
do
they
employees
It is lack
is
find that
to
helper
a
of
the
most
keep them
the
constantly
I
the
employer
the
yet
the
find
Such
that
unless
happiness
and
ployee
em-
personal relations.
upon
the
floater
labor
large
happy,
to
in which
tasks.
satisfactory way
ing
rang-
I have
employer
makes
that
for
up
of their
uniting
is founded
responsible
force
is neglected.
men
their
interest
two
or
thousands, and
interest
bond
the
this bond
and
floater
are
about
happy
are
but
their
in the
work
not
springs from
and
with
employers,
satisfied working
efficient,
an
fact
of many
systems
corporations with
great
to
the
to
manage
and
and
the
I
turnover.
employees
therefore
to
get
KEEPING
full
a
dollar's
YOUR
worth
MEN
of
out
LONGER
them, is
61
(1) maintain
to:
personal relations; (2) put all possible responsibilityon
the
than
employee;
(3) suggest rather
vance
order; (4) adby merit.
maintaining a friendly personal contact
employees is vital to every employer, no
be.
large or how small his business may
WHY
how
These
four
elements
relation
employment
The
largely
have
you
principles which
keep
big corporations
whose
loyalty
such
"
Oil
and
will
you
happened
a
very
by.
The
the
knowledge
and
the
once
found
praise
did
world
he
Steel
later
manager,
with
hands
have
the
Board
that
a
my
real
this
keeps
the
sonal
perporations
cor-
minor
tendents
superin-
the
president
the
concern
in
was
superintendent's
him, and
seen
vastly pleased and
was
know
he
a
yet,
as
friend.
my
would
from
have
corporations.
the
never
ard
Stand-
president stopped, said, "Hello,
the
he
of
their
soulless
when
office of
had
for
the
Corporation,
So-called
of
best
is these
Take
noted
employees
concern
the
to
felt himself
out
States
one
main
whether
Kailroad, The
the
with
But
job.
are
corporation.
president
shook
than
of
employees
that
superintendent
The
his
on
pends
de-
expressed
are
employees, it
man
large
passed through,
Mac,"
the
United
being
state, and
another
he
the
remember
of
thousand
merely poorly managed
are
I
business.
discover
with
bond
discovered.
size of the
The
Company,
far
thus
Pennsylvania
The
as
successful
they
twenty
or
one
have
matter
every
by which
the
upon
I
that
mechanism
exact
through
run
wtth
been
by
a
name?"
he
close
tab
tion
resolu-
in
"How
marveled
at
"
organization.
part of the
president, who
very
formal
Directors.
of
plimented
com-
more
on
is
the
a
very
records
I
cessful
suc-
of
62
HOLDING
feels
he
in his
worker
every
that
he
MEN
his men,
knows
It is easily possible for
hundred
he
though
even
families, and
In
sick.
a
branch
has
never
turnover
their
was
jobs
employers.
labor
turnover
in
his
he
will
was
a
charge of
work.
"When
"served
small
affair
a
of
efficiencythe
although
a
lathes
new
and
that
lathe; fresh
it should
produce
to
go,"
always
he
will
remain
until
his
matter
a
his
finished.
humoring
letting him
him
"
he
had
he
years
the
been
came
heaviest
its kind.
with
that
terson,
Pat-
lathe
modern
"
system
discarded, but,
always kept the
that
above
could
plant
always
the-
of
manage
that
reported
regularly challenged
"When
he
at
concern
of
been
Why
but
work
he
for
have
one.
times
some-
the
and
every
the
terest
in-
shipbuilding
with
In
Patterson
better
mystery,
old
best
output
the
employee's
of
up
in
person
in
hands.
used
grew
superintendents
a
increase
in, Patterson
of
death, and
of
him,
scrapped;
be
with
course
the
was
came
other
No
ones.
the
should
accuracy
working
founders
the
part of it.
lathe
new
them
call
became
almost
it
were
very
large lathe
very
with
his time"
In
installed
he
a
are
labor
enlarged, and
his
up
in
;
the
ago
extraordinary
throw
operator
I shall
as
volume
will
they
satisfied
by the
is
talk
to
were
the
merely
with
by"
basis.
into
they
one
interest
when
generations
output
had
first-name
a
on
"get
He
it
his
way,
them
is reduced
"
lathe
a
company.
when
work
shirker
the
recall
I
which
take
that
is not
It
friendly
employees
;
they felt
because
their
which
small
very
idea,
few
a
fifty or
"big family"
remember
to
shops of
the
a
of
employer
the
occasionallyin
men
in their
the
maintain
to
men
his
with
a
visits
he
them.
seen
I
when
and
employ,
or
that
how
he
lathe
operated it
kept his companion
have
it
delivered
was
the
goes,
not
lathe
merely
goods.
KEEPING
This
be
is
YOUR
hardly
but
it goes
the
As
head
he
Division
and
of
men
below
of
scarcely
one
shop
to
management,
employee's
fellow
the
increases,the
will
to
feeling
stimulus
reflect
the
But
the
out
carry
all his
attempt
even
is necessary.
can
if the
payroll
possibly know
time
the
superintendent
control,
on
not
authority
man
the
men
can
spare
of
63
employer.
concern
not
can
what
number
of the
example
an
show
to the
mean
may
as
to
LONGER
typical instance,and
a
recommended
MEN
attitude
do.
foreman
scheme
same
the
of
;
to
so
each
from
comes
men
the
of
The
top.
the
at
man
top.
toward
of consideration
E.CKserious
loss.
This fact
to
failure of
A
extremely
a
hat
high
he
railway
for
the
all
down
way
line.
the
railroad
it ; and
legislatureshampered
Sahara
the
was
all
went
bullied
for
noted
it
in
was
the
the
the
agers,
man-
public.
the
bullied
;
its discourtesy;
a
continual
state
investigation.
of
The
into
road
the
never
passed
peremptory
bankrupt
became
hands
addition
In
a
What
treatment
employees
nationally
was
of
desert
see.
left
the
nor
a
wearing
vice-presidents bullied
The
finally, the
visited
office
right
superintendents
the
efficient,
very
he
outer
of the
to
of
manner
same
and,
seemed
a
when
the
to
midst
the
he
people
superintendents,
The
in
been
by
the
through
looking neither
The
result?
stalked
and
have
might
headed
was
individual;
pompous,
he
subordinate,
lead
employees may
in
the
an
influence
railroad.
one
large eastern
but
was
of
a
receiver.
A
new
to
railroad
knowledge,
an
employee
without
order
;
when
he
it did
although
"
president
came
knew
men;
he
bowing
entered
not
an
;
he
never
office he
go
in.
he
gave
always
64
HOLDING
smiled
is
nodded
and
the
cent, is below
labor, instead
is founded
be
never
hundred
a
under
Closely
all
' '
his
of
his
not
an
years
the
a
driver
the
been
been
of
complaining
together and
said
will
age
man-
in
the
to
will
the
force
for
the
When
to
of
of
them,
definite
duty
something
job
express
has
a
the
Patrons
business
I called
wagon
be
been
kept
confusion.
charge
above
hardly
can
who
and
each
wagons,
rather
are
person
"Each
tirely
en-
other.
or
branch
a
they
inattention
I took
that
predecessor had
My
sort
work
your
thirty
but
to
up
trouble.
Expressmen
carters,
say,
responsibilitiesis
of
some
to
isn't
a
the
vidual.
indi-
the
upon
little
some
one
relation, is
do
platforms in continual
falling off.
tain
main-
that
limit
has
charge
helper.
order-yelling
had
to
employee
individual
operated
brawling,
the
the
should
of
took
"high-brows."
office and
find
that
machine
the
as
classed
I
systematize
it pays
I
ago
grade
average
So
boss
of
but
and
any
personal relation, and
employee
office which
company
man
under
others
safe
a
maintaining
working
out
task,
easy
Some
with
is
the
him.
to
be
working
The
the
man
particular work, "That
own
Each
own,
I advocate
of
directly
general,
impossible for
part of your
perform.
to
which
^possible responsibility
it up
Put
me.
each
In
with
it
Make
concerning
control
fifty per
individual.
any
methods
of
putting
of
efficientlyand
men
connected
best
of the
above
and
exceptional captains
organization fiftymen
place
to
being
system
decently
large for the
too
Some
only twenty-five.
average
of
force
The
personal relations.
manage
is treated
personal magnetism,
charge.
should
man
the
on
in
immediately
that
Today
twenty.
principle of subdivision
The
one
clerks.
public
The
of
turnover
the
to
going forward.
MEN
the
its
had
men
own
KEEPING
district, and
the
all the
business
driver
driving about, drop
are
who
ought
I
made
of
workers
swelled
it
took
of
third
And
I had
from
time
to time,
lectures
so
expecting
up
not
They
appreciated
This
in
me
I
that
a
placing
be
accompanied
by
of
more
a
never
they
did
suggestions
blindness
where
seemed
to
They
to
had
make
stern
a
mere
rule
not
grace
give
not
draw
nor
them
rowing
har-
a
passed
that
over
have
discharge
the
form.
go
them.
individual
It
over
to
it would
feel that
me
they
they would
might
I
to
same
fall from
responsibility upon
than
the
fooled, and
not
was
drivers
Most
simply
I
position
acting quite squarely
must
worker
district.
the
years.
drunkenness,
intentional
official notice.
be
we
order.
an
futures.
knew
my
again put
take
of
fired,I did
be
to
evils of
the
upon
lapse.
not
a
increased
I
but
When
picture of their
the
when
business
I made
gave
sprees,
twice.
drunk
turned
and
jobs;
men
them, they
out
in two
man
a
occasional
on
get
man
discharge
not
go
never
Those
I left I think
do.
to
haps
Per-
RBITRARILY
.**"
will
I
but
rougher
specific
overriding a subordinate's
who
should
be
sulted,
conor
a
man
authority,
ignoring
transform a good worker into a grumbler.
may
A
I did
little work
very
the
from
When
possible
getting everything
were
Our
first
his
anyone.
own
got away
grievance.
whole
by
I got results.
first month.
the
during
"
"mister"
but
;
name
my
people
it.
man
every
sponsible
re-
you
your
in
everybody
matter
express
personal
a
as
suffered
the
on
Comb
matter.
like to
not
be
to
wagon
again
and
they had
65
district;when
pride in bossing their
with
shipment
time
that
that
now
know
do
dignity
my
in
express
short
a
in
LONGER
of
point of knowing
a
In
name.
class
have
to
thoroughly;
district
MEN
I want
for
a
YOUR
must
the
be
em-
66
HOLDING
ployee's
to
over
go
foundation
with
around
to
your
possibility
the
that
is
he
right
ignoring
the
the
in
who,
often
are
you
transform
Consult
him
the
always
And
wrong.
preserved.
are
routine,
usual
would
into
employee
good
a
is the
argue
is
self-respect
and
man
will
and
wrong,
there
"
any
rule
system.
is
he
thinking
interest
consulted,
be
of
That
magnificent
ity.
author-
of
permits
never
head.
think
you
way
employee's
Once
a
if
man
your
their
of
stone
Railroad
subordinate's
a
province
particular
own
Pennsylvania
The
official
his
in
head
MEN
grumbler.
My
stated
many
might
theories
in
Golden
the
called
its
requires
Rule.
I
confused
peculiar
is the
shop
because
total
the
on
And
job.
often
Any
the
but
an
roll
pay
has
not
missed
but
the
it is
the
looked
only has failed
an
so
what
machine
largest single
to
opportunity
item
an
Behind
varies.
interesting study of
hasn't
with
human
generally
cost,
nature
analysis of
who
because
effectiveness
which
each
roll, is the story of the man's
pay
manager
envelope
human
them
Each
first
were
oil.
of manufacturing
varies
They
restate
non-humanity.
own
NOTitem only
original.
all
at
have
employers
be
not
are
work
precise
each
on
roll, consequently, is
pay
men's
motives
back
make
to
in
of
the
the
most
get in closer
workmen.
S. D.
Vice-president,
South
doing
total in
of
his
touch
very
work.
each
pay
pay
roll,
with
his
RIDER,
Bend
Watch
Company
HOLDING
68
how
know
not
of
have
been
a*s
nor
men,
job,
incident
as
as
by which
retort
relations
between
neither
was
clever
his idea
in
was
of equal
He
felt
that
and
what
he
he
in
the
Jack
cere
perfectly sin-
his boss
boss
his
about
thought
the
his
held
existed
was
what
with
working
was
treat
employees.
our
with
importance
to
alcoholics; but
to
himself
he
how
of
always
impudent;
nor
that
job
has
heads
our
discarded
workman
a
cheering thought
a
illustrating the spirit that
as
example
an
must
land.
factory
not
clever
a
again,
nor
the
of
Avail
many
he
Certainly
the
to
in the
out
wore
time.
that
contributor
encloses
give this
I
after
heavy
a
that
stones
grindstones he
many
steady work
years
MEN
thought.
and
for
not
him.
In
' '
establishments
many,
520, discharged
No.
from
duty,"
had
individual
the
are
have
Jack
Disston
Henry
cared
firing; we
and
which
words,
think
that
the
a
man
We
for
work
"
the
and
have
most
get them.
19
men
years
or
who
more,
of
based
him.
he
and
trial
90
who
have
we
not
never
hiring
of
that
or
posedly
sup-
machine;
a
an
eager
qualities we
have
They
In
characteristic.
and
man,
ment
manage-
today.
this
on
mental
or
man
for .systems
use
valuable
we
of
another
practice and
loyalty and
unquestioned
are
fifty
a
end
right in each
was
his ideas
tests
want
we
only
absence
works
worth
was
no
physical
infallible
other
have
no
the
prevail here
in
worth
want
the
thought
but
ideas
; we
So, for
and
in
been
good.
dead,
change
to
made
is
their
proved
he
felt Jack
He
was.
what
have
been
man
every
did
ease.
he
and
"
He
rules.
no
So
have
would
knew
Disston
Mr.
But
Rule
under
that
and
would
Jack
served
have
us
can
we
pride
in
find
in
continuously
served
between
"Do
are
has
who
efficiencyby keeping men
point of individual
long past the supposed age of efficienteffort? Fred J. Smith
he does
the work
been ^straightening saws
for fifty years and
men"
the
with
that of the average
is well up
of
younger
we
lose in
This
record.
Disston
remarkable
with
a
Davenport, is connected
He
is one
of the original helpers of the founder of the
business
and
new
four generations of his family are
the
company's payroll
represented on
-man,
Charles
A
forty and
with
I
and
twenty
for
us
if this
in
ask, "Are
will
men's
Does
well
as
that
a
find
job
the
and
work
on
fine
he
to
retire
You
all you
have
of
in
he
who
good
man
will
be
is
a
real
all his
overnight
them, and
and
just
happier
working
wants
to
retire
another'
wants
he
and
good
saws
such
made
honest
work."
has
become
which
the
first.
the
as
world,
after
but
if you
interested
from
that
in
did
not
yourself
as
if he
days with
you
We
us
over
something
In
return
if he
his work
concern,
discharge.
interest.
good
how
in
much
as
does
saw.
part of the
something
pay
out
turn
the
on
man
important
as
We
job for him.
steel
steel
best
were
a
spend
an
not
making
A
scrap
he
he
phrase,
quite
a
as
he
if
asked
that
is
the
that
"Good
keep
If
but
was
answered,
would
men
to
effective
more
long
there.
find
Disston
have
might
old
an
circumstances.
as
him;
we
factory motto,
our
one-
real part of the
a
is to
sense
stay
portion
second
The
is
of
matter
a
place
Henry
saws,
he
is accustomed,
we
the
When
or
tell you
sense
knows
man
common
chooses
about
job
a
is
he
pension,
a
other
"
best
which
to
if
sense
that
years.
any
works
saw
common
been
immediately
happier and, therefore,
a
loyal worker.
more
Common
not
tween
be-
class
have
by
he is
concern
and
But
a
the
twenty
matched
States.
for
machines?"
as
PROOF
"
be
in
763
less than
can
here
are
and
years;
running
you
home?
men
record
been
320
and
ten
71
have
years;
United
the
who
thirty
than
more
doubt
concern
forty
and
PLAN
238
fifty years,
thirty
between
TESTED
without
believe
and
is
we
our
that
knows
that
above
own
our
the
that
knows
he
can
danger
men
wages
of
serve
dewe
tion
personal affec-
get loyalty and
good
72
MEN
HOLDING
I
work.
to
men
think
turn
sense
of
Do
who
three
well
as
we
put
him
in the
the
as
kept
Walker
pension list ;
so
take
to
just
as
grinder
a
and
pension
a
good
as
Up
years.
doorman
a
for
of
his age
his
end
that
another
as
himself
he
two
with
a
farm
before
years
George
54
for
go
and, in
two
his old
again
he
years.
50
to
for
back
came
quickly
as
for
asked
he
men.
him.
machinist
a
does
him, is still
smither
a
to fail and
bought
behind
work
who
he
younger
blade-hardening
as
began
he
service
of
years
the
of
55
for
saws
quality of the work
average
worked
recovered
worked
his work
sixty
straightening
and
the
up
his health
Then
do
is
been
work
of half
has
George
had
52
delicate
men
Harris
He
door.
with
up
the
doing
alone
of efficient
age
for
refused
amount
Noll, with
Jake
rules
efficiency by keeping
us
could
He
Simith has
is well
he
common
grinder.
J.
and
years
using
not
supposed
with
he
ago
the
on
a
Fred
been
has
anyone.
was
the
long past
years
as
he
that
cases.
Taylor
until
point of individual
are
Take
Ben
fit of
a
imagine
applying
or
these
jobs immediately.
get for
methods
in
lose
effort?
quit their
in
we,
I
for
reason.
we
men
Should
standards,
would
we
business
or
instead
as
reward
is the
That
of
would
men
impossible
be
work.
lowering
a
the
of
most
inferior
out
order
lunacy,
it would
that
years.
the
on
years,
job.
He
went
on
pension.
Harry
operates
and
a
lathe
William
Carter
are
good
throughout
for
as
the
have
an
ever
whole
of
years
well
as
Riehl
Austin
as
51
Piper, with
he
as
even
they
50.
were.
list of
behind
did.
Isaac
ever
with
been
service
for
us
All
It
51
three
is the
long-term
years,
of these
same
employees.
him,
King
and
men
story
A
theory that
The
has
the
passed
The
older
the
as
the
fifty-year
in
' '
is
and
is not
about
the
work
man.
of
is
' '
Old
something
age
than
more
would
take
trary
arbi-
sheer
waste
comparative
a
and
years,
care
The
find, is
we
age,
rapidly
so
a
he
fact.
on
requires
younger
because
after
based
move
the
to
men
effort.
of economic
is useless
physical activity I
preference
of
mark
where
much
scrapping
term
but
man,
73
mechanic
always
cannot
man
younger
older
PLAN
skilled
a
skill without
and
TESTED
be
cannot
easily measured.
These
the
parcel of
and
that
product
thing
is
big,
human
a
catch
kept
at
absorb
that
"
they
ditions
tra-
the
part
are
creating
is
which
established
certain
a
the
spirit that
the
machine
be
must
work
good
apprentices
as
and
them
They, too,
shop.
important
most
they trained
boys
avoid
and
irresponsible working
an
by side with
side
of the
a
The
requires.
working
are
the establishment
supervision which
constant
force
stabilityto
add
men
standard.
attitude
The
in
expressed
the
eldest
death
of
"We
and
of the
labor
by their
Keystone
that
necessary
mechanics,
same
exertion
has
"Works
part, depend
for
or
liberal
you
of
and
is in
after
men,
the
by
we
as
our
world-wide
the
been
men,
give
of
you
our
determination
generous
course
and
and
and
any
of
reputation
and
upon
prudence
on
It
success.
in
follow
hitherto
is
of
assurance
confidence
to
sought,
be
maintained;
intelligence
should
design
may
must
success
prosperity
future
talent
skill,industry
the
that
workmen
efforts, directed
esteem
the
to
Disston,
Hamilton
inventive
while
intelligence direct, it
the
our
late
Disston,
Henry
that
aware
that
not
the
by
is well
men
founder:
the
and
our
of
son
are
honest
their
address
an
the
corporation toward
of the
you
in
as
the
pursued,
74
HOLDING
the
remembering
failure
"As
receive
to
that
you
to
assisted
the
establish,
of
FROM
beginning of
said
Henry
father.
development
Disston
started
of
time
lieu
the
in
of
in
in
Philadelphia
the
credit.
they
The
would
was
confident
and
he
the
jobbers
almost
slowly
grew,
idea
standard
of the
He
was
could
were
made
forced
of
the
first,and
at
to
be
make
kept
the
up
the
to
then
best
the
to
tools
some
works
capital
English
than
buy
them.
make.
any
other
The
possible
men
saw
trained
only
ployer
em-
and
own
and
and
saws,
rapidly.
more
his
of
whole
saw
he
works.
domestic
only by
what
States; his
no
the
to
understand
to
works
had
to
people
that
the
he
sonally,
per-
mind.
Disston
saw
ployees
em-
speaking
taking
was
better
a
in
United
used
nothing
maintained
helped
apprentice
a
selling force;
he
works
Henry,
cellar.
have
the
started
wages,
whole
always
the
well-
the
business,
idea
an
in
1840, and
steel
Disston
is necessary
as
and
have
you
be
understand
To
of the
failed
also
of
words, it
saw-maker
a
head
skill
that
hired, trained, and
mere
not
something
then
and
success
extended."
the
"big family"
the
his
of
was
been
the
edge
knowl-
your
will
usefulness
assure
we
which
manufactures
our
have
in
convinced
are
the
the
associates
we
to
failed
our
past
works
vain
guided by
upon
by
the
their
with
was
in
of
range
That
will be
you
future, confiding
pride
character
earned
and
the
your
to
sional
occa-
or
skill,so
or
principles. Relying
for
trusting
industry
business, stimulated
the
ambitious
assistance,
or
with
intercourse
our
of
for
in
appealed
ever
sympathy
return
honorable
same
workman
for
just
a
the
succeed.
to
Disston
Henry
persevering effort,forgetting
honest
no
MEN
no
and
He
man
business
Always
and
to
this
care-
76
HOLDING
Roberts,
in
the
vice-president,
a
executive
the
of the
is
We
indentures
take
as
boy of fifteen
a
he
he
until
wages
worked
out
is the
works
fathers
natural
send
there
the
hundred
works
tices;
appren-
but
hold
we
fifty acres
divided
building
and
toward
in
welfare
men
which
of
have
is
into
the
father
be
to
Disston
stance,
in-
of families
he
home
and
homes
"
they
membership
the
plant
He
and
second
individual
building.
in which
the
He
organized
with
out
given
several
they live.
are
men
the
Today
too
for
means
work.
mutual
managed
are
ton
Diss-
Tacony.
at
encouraged
way
the
bought
of
life.
home
Henry
lots.
work, however;
that
a
rule
no
For
number
a
River
building
own
welfare
own
of
and
hundreds
have
grandsons.
expansion
the
owning
is
doing their
in the
we
enlarge,
Delaware
every
employees
for
is
boy whose
a
is carried
into
of the
independent
There
associations, helped
home
no
of
to
for
loan
and
mortgages,
majority,
working
scores
room
balance
the
his
do ; thus
start
He
place is certain
generations
the
on
nary
ordi-
at
capable,
firmly established, and
for
need
that
the
to
idea
was
acres
reserved
The
personnel
works.
the
family"
the
saw
and
three
are
"big
When
There
up
seventeen.
list.
whom
to
thing
sons
throughout
The
those
want
; we
in
and
reaches
he
journeyman
the
on
goes
grandfather
most
with,
bright
selecting the boys, except
about
effort
is the
sixteen, put him
or
when
apprenticeship
at
tried
way
indentured
on
away
proves
apprentice
an
works
of
took
done
are
tasks, and, if
or
his
worked
apprentice system.
the
then
he
family affair,so
a
Disston
Henry
force.
now
him
and
office.
As
to
MEN
insurance
or
benefit
solely by themselves
is
employment
in
and
the
tion
associaa
dition
con-
Disston
"Almost
every
Disston
who
comes
into
an
executive
place firsttakes
he
from fire or nine years in the shops so that when
goes
'Bill'
S. Horace
'Jack' and
the man
officehe knows
as
in the Disston
work
at
(the man
facing you) is shown
"
"
into
the
Disston
factory
is
"There
for
that.
The
no
On
soccer
welfare
th0
work
recreation
team
the
....
won
side
the
is the
men
championship
too
are
Disston
of
independent
Athletic
the
United
tion.
AssociaStates"
who
spend out-of-shop
plant that men
beliefin the Ford
able to do the best work.
not
are
dirty, ill-ventilated homes
Accordingly, investigators are
constantly suggesting improvements
It is the
hours
in
TESTED
A
works.
a
They
announced
that
regular contribution
the
they did
the
from
financial
when
not
ingly
accord-
and
'
except
have
to
care
company,
gives nothing
company
occasions
79
PLAN
the
on
rare
help is acutely needed.
The
.
stands
company
of
ready
but
help,
to
stress.
In
the
same
a
way
needs
he
funds
office and
the
to
needs.
is
a
does
not
to
make
any
humiliating
red
the
have
with
officer
him
certainly they
is
he
talking
often
have
on
On
with
industrial
the
the
gulf
they
We
our
as
make
possible;
we
the
to
men
come
tion,
Associathe
won
nine
baseball
Philadelphia
as
as
eager
they
are
cently.
re-
to
have
to
have
the
never
to
us
and
we
just
do
not
as
we
is
There
We
room.
troubles, and
they
and
them
conditions
drive,
their
with
son
rea-
is that
us.
counting
the
know
We
working
with
they work
shop and
come
friends.
loyalty,
extraordinary
the
and
establishment,
our
and
men
between
the
expect
of
such
gain
we
with
work
cent.
team
the
just
are
athletics
in
ahead
thought
whole
that
men
company.
soccer
of
the
gains
Athletic
championship
and
other.
fiveper
Disston
The
knows
factory products.
in
it ahead
Disston
and
that
Disston
name
The
find
We
He
officer knows
basis
States
United
of the
championship
'
playing field.
fine
a
is the
through
go
each
man-to-man
the
he
together
with
less than
was
year
one
side
recreation
the
took
in
turnover
a
the
and
worked
spoken
employees
MEETING
extraordinary loyalty for
Labor
or
investigations.
or
likely they have
than
more
"
application
formal
whatever
personal affair and
purely
a
other
or
ingly
unhesitat-
come
personally loaned
tape
whom
can
money
is
It
illness
who, through
man
misfortune, suddenly
no
time
in
helps only
know
us.
favorable
expect
a
as
man
to
himself
wear
basis
or
shop
conditions
concern
for
a
month
have
done
not
have
In
do
we
short,
For
is entitled
we
has
a
he
agree,
I
gets the
this
think
running
of
leave
again
turnover
34%,
and
yet
lured
this
away
If
the
and
this is
You
a
we
the
wage
sometimes
the
limit
age
thinks
he
serves
de-
if
and
over
so
I
we
amount
the
of
to
institution,but
have
a
The
event.
an
only
was
year
and
skilled
who
discharging
extraordinary
unskilled
basis
the
;
recent
because
among
ten
every
be
to
average
a
of
jobs
as
of
results.
produces
out
old
way
it is old-fashioned.
it
not,
of the
ideal
the
suppose
rare
an
on
is
nine
high
all this
cannot
have
but
man
matter
for their
some
than
happy
employee
neither
a
relation
and
was
turnover
a
basis.
an
put
of
idea
very
which
We
or
of
The
does
willing
not
man-to-man
work,
amount.
is
laborers.
5%,
we
pension.
back
labor
?
actual
talk
we
which
pension is half
the
affair.
leave
whole
have
and
in
this
men
workman
We
pension,
old-fashioned
our
come
What
at
personal
skilled
a
age
business, although
a
But
Few
a
individual
pension,
a
They
years.
the
the
on
fixed
received
than
purely
get
no
on
from
away
Generally
boen
more
pay
as
retire
to
to
have
we
pension.
which
and
merely
not
are
of
heads
them,
we
we
as
do.
try to keep
instance,
fixed
children
labor
capital and
which
go
know
men
anything
do
to
may
perfect
five to ten
them
nor
man
future
the
see
piece
a
on
The
nearly
as
for from
ourselves
we
the
by side with
ask
not
own
our
are
side
is
chooses.
they
two, but
or
that
know
to
working
work
is done
he
as
because
them,
the
just
on,
make
can
the
day 's quota
work
the
that
the
of
Most
out.
when
and
home
of
MEN
HOLDING
80
ditions
con-
semi-skilled
men
less
was
3,600 employees.
in
dollars
is it
permanently
an
and
cents?
efficient institution
happy
working
A
force
the
unless
their
money
working
Yes,
than
more
We
been
have
we
machines
"We
jobs.
in
put
are
Are
not
of
some
workmen
handling
able
does
employer
We
put
the
to
"
the
We
know
not
chief
our
a
to
in
take
made
the
away
money.
in
methods
machine
rule
because
fellow
a
costs
substitute
to
the
workman?
it
know
they
men;
chinery
ma-
that
to
efficiency
get
better
production
have
human
how
trust
not
attempt
an
ing
grow-
to
know
men
lower
to
steadily
labor-saving
and
so-called
get
of
through
us
constantly
them
merely
understanding
make
for
sacrificing standards.
without
for
been
paid
install
to
aid
to
have
able
able
opposition,
has
century
been
have
upon
meet.
It
a
return
humanely-managed
ends
of
fair
a
many
pays.
three-quarters
without
their
so
make
to
81
have
why
together
business.
quality;
is
failed
have
concerns
PLAN
stockholders
that
"
TESTED
"
good.
employer
AN
AS
executive,
business
and,
they
it is
Indeed,
so
far
as
engaged,
are
and
their
to
find
I can,
and
to
thus
is
factory
received.
out
The
evidence
the
of
capital
fact
names
the
value
of
duties,
my
ideas
that
of
the
help
THOMAS.
A.
a
at which
their
large
a
as
opinions
and
nality
origi-
number
here
coworkers
my
of
out
urally
nat-
am
thinking
are
in the tasks
them
make
to
part of
their
what
embody
suggestions.
patent applications bear
my
important
an
they
what
knowing
I
workers,
five thousand
over
in
interested
about.
are
of
that
I
of
in
have
EDISON,
.
President,
Thomas.
A.
Edison,
Inc.
and
VIII
THERE'S
A
SOLUTION
LABOR
TROUBLES
Interview
An
with
the
of
when
the
that
they
desires
An
absolutely
of view
of
process
And
the
is
his
capital
A
minutes
Mr.
that
He
few
is
thoroughly
in
human,
"side".
Colorado
and
;
like him.
without
a
realize
and
of
For
he
of
is
of
Rockefeller,
life.
.the notion
his
personality
see
why
the
forgets
everyday
banish
son
a
easily
that
employee
will
can
trace
forgets
terms
"
solve
soon
D.
understandi
mis-
trouble.
labor
John
the
thought
that
me
every
the
merely
I
the
understanding.
employer
in
points
the
grasps
differences
the
personality
magnetism
out
of
conversation
is
a
ployees
em-
disappear
"
which
teach
Thus
labor
Rockefeller
in
experience
sometimes
and
'
his
interests
mutual
a
is human."
Jr., defines
very
each
the
and
employer
of
man
earns
with
which
fair,
play
is human
who
talk
bottom
the
Sometimes
employee
like
man
labor,
the
and
you
frank
permits
"
and
sides
both
themselves.
that
in
at
the
and
same.
"
other
as
beings
square,
observation
my
When
the
uncovered
are
and
and
employer
relation
human
less
or
Jr.
capital
money
larger
pays
botfi
are
more
of
the
who
man
between
man
the
express
"
' '
the
Rockefeller,
D.
Crowther
troubles
between
muscle,
John
Samuel
By
MOSTbetween
FOR
the
father.
of
traordinary
ex-
miners
frank, keen, entirely
what
the
English
call
84
HOLDING
certainly
arrived
animate
and
or
personal
of the
ranks
and
they do
"As
regards the
their
I
and
in
bitterness, and
in
that
seek
the
and
condition
a
their
and
workman.
in
Colorado,
deepest
of
affairs
and
suffering
I
which
hatred
avoiding
in
fore,
there-
I would
power
possibilityof
the
or
privation
determined,
my
the
cern.
con-
something
was
lives,engendered
beings.
arising elsewhere
the
I felt there
it lay within
as
criminati
dis-
reason
the
me
gave
brought
of
means
some
conflicts
the
far
so
without
disturbances
human
of human
hundreds
upon
the
on
with
swollen
antagonize
that
possible the loss of
made
foreman
The
men
industrial
wrong
puts
injustices and
become
which
acts
frankly confess
fundamentally
being
authority generally rise from
distressing features
many
owners
from
it also
and
numerous
discharge
other
many
the
compromises
wages
often
they
they
power;
between
contact
petty bosses.
subordinate
in
men
short-sightedness
parties.
the
the
be
always
can
and
prevents
owners
of
new
of
subject of
the
on
shoulders
the
of the
earners
wage
reached
other
both
absence
the
selfishness
unless
"
one
"The
satisfactory compromise
some
at
MEN
similar
industry
same
in
future.
"Following
which
The
future
mere
the
"
that
strike,
plan
a
misunderstandings
of
settlement
parties
must
a
get
might
a
be
by
prevented.
difference
temporary
upon
formulated
was
ing
is noth-
permanent
basis
of
idea
of
relationship.
' '
the
a
I felt that
laboring
better
to
the
the
idea
mines.
camps
and
it would
man's
of
I
help
position
the
and
employer's
spent
in the
to
me
several
mines.
gain
also
a
better
help him
position
weeks
among
I visited
the
to
if I went
the
men
men
and
gain
out
at
their
WAYS
MEET
LABOR
TROUBLES
85
stitution"
graphic representationof the "Industrial Cona
Rockefeller and his associates used to accomplish
During the time that it has been in
five objectslisted Chapter VIII.
operation it has proved entirelysatisfactory
FIGURE
I:
which
the
TO
This
Mr,
ia
HOLDING
86
I
families;
"I
came
I
and
all
over
gained
view.
others
a
to
proposal submitted
of
told
had
people
in which
years
Fuel
Iron
and
dividends
upon
"At
of
one
a
I
table.
wages
for
"
salaries
it
for
first
fair, in this
that
they large
or
After
speech
to
you
deal
;
"The
officers
and
then
of the
the
higher
want
more
He
I heard
no
the
Colorado
the
in
cent
one
that
about
with
were
of
one
it did
of
not
the
men
the
ing?'
noth-
made
square
partners
look
be
earnings,
men
the
was
to
coins
no
fourth
like
increasing the
those
coins
'Men, is
him, 'Is it
one
the
all partners,
are
and
the
represent
I asked:
we
"
when
to
get all the
them
their
is
remaining
then
should
of coins
company
There
I asked
wages
only trouble
fourteen
represented
the
where
all of
wages.
more
the
number
a
coins
And
illustration
admitted
tion
situa-
practical illustration
directors.
corporation
"
end
; no
exact
paid
put
upon
more
for
nothing?'
I
away
small
the
with
a
gave
claim
of the partners
three
drawing
been
in Colorado
portion which
a
stockholders.
the
able
reason-
any
stock.
I took
fees
had
never
company.
off
swept
the
the
it had
common
of the
on
instance, I found
For
connected
meetings I
our
the
of
represent
left
the
Then
payroll.
been
had
they
once
that, during
them
point of
opinions; they
explained
I
so.
We
frankness
their
way
interests
Company,
finances
of the
on
their
them
we
them.
I
them
me.
minded
Rockefellers
I showed
them.
to
half
to
of
their
wanted
to
profits from
immense
where
every-
to
utmost
open
come
that
they imagined
that
the
knowledge
really
perfectly willing
were
with
uniformly
I
that
discovered
fair
very
them
I found
went
introduced
were
relations
our
I
"
unexpectedly;
men
many
myself;
mines
everything.
see
upon
introduced
talked
to
the
into
down
went
tried
and
MEN
a
a
for
gets
square
wages.
that
they had
WAYS
TO
the
known
not
facts ;
LABOR
The
withdraw.
this
and
trade
a
of
2,404
and
"The
a
agreement
light and
for
rates
domestic
coal,
working
of
outside
and
not
agreement
an
without
thirty days' notice
increase
in
unless
agreement
in
made
a
contained
are
between
the
and
It is the
best
real
parties
onto
that
management
laws
owners
we
way
there
and
shall
the
both
or
wages
be
should
period of
a
the
be
should
case
no
tional
propor-
for
adjusting
employer
and
employee
been
able
ground.
The
a
and
real
a
of
to
the
labor
find
to
company.
bring
constitution
federal
and
democracy
the
strict observance
of
men
This
constitution.
workers
the
be
respecting mining
of
methods
establishes
have
common
a
hour
payment
wages
which
industrial
in the
which
a
employees
hours
in
moval
re-
houses,
nine
a
the
during
and
given.
be
keeping
for
and
all
there
that
relationship, the
of
club
ovens;
change
to
the
the
homes,
for
ployee.
em-
powder
and
day
coke
cause
any
constitution
is
dwellings,
general increase
a
would
basis
differences
happy
of
competitive district,in
increase
"The
for
wages
hensive
compre-
rent
bath
a
vote
a
of every
prices of
and
by
are
semi-monthly
the
labor,
to
hands
hour
in
and
tion
constitu-
the
the
eight
an
underground
for
wages
instruments
the
after
securing
adopted
fencing of employee's
the
stipulation
day
and
is in
water,
nized
recog-
submitted
were
garbage, the providing of
of
the
of these
for
industrial
an
which
covers
were
only
were
machinery
in
of each
copy
they
They
owners
employees
Both
442.
to
The
agreement
all the
of
referendum
the
is contained
deal
square
that
sure
getting all,capital must
upon
all around.
deal
square
87
reasonable.
that
saw
men
were
were
insisted
if labor
that
TROUBLES
they
once
being cheated, they
not
a
MEET
by
and
that
the
all
lates
stiputhe
both
the
state
scale
of
88
MEN
HOLDING
the
and
wages
be
shall
offenses
must
receive
offense
the
of
bring
will
on
union.
wherever
choose
they
portions
These
elect
with
earners
These
right
and
to
make
and
to
The
and
of
held
the
least
at
officers
general
once
to
year
a
and
meeting
A
of
terms
basis
all
of
wage
the
ized
author-
they
can
employment,
general
the
consider
one
delegates.
two
and
of
of
each
of
fifty
as
the
of
'Bill
at
and
constituents
to
as
the
the
on
company
living conditions,
differences.
with
be
officers
purchases
earners
wage
the
meetings
weighmen.
called
representation of
recognized by
the
with
hold
check
hundred
one
representatives of their
working
be
account
ternity
society, fra-
any
to
the
to
on
their
employ
might
minimum
a
are
men
treat
in
the
each
repetition of
a
discharge.
representatives annually
for
For
offending employee
have
constitution.
representative
notice
mine.
discrimination
no
what
are
Rights' of the
camp
They
every
rights guaranteed
be
property,
company
his
near
each
at
the
non-membership
or
or
without
writing that
about
shall
there
membership
or
posted
fundamental
the
is that
men
in
at
discharged
are
conditions
working
place
posted,
warning
a
"Among
as
not
are
as
the
to
be
may
offenses
such
such
regard
conspicuous
a
employee
for
except
in
posted
No
mine.
in
rules
the
on
ment
adjust-
tatives
represenmust
company
questions of
eral
gen-
importance.
and representatives
president of the company
of
meet
men
periodicallyto adjust complaints and
grievancesbeforethey reach the stage of discontent.
THEthe
"The
and
meets
the
camps
each
at
of the
company
district, through
least
company
three
to
go
times
over
a
divided
are
its
all matters
districts
representatives,
camp
year
into
with
the
of
president
mutual
of
interest
WAYS
and
TO
MEET
These
concern.
of committees
industrial
of
order
There
company.
of the
' '
ready
a
addition
In
that
so
areas,
for
means
portion of the plan,
representative is
industrial
for
any
the
company.
the
request
of
request,
makes
he
in
turns
Thus
no
has
Griffith
"David
representative
succeeded
has
impossible
"
promptly
to
and
of
all
thought
whole
for
go
give
an
any
unheard
fairly.
to
but
graphical
geo-
complaint
president's
means
easy
the
to
any
he
also, without
on
camp
day
day's work.
a
grievance;
directly reach
the
as
trial
indus-
He
success.
he
dent.
presi-
the
president's
complaint
every
of
president
possible. Every
remarkable
with
settling almost
confidence
the
"The
it
in
the
harbor
to
acted
has
men
representation
as
once
as
to
excuse
an
the
of
small
report of that
a
opportunity
the
has
at
visits
president
the
to
to
representatives,
many
as
man
always
the
added
officer goes
This
tives
representa-
or
the
appeal directly
to
employee
ation
recre-
on
adjustment.
officer known
an
the
dents,
acci-
and
and
need
local
policy of
safety
covering
supplementing
and
to
dustrial
of in-
employment,
representatives
every
on
all matters
the
words,
committees1
small
of
housing
other
the
and
into
formed
find
In
company
committee
settlement
on
and
ber
num-
tives
representa-
consider
and
committees
health
education.
and
The
discipline, and
are
sanitation, on
on
may
and
the
by
conditions
and
terms
a
of six members
conciliation
prevention
89
appoint
relations
president.
and
the
to
disputes,
are
the
cooperation
maintenance
conferences
being appointed
by
pertaining
TROUBLES
industrial
on
three
and
the
district
members
each, three
LABOR
because
has
he
parties.
of the
industrial
complaint
or
"
fail
plan is
reasonable
to
be
or
to
make
sonable
unrea-
disposed of
90
HOLDING
"Here
the
are
He
authorities
numerous
carried.
be
may
MEN
Suppose
himself,
may
from
satisfaction
seek
them
From
superintendent.
division
general
appealing
the
individuals,
to
foreman
mine
or
superintendent
industrial
cooperation
itself does
not
to
settle
go
to
the
Colorado
State
must
company
the
pay
appeals', including the
plan, during
"The
received
by the workers
for
are
the
has
been
the
best
Of
possible chance
least
interests
of
being
for
possible chance
decides
to
HE
ence
of
time.
be
unfair
"
of
value
from
all such
ingly
exceed-
freely
given,
to
act
to
act
plan
property
Harvard
plan
sides
gives the
if anyone
And
?'
'
the
transfer-
human
being.
ROSCOE
and
squarely and
work
is
the
PROFESSOR
both
on
otherwise.
to
imately
legit-
The
it also
century
elected
as
constituents
is, but
parties
been
working
men
cised
exer-
have
complaints.
will any
may
And
or
been
their
all
greatest thought of this
umpires
worked
dependent
it
course
three
any
has
lot of
as
committee
representatives
frivolous
on
employee
operation, has
splendid
to
criticised
acting squarely.
best
a
all inclined
at
loss
satisfactory. The
as
not
its
the
of
decisions, by whomsoever
the
and
worker's
of
committee
or
expenses
to
from
go
Commission.
right of complaint
The
well.
one
Industrial
ident's
pres-
ager,
man-
may
finally,the
And,
the
to
the
to
select
mine
Or, instead
district; if
his
it may
agree,
dispute.
the
the
in
tatives,
represen-
manager,
complainant
the
ance.
griev-
a
successively,
president.
and
manager,
him,
plaint
com-
or
appeal
assistant
superintendent,
has
foreman
may
from
a
of the
one
the
he
representative, and
the
miner
a
through
or
whom
to
POUND,
University
in
break
to
figure
their
new
a
close
very
is handled
from
the
to
hold
the
the
best
hold
and
TAKING
of labor
One
For
automobile
are
who
have
"excuse"
stayed
It
leaving.
record
in
this
eliminating
a
attract
Of
men.
in
features
is to
one
assure
only those
reasons
idea
as
sonable
rea-
a
having
guide in
a
also
to
in
give for
of
it
plant
men
keeps
men
course,
the
first
scarcity
a
concern
quit, but
who
the
previous jobs
the
the
at
is
take
that
with
not
in
there
can
of the
about
go
men
Chicago
One
individuals
employing
to
will
manager
when
three
on
record
a
does
of the
future
uses
book
ways
establish
to
that
hiring
only steps he
length of time.
an
and
by investigating references
hired
of
development
employment
finds that
the
side
ones.
in
care
instance, the
about
lem
prob-
turnover
factory executives
some
company
labor
himself
continue
exercise
is to
problem
place.
turnover.
that
way
almost
discharging
employees
old
use
hiring help keeps down the high cost
Why men
of the "floater" type
their "floating."
in
care
likelyto
are
the
probably
the
the
the
this
what
care.
men,
employed
of
treatment
men
of
already
men
the
in
policy
view
of
come
manufacturers
from
much
so
point
for
ever
knew
greater
rival
when
not
have
they would
cents
competing
in
few
managers
and
times
to blows
as
more
discharge with
of
certain
come
If
in dollars
was
Probably
man.
it.
to
power
At
of
MEN
HOLDING
92
a
the
its
has
which
men
object.
Labor
too
many
4)f
good
has
turnover
workmen
poor
men
from
(2), by
been
for
an
being
a
plant.
defined
to
get
The
organization
laid
a
as
the
employing
standard
poor
workmen
of
organization
are
inated
elim-
(1), by being discharged;
off; (3), by
quitting voluntarily.
CUTTING
Aside
from
have
to
LABOR
the
been
fact
hired
by which
much
men's
in
names
laid
are
most
off
said
be
during
aim
all
poor
men
apply
men
have
to
three
are
leading
for
reasons
fired
prejudice
grouch
But
is the
what
this
of
bearing
the
take
to
men.
labor
authority
to
him.
on
Among
impair
some
the
his
Another
initiative
quality of foremen,
and
foremen's
qualities into
of
point
of
to
meetings
these
Just
the
as
most
of
man?
fore-
a
national
or
of
a
has
instill
of
men.
ods
meth-
have
not
discharge
cannot
feeling
from
a
is to
on
raise
personal
other
that
to
is
foreman
hold
his
course,
and
particular
a
do
is the
through
tact
production
effect his transfer
decrease
attack, of
ufacturer
man-
a
many
of
may
discharge
and
overseers
that
management
they
but
there
more
the
effect
foremen
They
concerns
power
whim
and
be
to
true
outward
The
man.
a
glance
not
method
one
department,
another
away
of
turnover.
fire
to
incompetence
methods
some
and
company,
proper
unnecessary.
Ford
profited by
have
skilled
case
religious
of it ?
out
way
followed
has
others
always
this
of
avoiding it.
the
the
merely
almost
but
"
in
discharge is it
perhaps
or
it should
sometimes
first
of
capable
elimination
of
While
at
course,
and
men,
for
it is because
apply
workmen
Perhaps
generally
seem
are
although, of
arbitrarily through
Perhaps
Good
best
way
cares
payroll
ones.
because
a
manager
the
methods
men
find
would
are
from
discharged?
men
general ways
accord.
the
good
insubordination
men
of
methods
management
these
of
the
own
fired, but
be
workmen
poor
keep
to
to
poor
seasons,
quit of their
that
Why
dull
not
the
two
as
ought
men
no
methods
well
as
93
place,
dropped
are
managers
employees
first
the
COSTS
inferior
these
unfortunately
good employees
to
that
of these
eliminated, but
that
TURNOVER
his
the
contact
managerial
HOLDING
94
Has
the
hired
he
first
place.
was
he
what
while
It is
in
to
found
to
the
fit than
to
hold
fitted.
are
months
of
out
bring
worth
a
it is better
Dean
is
this
and
of
Marquis
have
they
way
by shifting
men
they
practices
company
discharged only
of
is
who
man
in another?
best
the
turnover
been
five
in ten
men
forty thousand.
ship
Apprentice-
suggested
lines
for
aptitude
man's
a
fact,
that
has
haVe
out
In
the
added
they find the job for which
force
a
courses
fire.
evidence
preaches, it
it
what
As
plant that
labor
down
a
skilled
be
that
him
that
Ford
says
again until
and
again
at
organization
Ford
possible
it
in
training
job make
a
job might
one
motto
a
cheaper
the
Isn't
little
a
charging
dis-
assuming
consideration
due
about
in
excuse
incompetent,
wouldn't
case
employee?
incompetent
after
know
does
is
he
only
this
In
legitimate
a
because
man
that
to
concern
average
a
MEN
along
certain
kinds
which
of
work
(
and
thus
jobs
to
play
which
in
factor
large part in
a
they
of
reduction
the
Insubordination
as
is it not
here
even
of
result
made
request
of
type
the
along"
other
workman's
the
opportunity
among
men
another
One
to
congenial
to
phase
of
responsibilityof
labor
the
is.
man
But
is
given
develop
the
or
a
higher
a
mind?
because
they
of
Much
the
this
himself
where
department
to
a
is often
order
an
workmen.
minimize
growing
a
probably
while
in
fault, but
for
men
discharging
cases
which
fired
are
prove
insubordination
this
with
men
with
for
Isn 't it worth
foreman
Sometimes
in
may
of
turnover.
most
that
true
manner
?
labor
in
selection
This
excuse
an
legitimate and
seems
to
fitted.
are
the
he
"cannot
this; too,
defect
by
by shifting
even
is
equally useful.
turnover
comes
management
and
ample
placing
or
under
that
be
may
has
management
get
the
is when
him
him
sole
men
CUTTING
leave
company's
a
business,
a
before
they
month.
They
which
accepted
enemies
now
the
the
in
goods in
the
has
on
such
some
does.
persons
"In
57
cent.
The
in
cent.
too
such
time
cause
are
force.
where
granted
is
be
curve
smooth
to
a
out
of
out
way
Selling
summer
winter, amplifying
the
dull
during
product
of
must
labor
a
ways
stock
for
quently
fre-
which
for
taken
adopted
"fill-in"
a
in
of
appropriation
methods
these
as
from
report
firms
in
one
months
The
factories
shirt
in
slack
the
are
ways
had
been
season
the
problem
York
in New
would
York
rush
weeks
the
season
City
a
"
confectionery, the
year
later
"
variations
sixteen
number
9,700 during
from
annual
an
in
wages
York
not
one
were
State
read
as
it
compared
as
of
to 46
30
per
per
cent.
up-state firms
of
employees
month
displacement
paid
haps
per-
state, 10,150
variation
amounted
and
adopted
New
the
in New
in wages
fluctuation
manufacturing
eight
maintenance
tropics during
employed
were
7,657
varied
but
men,
seasons
Investigating Commission
with
45
next
or
in
lines of business.
following
the
Factory
week
attacked.
been
If
that
thought
year's production
formerly
advertising
taking
and
longer
involved
plant
Dull
have
some
the
more
faulty ordering
or
the
reach
the
were
difficultyin
season
cents
work
Manufacturing
curve.
the
laying off
excuses.
concerns
many
and
of
efficient
conditions
Such
In
real
the
to
executives
little
a
next
group
avoid
not
hollows
and
peaks
with
men
dollars
to
does
the
as
hesitate
They
of
scheduling
poor
material
the
off.
program.
it is hard
Often
laid
are
of
control
another
the
see
thoughtless
a
hire
they
95
giving considerably
are
number
a
easily
can
the
formerly.
dropping
COSTS
because
beyond
managers
to it than
thought
TURNOVER
employ
this is often
While
of
LABOR
to
of
from
27
7,100
per
$79,000
96
HOLDING
in
week
one
of 34
low
seasons
in
work
reduce
thus
and
the
unavoidable,
are
policy of cutting
the
such
the
with
been
the
to
Only
likely
are
but
workers
piece-
distributing
the
ployees
em-
employees- who
those
or
complain
to
of
deprive
those
longest
concerns
hours
to
never
the
concern
a
skillful
most
high
some
the
earnings
as
way
a
down
entirely of support.
have
from
drop
a
"
cent."
dull
follow
$52,600 another
to
per
Where
MEN
who
of
are
such
an
arrangement.
HERE
of these
most
and
the
Perhaps
basic
ten
are
accord
frequent
most
in
in
this
list:
inequalities in
of
of
pay,
inability to get along
with
And
inability
of
plants,
of these
most
fellow
to
causes
a
find
of
working
poor
of
kind
of
work,
of poor
of
future,
a
their
long hours, of
workers,
see
of
included
are
of
wrongs,
over,
turn-
voluntary
quit
reasons
particular
a
the
men
wages,
fancied
for
do
of the
low
conditions, of dislike
of
why
most
large labor
times, is
And
because
of
cause
prosperous
Probably
1
"
be remedied
can
quitting of employees.
own
quit jobs
men
agement
by sound mansupervisionof employment conditions.
causes
proper
particularly
why
reasons
tion
loca-
lust.
wander-
remedy
in
is least
amenable
sound,
up-to-date management.
to
first reason,
the
Perhaps
dictated
by
by
prices. Some
labor
the
factory
be
followed
may
come
of
about
the
however,
conditions
by the
cutting
not
evident
made
men,
of
of
costs.
labor
run
an
limit
upper
sales
through
believe
They
are
wages
that
raising of
the
only through
elimination
find
and
market
competition
management
proper
wages,
methods, for in the long
management
determined
low
under
wages
feel that
production,
troubles,
the
but
may
this
cause
be-
securing
CUTTING
of
the
skilled
most
effect, of
its
which
is
working
firms' have
learned,
inequalities in
who
discovered
rate
of pay
in
men
not."
from
of
the
forms
Because
a
the
jobs
and
is
If
any.
right
to
had
is
a
are
increases
to
straighten
man's
clear
straw
all sorts
to
of
the
on
to
basic
in
same
it that
men's
moted
pro-
rates
the
or
unjust
and
output
plans
wage-payment
of the
some
only fancied
employment
thinks
man
highly complicated
instead
he
better
a
these
up
fancied
the
the
aims
and
out
some
of these
men
be
higher
real
turnover
being treated
is not
the
being
the
whether
is
there
Is
it
supervision
is
question.
man-to-man
should
bosses
of
or
man
plentiful he leaves;
with
quitting.
worst
manager
overcome
for
paying
way
into
the
less
regard-
one
that
contact
the
seeing
now
of
efficiencyrecords
probable
closer
workers.
their
not
of
been
as
or
basis, in fact, for it is outside
authority
the
employment
any
to
men
many
of payment.
wrong
help
not
record
led
so
many
periodically advanced
simple piecework
bonus
does
has
course,
wages,
constitutes
He
for
by
wages
of
to
the
over
Vice-president
attempt
managers
distribution
this,of
ask
proportion
among
one
' '
with
they
Some
scale
who
five years.
whether
pany
Com-
large labor
excess
discourage
workman
in accordance
of
low
cites
are
two
or
Fisher,
company
is in
This
Ford
a
of
out
Club, "this
a
for
his
hour
not
He
for
far
distribution
all."
injustice of
by the
reason
A
may
Executives'
Detroit
a
the
Boyd
from
Quoting
be
day.
its
97
five-dollar-a-day minimum.
of
output
customary
followed
detriment
a
COSTS
given locality.
a
plan
well
may
inefficient
the
in
famous
now
hours
turnover
TURNOVER
help
the
course,
in
Long
LABOR
wrongs?
Perhaps
reduced, perhaps
up,
policiesbehind
perhaps
a
business
psychological reasons
an
a
sight
in-
will
for
a
HOLDING
98
As
policies of
the
in other
of
the
Piano
to
show
subscribed
to
by
know
they
what
toward
and
in
worker
he
between
smoothing
out
one
The
They
ing
aim-
are
view
point of
interest
it is
the
are
as
did
ball
either
and
and
was
this
four
in
the
labor.
a
then
of these
many
before
days
times
many
as
took
in
standards
conditions
do,
so
were
in
This
show
the
by
that
ployment
em-
shortly
applied
people
the
it
and
event
wanted
and
jobs
as
place.
general
in
plants
prevailing standards
competitive conditions
the
parade
a
sincere
was
company
events
working
but
folk
a
of directors
mentioned
as
ber
num-
headed
concern
board
times
For
large
recently held
staged,
of
helpful
are
where
ball game,
few
six
game
where
a
men
handling
the
the
merely
of
Manufacturing
unhealthful
in
specificresult
fest
of
evidences
figured prominently.
not
folk
interest
welfare work
and
of
manager
One
sincere
definite
that
petty wrinkles
manager
jobs
How
management
there
its effect.
the
felt
this event
was
a
helps strengthen this feeling.
executives
the
has
better worker.
a
general
Later
before
concern
plant.
management
employed,
all there.
after
the
organization
an
as
people
at
for
and
concern,
procession
after
in
men
drawer
of his
policy
Massachusetts
of Swedish
had
the
the
nature
every
work
instance,
of
written
dent
presi-
the
middle
the
open
feels his employer
is
plants
which
units
know
some
fest.
of
each
to
that
cited
Bond,
;
them.
almost
team
but
the
you
they
IFinTHEhim
In
has
as
Mr.
know
it stands
be
about, might
Company.
company,
of his desk
at
it is all
what
Packard
things for which
the
concern,
a
words,
of the
plan of letting workmen
the
of
instance
an
MEN
that
only
such
are
are
fast
offer
those
no
that
pearing
disapspur,
factories
100
HOLDING
have
bearing
a
quarters
fare
or
only
by real
wise
managers
estate
concerns
employees
of desirable
their
buy
to
for
One
their
something
on
One
homes.
own
whether
If
home.
a
saving for
as
one
expression in this regard
accepting him.
by
cooperative
but
there
is
of ambitious
blind
to
they
want
to
pay
will
he
man's
The
estate
and
in
be
may
loan
in
factor
their
be, but
organization.
in
endeavor
the
to
In
has
a
of
plan
holding
in
an
a
definite
This
another
the
concern
is
has
is the
waste
entirely
are
that
taken
never
for
ahead
policy of telling each
policy
the
pictured
about
comes
of the
head
rise of each
to
ahead
possibilities
Massachusetts
izations
organ-
organization, not
describing what's
him.
organization
show
that
management
of
question
in many
on
and
personal point of view
In
the
factory employees
the
initiative
ahead
of the
going
waste
one
future
company
what's
result
is
Many
own
to
One
seriously considers
entirely overlooked,
men.
itself the
them.
them.
a
men
consideration
building
become
may
manufacturer
that
man
stores
if
asked
real
on
the
position
into
monopoly
sonable
rea-
is opportunity
on
is able.
is taken
a
men.
of waste,
upon
as
at
questions asked
is
he
as
company-controlled
a
Every
a
Just
the
he
not,
for
resignations.
is in
he
soon
them
rent
of
homes
it easier
emphasis
great
a
for
homes, there
buy
lays
monopolizing
make
ill-considered
applicant is
every
your
labor
the
property
to
or
men
concern
the
which
homes
down
holding
Iowa
owning
so
ten-cent
a
in
reflected
foreseen
have
figure. Where
offset
of
expense
be
cooperative plans
have
start
satisfactory living
figures.
Some
of
if
the
at
it may
ride
hour's
an
turnover
and
found
be
can
subject and
the
on
MEN
the
of
men
each
factory the employment
as
of the
utive
exec-
in
one
man-
an
of
CUTTING
the
frankly
effect not
under
false
what
of
only
is made
statement
TURNOVER
COSTS
part of his program
a
telling them
men,
has
this
makes
ager
LABOR
they
spurring
conservative
so
employing
can
expect.
but
on,
men
therefore
and
pretenses
in
men
that
101
new
This
also the
hired
not
are
doomed
pointment
disap-
to
later.
The
intangible
is
men,
younger
when
jobs
for
have
the
plant
to
country
the
plants it is
most
plans that
to
serve
rather
building plans
but
men,
development
hold
than
any
may
be
little
have
of
spirit is often
a
stock
who
tempted
are
Of
a
be
normally
good
of
the
organization,
will
usually
factor
a
small
which
also
to
go
which
majority
no
be
in
have
elsewhere
what
will
of
plan.
Happily,
holds
and
and
satisfies
to
to
get
employer
men
change.
a
the
greatest
In
every
small, there
how
or
the
the
buy
to
holding
for
who,
selected
seem
a
in
out
however, this
the
Pensions,
adopt, it should
workers,
blocks
college
men.
you
large
some
stumbling
wholesome
a
The
employee.
employees.
your
how
as
older
merely
work
derlust,
wan-
the
holding
young
plan
the
and
influence
an
one
policies and
opportunities
and
matter
found
to
who
men
from
with
young
holding
unknowingly,
minority
the
to
ferent
dif-
in
Home-owning
in
shop spirit akin
or
fate to act
of any
one
plan.
factor
a
of
threatened
one
appeal
matter
no
course,
its
to
possible.
combination
a
men
profit sharing, bonuses
company's
of
wherever
request,
upon
ing
crav-
factories
spirit by transferring them
another
over
turn-
by shifting him
those
holds
the
man's
a
with
concern
in
in labor
ever
satisfied
of
in
But
be
may
One
roving
than
plentiful. Sometimes
are
department.
parts
particularly
larger factor
a
change
a
another
wanderlust,
however
by
a
thinkingly
un-
perverse
unqualified success
comprises
class
who
majority
devises
of
his
a
but
plan
workers,
lias
usually
are
have
But
there
are
Failure
to
is
not
adopt
going
Labor
Comes
as
to
Also
value
but
to
to
build
possible for
by asking
to
and
a
upon
other
overhead
in
well
of
your
of
combating
'
labor
The
during
made
attribute
selection
High
honor
for
to
and
give
tried
less than
application
a
the
men.
greatest
accomplish
to
reasonable
chiefly
"
career
determination
my
to
have
directions
my
of competent
extent
I
close
to my
on
pay,
ductive
nonpro-
expense"
C.
President,
W.
Nash
Nasfc,
Motors
one
outlined
particular
'
of
conditions
plans
fit
have
This
to work
in
success.
characters
where
emphasize
large
dollar.
workmen
by economizing
labor
I
article
a
range
careful
my
due
an
the
I
success
been
the
a
Goes/'
manufacturer
and
it has
always
not
a
details
another
to
and
WHATEVER
plan
work
in
means
continue
do
that
that
some
some
to
That
of
out
that
as
Plans
success
no
different.
here
differ
employees
may
call
to
reason
organizations.
factory
plant
good
of
Types
of
MEN
HOLDING
102
Company
case?
over
turn-
Cost
X
KEEPING
IN
TOUCH
JOHN
The
Views
of
General
of
built
Northampton,
has
and
brush
kept
everybody
of
in
the
old-established
churches,
and
well
The
have
ones
a
always
employed
closely
a
one
"
fore
is there-
population
mixed,
ence
Flor-
public hall,
a
community
unit.
of
suburb
a
industries
smaller
growing
sively
exten-
very
city itself.
large
few
a
yet
the
Cordes,
Company
Florence,
from
Three
economic
an
not
its own,
and
"
William
by
Manufacturing
separates
on.
plant
it
make
Introduction
an
meadow
upon,
so
JIM
Florence
Massachusetts,
tooth
and
with
the
low
''center"
a
library
a
of
Manager
STRETCH
A
AND
Executives,
63
WITH
knit
social
unit.
the
in
"Yet
from
of
that
social
the
the
single
manufacturing
no
does
gence,
Intelli-
have
produce
to
mar
gram-
town
Florence.
instinct
surroundings
such
we
General
Company,
lately
the
big heart
a
crisis.
tooth
former
would
and
Yet
he
the
brush
a
lacked
was
anything
the
factory
but
to
be
compelling
the
fine
for
ability to
Treasurer
Manufacturing
of
a
benefit
the
Cordes,
Florence
factory
manager
do
the
William
says
of
Manager
deceased
a
force,"
social
in
getting
not
were
all that
and
and
else, attends
everybody
force.
social
of
in
citizenry excel
industrial
loose
with
graduated
Probably
character,
let
has
churches,
same
school.
the
elbows
rubs
Everybody
his
"Our
town.
man.
had
He
employees
express
his
in
depth
104
of heart
called
in
he
said,
is in
which
need
we
of
coordinate
could
one
in
the
factory.
But
he
was
modern.
that
of the
body
to
all the
that
see
himself
' '
is
kick
or
members
plus
they
the
don't
explain
file
;
He
other's
which
or
can
whys
general
your
take
and
executives,
gained
a
in
the
rather
work
telligen
in-
and
do
work
the
are
ends
if you
and
to
had
methods
nor
in
a
a
for
unless
of
of
the
faith
It
machinist
minute.
the
personality
by personal intercourse.
them,
of
which
to
or
impossible
can
The
eral
gen-
is easy
heads
entire
the
throughout
in
in
they and
it is
time,
like
are
rank
and
gain
each
only thing
place of complete detailed
wherefores
waste,
there, but
department
to
ligently
intel-
easily, gets
recognized.
the
or
work
brains
Also,
it
why
manager
subtracted
be
viewpoint
sort
the
organization
more
may
bookkeeper
knowledge
vim
rather
works
less
them
and
even
a
would
they
out
come
purposes
neither
"
whole
was
in
was
whether
inspiration.
power
explain methods
But
vim
like to know
man,
dark.
personality behind
foremen.
of
the
of water
sources
to
any
operative,
occasional
an
every
idea
organization
piston would
a
positive results, with
more
his
than
the
that
gentleman.
business
pull
to
ular
partic-
along.
even
in
born
more
of the
than
machine
or
lot
a
tution
insti-
was
self-starter; that
a
This
spirit of
and
chauffeur's
Certainly
moving.
than
to
it
th'at
I think
foreman
is
office.
The
today's language,
the
together
'
old
mind
natural
a
is worth
that
crank-handle;
in
had
energy
was
In
machine
he
the
rot.
of
those
blood.
dry
He
ways.
ago,
in
young
the
He
factory
good
a
some
blood
young
years
over
dying from
of
danger
breed
him,
to
'
fifteen
day
one
nearest
were
'
Boys,
little,simple, constant, everyday
together
us
who
us
'
MEN
HOLDING
knowledge
factory
the
is
a
company's
can
only
be
DOES
"We
in
PERSONAL
urged
were
The
us.
He
social
did
he
"
he
spread
soon
to
form
Things
Since
then
'died
means
"The
is
that
to
get the
reactions
close
closer
a
because
a
well
this in
contact
far
a
ager
man-
business.
the
is the
But
personal
He
cannot
both
and
company,
responsibility,of
the
as
any
workers
and
First, how
the
by
not
corporation.
can
direction
personal
manager
or
benefit, as
from
giving
be
that
flim-flammed
in
in him.
anything
for
interest
exchange
an
by
An
employer
an
have
You
him
of
"
what
heard
does
will
work,
his
sentiment
who
has
this:
he
care
have
will
employee
to
But
employee.
and
reserved, he
very
from
result
would
work
results.
extra
any
the
psychological
certain
that
employer
to
inevitable
the
interest
to
between
choose
manager
fear
a
detrimental
relations
thinks
is
there
take
do
and
employer
esprit de corps,
production.
ondary
sec-
better.
and
in the
between
personality with
neither
so,
been
a
activities
own
have
business
in
comfortably
has
the
"
spirit
new
expressed
our
of the
representation.
"Second,
a
his
ple.
exam-
to
The
factory. We
better
manager,
really amounts
questions.
three
the
should
deal
a
and
obtaining
easily solved,
being
great
won
more
the
and
more
unite
dodge
our
it
excellent
an
of
expression of
his
along
for
into
should
follow
improvement
matter
is resolved
to
reinforced
contact
leads
best
foremen,
T)ERSONAL
turn
call the
the
them,
spirit was
to
formerly deplored.
dry rot.'
makes
social
loved
his
is what
of
f
we
do
personality in
more
whatever
eventually
went
every
PAY?
had
by
also.
of
and
which
ability
as
would
so,
of which
lack
show
to
Commodore,
that
promised
CONTACT
he
no
'Why
for
too
if
to
shrink
because
he
would
be
reciprocal
should
me?'
I
Or,
HOLDING
106
'What
mind
of
to
dollars
is
in
out, months
"As
I found
hand,
other
it
the
the
employees.
But
static
are
and
they
changed
this
circle
of
about
some
such
are
foremen
are
of my
limits
of
plant the
even
molded
of
the
more
's business
and
and
and
had
I
to
the
private affairs,
life.
not
who
demonstrated
greater
to
goodand
part
force
the
is unwilling
us
necessity, and
personal
There
social
one's
would
anyone
the
great deal
a
practice of
advisability, almost
a
within
personal home
sincerity on
"We
application
in
our
quently
subsewith
contact
men.
"We
have
had
outside
of
town,
caught
from
happened
plant.
from
to
relations
our
other's.
benefit, of
the
and
work
as
I know
personal relations
distrustful.
or
the
of
to
ossified,or
close.
very
the
on
so
factory
spirit
those
comprehension
extension
the
found
themselves
limits
and
foremen
to
feeling except
own
this
At
of
results.
sickness, deaths
as
no
interaction
limitations
policy.
will be
and
desired
the
the
"Third,
of
dynamic,
result
employer
not
are
be
style.
pend
naturally de-
both
characters
during
toward
easily
reactions
of
's
year
will
laying
ago
main
way
On
loss.
days
the
in
measured
next
a
that
characters
these
few
a
These
critical
indefinite
benefit, a
by-products.
upon
;
found
will is of
expressed good
control
is
attitude
any
be
design for
a
at
apt
constant
a
This
cannot
foreman
a
advance,
as
soon
of
index
an
me?'
is
and
which
loss
cause
but
habit
a
for
care
company
becomes
moment
the
the
does
MEN
a
larger, and
a
just before
increase
faces
to
a
munitions
come
personal
import
due
the
to
The
to
to
contact
us
with
450
great
sudden
help from
probably
nearby,
which
large expansion of
therefore
workers
viewpoint,
the
unrest,
industries
a
of
deal
to
problems
an
of
amounts,
increase
a
our
much
bigger plant.
108
HOLDING
On
answers.
for
other
is
adds, "The
and
for
don't
and
Some
of
certain
other
so
answered
"yes."
give,
shoe
a
is
he
and
supply
one
he
does
factory
for
working
let
the
employees
a
man
work
better
the
taken
Of
part of this question 43
of
while
closer
a
fourteen
restraint.
these
Of
"not
does
reasonable
others
if you
if
thoughts
The
to
this contact
good judgment
sense
and
is
not
too
used,"
a
dent
pru-
if
"Not
' '
and
in
is used.
two
exactly
"
"
Not
intimate," "No
add
two
more
discussion.
production
the
if
Not
utive
exec-
by
says,
thought
of
exercise
maintained,
same
the
men,
work-
company
manager
is
the
overdone
be
practicallythe
' '
the
pottery
Connecticut
dignity
with
for
first
the
overdoing
contact
one
ing
interest-
some
of
danger
a
answered
danger
this will
of
common
the
who
sion."
impres-
see
way?"
a
"Yes,
wrong
you
reason
no
simply friendly
are
danger
a
fourteen
amount
words,
saw
saw
A
contribute
same
57
to
says,
a
"Do
personal
believe
manager."
Another
obtain
to
the
standpoint,
for preference.
in what
so,
be
may
qualified. "Yes,
question,
If
came.
development
a
it
were
not
second
this.
answers
from
mistake
contact
business
reply reads.
one
be
overdoing
it
affirmatives
musl
care
personal
methods
Consider
extent,"
To
the
doing
large organizations."
corporation
soulless
a
many
a
of
of
from,
men
in
today
believes
employee
an
EKEoverdone.
of
two
answer
many
things being equal."
other
but
have
superintendent
the
not
would
big problem
"If
says,
the
likely that
prevented
were
and
reasons
"Decidedly"
"Yes,"
reply
not
it is
hand
other
the
did
who
those
MEN
question
smacks
of
manager
well
in
this
of business
an
Illinois
answer,
"Not
only, that
ances
bal-
company
as
is, of
long
the
as
wel-
DOES
PERSONAL
Ite talking
Do
U
In
value
sea
you
CONTACT
personal
retaining
with
Contact
109
Employees
vcor
contact
personal
a
PAY?
with
employeos?_
your
*
2.
Do
yon
3.
IIf
your
see
.have
If
4.
danger
a
organisation
keeping
for
you
raaJra
yon
do
often
of
too
In
personal
of
\\*l^3r"t4o
do
large
is
practice
a
you
this?
overdoing
If
for
In
so.
to
know
yon
the
with
touch
over
going
~t*'sr*tAA
methods
subordinates?
your
store
rccularlv,when
7*^5?
stym^Lt^t
"
what
personally,
nan
through
or
^o-fj^e*
way?
each
men
plant
your
s*
what
and,how
JLAT
-
you"7feel that
Do
6.
there
2^-j
viewpoint?
is
In
advantage
this
from
procedure
a.
'
"
tf
Do
6.
Include
you
of
among
in
everyone
the
reports
the
organization?
that
Insist
you
receiving
on
of
notices
tions
promo-
jk
7.
Do
yon
make
8.
Do
you
agree
Some
9.
1
far
Do
the
do
limitations
How
in
up
value
door
office
Is
be
In
word
In
Informed
to
employees
see
to
this
not
promoted:
man
this
of
word
sickness,
of
of
yon
the
to
say
sincere
a
lives
and
for
a
value
deaths,
What
13.
One
do
you
smack
of
the
polloy
all
who
are
years.
all
ago
similar
What
In
you^ee
long
not
employer
forty
you
do
objections
large
one
it
mentioned
plan
lnsincerity?7^-c"
the
of
read
the
think
Do
you
the
IF
FORM
whose
so
TOO
athletlo
believe
personal
relationship
DISRESAHD
PHEFEE,
I:
Here
in
it.
the
to
to
suoh
gave
a
a
fyjA
porter?
association
vie"Toint?
-THESE
on
"3"rn\
'tt'.*4,
"
(]r
CO
o
the
to
who
employees
out
carried
sou
to
with
been
had
make
your
mep
/"*t/"gjg-"/"-i- si^"j"fci***-(i^-
family?
tion
ques-
plan?_
dinner
have
plans
previous
the
who^hes "walk-ln"%rinted
executive
chief
down
in
picnics,
events,
la
What
qjJESTIOSS
AHD
your
DICTATE
so
on
him
for
that
jttfaLtnJsi^.
"V
V
and
feel
have
a
value
from
experience?
A
LETTEB
IS
REPLY
~
questionsheet filledout
by
the 63
executives
the executives
cases
chapter w based. In some
took
to
time
that
known
they
making their views
letters supplementary to the questionnaire
this
answers
interested
is the
1mof
rrn\.
*J
14.
other
notice
proper
"
rf-t~"
12.
take
can
fl^^r-M
clan?
and
arrivals,
new
that, they
so
sort?.
-
organization
an
carried
be
see
you
his
to
In
have
to
there
wish
events
can
11.
point
a
that
managers
portant
What
10.
it
on
were
dictate
110
HOLDING
fare
of
individual
the
otherwise
those
this
of
the
believe
it
given.
be
guarded
undue
that
of
warning
of
Two
"By
worth
that
of
"Most
workmen
not
be
too
familiarity
is
of
apt
lines
and
Edison,
Inc., who
not
to
'
to
of
much
"Too
is that
of
a
carry
is
and
extreme
contact
more
lax.
contact
' '
with
must
"Too
much
"Familiarity
' '
B.
to
motive."
the
The
Executive
personal
begin,
'
comes.
Stephen
writes, "Yes,
ployees
"Em-
familiarity
rush
here.
familiarity
"
that
"Personal
chummy
jealousy."
cause
and
pressed
ex-
which
question
only."
work
is
of
work."
much
too
Talk
Financial
President
"exercised
have
This
boss'
the
are
largest
ways."
misunderstanding
discipline when
along similar
familiar,
"
contempt."
slackening
too
by getting
or
the
of them
both
keep their places.
intimate.
few
Works
effective
is apt
some
the
may
individuals.
of
ballot.
a
ber
num-
plans
much
on
that
superiors
such
be
to
over-
equal
an
favoritism
right side of
doing
can't
think
ways,
down
set
the
overdone
still
different
become
on
Eight
for
this
to
personal.
to
that
and
to
overdoing
believe
value
to
appreciation
and
breeds
of
than
be
can
"Lack
firm
the
while
'getting
.advantageous
the
very
interesting
although
thought put
try
may
be
that
of the
too
getting
contact
in
respect
according
indicative
feel that
danger
may
opinion
the
number
a
be
become
against.
of
think
heed
to
it may
is
over-familiarityseems
in
so
point,
stand-
it may
advantage
loss
a
are
shown.
Fear
business
a
Eighteen
they will over-emphasize
good
are
management
take
Five
be
to
that
say
there
to
will
result.
strictly
that
reasons
familiarity is
workmen
would
feel
who
phase
.analyze
from
' '
.detrimental.
Of
I
MEN
A
causes
thought
Mambert,
of
Thomas
care
to
must
the
Vice
A.
be
point
DOES
it
where
in
causes
"Too
attention
feel
to
Metal
HI
that
they
course,"
and
will
find at times
you
of
are
value
of
work
who
anyone
This
really
is
only
cases
in
mind
sums
when
they
of
cultivation
This
all
prominent
'
'
says,
of
head
the
This
minor
work,
must
have
they
could
felt
that
there
be
would
J.
on
Vorhees, works
Tool
and
attempting
the
extent
to
the
to
in
employee
avoid
who
may
be
will
take
the
mate
ulti-
be
seen
even
that
managers
danger
of
a
fact
that
tact
in
respect
tioned
men-
in
respect
for
but,
an
as
pany
Com-
Car
the
on
part of
obtain
order
to
direct
charge
of the
men.
heads
of
the
over
go
have
ployees.
em-
value
Motor
Naturally
the
of
handled
by
officials who
with
see
lack
Packard
have
already
answers
It
all.
overdoing
contact
the
avoided
be
practically
properly
the
If the
of
men
officials
minor
' '
the
thing is brought
same
of the
manager
He
Company.
employee
meet
the
feel
carries this to such
to
of
sent
unless
danger.
angle
Another
"it
of
Penn
intelligently for
by
business.
a
the
readily
can
personal
who
one
can
discipline, the
the
of
closer
Several
superiors will follow
executive
of
people
line
it
evidenced
but
relations.
opinion
says,
workmen
speak
a
is
he
opinion
the
up
individual
of
that
followed
the
' '
of time.
space
this
along
has
is
subject of
intentions, but
good
your
the
to
manager
"Of
advantage
close
general
Company.
undue
the
paid
employees,"
Sagendorph,
overdone,
short
be
cannot
with
contact
A.
George
Care
PAY?
individuals
some
much
personal
L.
CONTACT
preferred class."
a
by
PERSONAL
or
loses
favoritism
on
respect
and
the
standards
his level
for
an
it becomes
his
lowers
employee
the
"When
that
the
consequent
by
facturing
Manu-
Providence
says,
extent
an
out
to
such
ployer
em-
tasteful
disin
an
employer."
growth
of
112
HOLDING
jealousy
in
the
among
MEN
is also
apparently
men
necessary
good management.
of
Two
personal
with
contact
of executive
burden
methods
what
touch
with
those
whose
under
this
the
results
be
executive
When
the
head
of the
the
answers
relied
generally
contact
with
is open
to
the
to
upon
to
and
organization
way
are
isn't
it doubtful
contact
is
the
agree
whether
being obtained
of
to
come
plished
accom-
felt
contact
group
well-kept
follow.
men.
the
individual
the
by
of
the
personal
Ford
him,
with
desired
Motor
that
it is
policies
But
foremen.
way
is
this is successful
If this is true
the
men
work-
foreman
the
desired
not
where
stage
management
get
quite likely to stop.
they
smaller
to
that
Marquis
filter down
to
to
group
and
the
or
many
sonally
per-
Of
personal
beyond
retain
simple
that
ivith his
indicate
Dean
If your
foremen should
through which the
know
comparatively
they
to
and
mediums
Whether
men.
' '
size
perusal
managers
can
a
method
growsi
seem
said,
an
close
a
in close touch
business
question.
has
Company
keep
can
add
man
Another
third
A
as
organization
an
head
act
to
each
reported
good
a
department
trained
and
trifles,
retaining
that
was
the
WHY
tance,
over-impor-
of sufficient
cent
in
succeeded
records
employees'
dled
han-
subordinates?"
assistants.
impression
of the
were
of
close
keeping in personal
your
foreman's meetings.
through
unless
know
for
were
per
through
had
they
that
55
question
that
following,
to
you
through
organizations
the
you
have
men
favor
sense
of
was
large for
is too
organization
a
who
duty.
question asked
third
The
men
magnifying
the
encourage
feel
employees
give the
will
wisely it
the
factory executives
63
these
in
sort
of the
a
to
here
general
of
sonal
per-
foremen
?
DOES
One
PERSONAL
interestingreply
all his time
spends
in
going
This
procedure
man
feel
that
he
factory
and
finding
getting along with
have
has
a
man
the
of
effect
definite
very
how
out
their
work."
making
a
new
relationship with
management.
Franklin
Harry
Executives
each
Club, contributes
Have
' '
of
"When
factories
started
I
heads.
Jersey executive
inquire about
in
of
changes
the
their
brainy
"
combination
of
ment
state-
idea'
ment
departNew
One
it
a
point
acquaintance
is
for
Inc.,
a
men
factory
them.
adds.
manager
interesting
this
staff
by
and
increase
comes
to
automatically
wage
organization keeps
line
the
"
a
with
Connecticut
one
Edison,
A.
"By
answer,
'small
"Acquaintance
work,"
Thomas
From
the
through
applications
through
made
of
large knitting mill,
a
make
and
men
new
the
following
invariably make
"I
says,
approach."
direct
touch
that
take
to
which
to
is the
of
myself
keep
suggestions
department
outgrew
troit
De-
efficiency records
of interest
surround
to
engineer,
supervisors
superintendent
the
our
a
Also
freely.
go
may
immediate
interest.
personal
these
"Keep
over,
Train
man.
organization
Porter,
thinking
worth
are
I
employment
actually interviewing applicants,
the
are
113
ing
large silver manufactur-
a
not
round
must
PAY?
this, "Our
when
recently hired
the
from
contained
concern
men
CONTACT
and
line
tion
organiza-
up
the
personal
touch."
Practically
of
"It
over
the
is
which
to
a
policy
the
good plan
a
thus
come
has
plant fairly regularly. Many seem
opinion of one production engineer who
going
have
answered
who
manager
every
getting
your
you
to
their
attention
could
never
do
this and
to
viewpoint.
that
you
discover
never
any
talk
Often
knew
other
with
to
says,
uals,
individ-
troubles
existed
way."
will
and
114
HOLDING
far
By
once
the
greater number
question four
trip
that
go
often
as
as
routes
at
or
any
possibilityof
you
do
time
two
fact, such
know
fail to
viewpoint
phrases
taking
men
feel
multitude."
the
in
"Has
such
they will
he
when
that
he
these
sixth
reports
the
in
in their
sonal
perIn
ing
answer-
feel the
ment
manage-
work."
"I
"Yes,
advantage."
is not
in
lost
the
so."'
"Decidedly
large one."
in
that
their
"Yes,
from
works
ager
man-
Another
better
to
men
with
makes
ciently
suffi-
be
so
of
methods
or
least."
touch
he
factory
executive
the
at
that
will
men
in the
habits
for
says
the
him
the
by
who
seeing
by sight
that
question read,
you
question show
point
to
insist
in the
of everyone
a
general
work
the
Still another
the
foremen
is
"It
adds,
know
that
head
feels
through
trips.
The
it
Unless
plant.
a
used
men
is added
so
advantageous
keeps
about
yes."
concern
them.
passes
business
the
to
change
not
decidedly
the
from
were
the
very
enough
accustomed
of
"A
Island
trips often
the
' '
set."
Ehode
a
trips
decided
a
interesting thought
of
ing
mak-
preclude
to
see
a
ent
by differ-
visit.
't
.their individuality
assuredly."
An
In
go
as
value
a
following
the
as
see
"Absolutely
example
so
won
personal interest
a
is."
"Most
made
' '
there
makes
day
you
question five,"Decidedly,
is
of
he
times.
to
as
answered
said
desire
a
often
as
who
One
' '
says,
managers
contact
those
anticipating a
men
man
trip
certain
to be
seems
the
one
things.
Only
of
at
' '
this,
of
run
hour
an
different
a
this
frequently.
once
trips there
these
make
fact, four-fifths
in
day;
a
MEN
that
know
much
about
on
' '
Do
you
include
receiving notices
organization?"
the
all
greater
of
tions
promo-
Results
number
promotions.
One
the
among
on
do
this
make
manager
116
HOLDING
is the
who
answered
of
time
a
but
others
of
case
of
his
home
assist
and
nothing
in
him
of
financial
upon
any
way
judgment
my
help
any
time
adversity."
It is
answer
that
the
should
take
note
in
this
house
company
in
its
a
that
sentative
repre-
employee
be
of
at
There
greater
thoughtful-
and
suggested by
organ
columns
news
one
or
factory
of
all matters
one
paper
of
sort.
An
in this
out
especially
the
that
absence
each
make
absent
able
the
in
account
on
to
correct
and
headaches
I believe
For
who
caused
habits
good
a
importance,
absence.
employees
many
making
but
the
I
always
have
been
lack
of
I have
on.
ing
reliev-
only
not
cases,
many
patient of suffering
so
sonal
per-
my
the
by
and
is
angle
investigations which
these
of
is of vital
investigated.
be
teeth, abnormal
glasses, poor
been
should
discovered
have
sickness
of
utilitarian
the
"This
answer:
report
experience
from
point
important
brought
employee
far
efficient."
more
C.
F.
Hathaway
calls
and
each
account.
a
of
in
trouble
would
that
sincere
ness
it.
possible.
than
to
large
a
paternalism,
the
loyalty
stimulus
in
a
much
too
manufacturing
call
in
and
possible, I believe
or
should
firm
the
of
were
sickness, death
but
in
those
of
plan
attainment
believe
not
it
the
it smacked
charge
"If
says,
company
in the
in
half
idea
good
a
thought
president
with
difficult of
distinctly did
one
vice
large
it
thought
dozen
About
sympathy
or
half
only
The
in
consumer
A
plant.
question read.
were
of
number
is
ninth
the
way
MEN
manager
the
health
are
important
One
solution
in these
of
in
say
cases
receives
arrival
new
Sons
and
of the
few
department
flowers
that
of
sickness
five dollars
plan is
words
heads
:
"I
and
to
that
and
death
and
start
sonal
per-
a
bank
suggested by
.keep in touch
they with
with
others.
DOES
service
The
department
limitations
the
at
are
PERSONAL
action
plan,
point
where
the
to
there
as
"Do
read:
executive
for
eleven
who
all who
do
called
"an
"walk
in."
feel
that
access
point
* '
says
:
does
This
not
need
although
this
subject
was
were
at
taking
liberty
side
received.
"No
to
of
that
come
the
value
in
matter
to
that
one,
in
some
the
pose
purtory
fac-
Boston
one
employees
who
fail to
with
their supervisor
manager
with
up
the
tive
execu-
wise
a
checked
unless
overcome
the
was
exactly defeat
may
it understood
in
policy
abuse
is
This
other
the
to
however,
plan.
the
get satisfaction
On
having
that
by having
are
and
suggested
S.
who
Company,
employees,
sign."
terestin
in-
A.
by
the
such
it
men
An
so."
be
a
chusetts
Massa-
a
unless
any
Checking,
of
of his
as
nothing
to
amounts
confidence
Several
way.
sign
men
handling
Piano
it
two
firm
written
letter
might
having
answer
to
Packard
the
the
has
he
of
President
Bond,
the
tion
ques-
these
of their
known
in
is made
the
of
executive
and
approachable
tion
objec-
labeling
of
is the
gives, "Any
door
what
than
head
"Certainly"
office
actually suggest
value
the
to
chief
took
with
did
the
What
intended
the
questions
his
Many
was
out
The
on
rather
what
had
be
any
interesting
policy of
sympathy
open
they
course.
ness
busi-
limit
some
porter?
policy"
course,
manager
should
the
in
door
bring
the
plan?"
door
to
of
matter
would
printed
to
a
was
questions
in
in'
while
open
Of
they
overshadows
opinions.
value
a
such
office
the
leaving
that
says
brought
divided
so
defining the
manager
it, down
literally and
be
personal
twelve
'walk
to
see
As
word.
see
read
you
the
were
has
117
manufacturer
one
and
you
PAY?
rest."
the
Another
spoken
Questions
answers
does
of the
relationships.
CONTACT
question such
absolutely."
answers
"No!
as
it.
this
Work-
MEN
HOLDING
118
thirteen
Question
out
not
with
long
the
for
carried
dinner
a
forty
out
employees
to
your
Picnics
alike
executives
have
a
who
value
Thp
that
do
they
and
"I
among
the
as
a
been
you
and
outings, profit sharing
in
all
are
athletic
and
Of
the
47
picnics
events,
factory
and
you
so
the
of
it
organizes
employees
and
a
to
by
The
one
great thing is
wages
actually
but to let him
welfare and
show
the
on
a
better
better
a
not
only
partner
that he has
to
make
the
such
a
relation
for
the
says,
"I
general
of
working for
the
employer,
and
that his
When
welfare of the employer are identical.
themselves.
will
solve
most
differences
this basis is established
JAMES
President
of the
A.
U.
'
misticall
pessi-
these
understanding
man
with
'
organizations
knowledge
interested
?
was
in
man
athletic
in
great stimulus
reason
good."
expressed
believe
rather
giving
than
other
one
concern
one
without
is that
employees
and
negative
other."
THE
one
"Do
fourteen,
events,
harm
more
thoroughly
picnics
had
plans have
you
question
man
thought, however,
employer
feel
answers.
president
Another
in closer
personal relationship viewpoint
in
answered
agitators.
the
the
writes
words,
bringing
men
association
from
doubtful.
believe
in
answered
athletic
six
only
of
who
similar
What
years.
make
to
about
believe
idea
is."
and
read, "One
plans, dinners, dances, clubs, smokers
share
"Let
bluff
a
the
It
management.
family?"
large
with
asked
was
gave
ago
him
with
like
Looks
them."
to
special plans for bringing workmen
various
contact
apply
not
"Bunk.
speak."
action
does
sign
the
that
feel
men
FARRELL,
S. Steel
Corporation
each
PART
III-BREAKING
AND
DEVELOPING
MEN
Founding
T
TNDER
*^
to
the
ler
hardpan
the
had
And
yet,
would
as
of
caissons;
in
the
lofty
And
the
tries
which
fact
there
success
right
down
go
the
doing
honest
concrete,
to
he
are
ing
lift-
prepared
been
although
not
appreciate
under
and
right
of
sons
cais-
He
rock.
columns
of
looks
over-
great
every
thinking
honest
fact.
shallow
providing
solid
of
this
the
upon
without
years
cemented
dence
eviThere
mighty
business,
the
back
no
pit.
great
sees,
to
that
trampled
business
a
fore
be-
come.
does
man
build
to
a
air.
just
saw
the
of
the
in
he
in,
sons,
cais-
forest
work
patiently
to
it is with
foundation
and
so
a
high
indicate
structure
thus
that
the
had
unthinking
He
only
to
that
power
walled
the
these
like
the
was
sight
erected,
about
upon
down
basement.
the
was
rising
looked
one
nothing
was
below
appeared
columns
ninety-
extending
from
have
basement
the
feet
But-
by
and
diameter,
excavated
concrete
huge
in
superstructure
been
they
for
feet
erected
hundred
one
seventy-five
If, before
earth
recently
stand
six
Business
a
building
Brothers
caissons,
two
IN
and
effort
"
dealing
will
sustain
generation.
"
which,
that
like
business
massive
from
piers
tion
genera-
of
EDWARD
Chairman
of the Beard
B.
of
BUTLER
Directors
of Butler
Brother*
XI
FITTING
OF
INSTEAD
FIRING
W.
By
Based
was
doubtful.
firm
the
its
best
but
in
while,
All
men.
spite
Johnson
But
explained
good
a
this
been
had
Investigation
for
do
the
Johnson,
the
superintendent
that
Johnson
had
been
considered
and
had
was
true, the
insisted
it he
of
Ball
Extensive
an
sure.
He
S.
firing would
but
NOTHING
on
MEN
showing
of
if
only
looked
been
with
admitted,
"grouch"
late
of
one
foreman
the
that
man
fore-
which
becoming
was
expensive.
"It
wouldn't
by
it," he
You
can't
oldest
' '
be
bad
so
explained.
keep
in
men
Perhaps
it gets
sulky
something
of
job.
the
like
something
or
the
' '
suggested
over,
troubles,
others.
one
hia
on
' '
get
the
when
soldiers
and
affected
was
affecting
running
he '11
"family
superintendent,
it's
department
a
it 's
"But
Johnson
that."
"I've
said
out
see
the
other
any
it.
for
we'll
isn't
hate
to
who
thing
a
let him
has
been
too
Suppose
you
keep
him
the
pondered
have
Johnson
it over."
I
those
him,"
know
I
can
but
I
that
go,
find
don't
way."
superintendent
"Perhaps
from
that
"There
foreman.
account
to
The
about
asked
to,"
good
on
a
for
he
man
case
a
minute.
finally agreed.
to
another
drop
week.
in
a
"But
hurry.
I'll think
122
DEVELOPING
Now
the
really happen
many
shops
there
"
about
"firing"
faults
that
who
avoided.
it
attention
hiring of
work,
the
costs
all
at
shrift.
short
bother
with
had
be
to
one
solved
in
the
to
order
to
the
not
in
is being
those
secure
misfits
of
no
break
before
ever
waste
if
even
to
money
than
men,
that
supposed
once
had
in
developed
realize that,
to
Similarly, "firing" is
was
who
that
it
five years
"
hesitation
no
usefulness
involved, it
More
the
to
workman
coming
are
were
workers.
adapted
A
ago
is that
?
motive
to
been
personal equation
a
employers
paid
years
usually plentiful; why
individually
new
this incident
have
his
outweighed
presented
other
would
Ten
Johnson.
were
But
all.
at
MEN
about
interestingthing
could
Workers
YOUR
be
may
light affair
that
be.
"
"VTOWADAYS
"i-^
colly
worker
Modern
efficiency believes
in
teaching those
from
kind
one
fits the
peg
round
resort, reserved
that
have
This
given
to
asset
in
to
for
that
the
know
the
his
overcome
certain
is
business,
efforts
faults
discipline no
fixed
a
many
that
or
are
to
"blue
rule
the
than
has
is
last
incompetence
before
is
by
being
discipline.
The
been
an
always
would
worker
his
out
his
envelope."
For
possible.
General
bring
a
opportunities.
men
made
round
as
today he finds himself
but
And
or
sible;
pos-
ring
transfer-
regarded
numerous
attention
in
until
another
flagrant sins
handling
in
fabled
to
teachable;
personal side of industrial
the
resort
to
faults, if
curing
"Firing"
more
is skilful
any
in
are
of work
hole.
demand.
greater
who
persisted through
means
who
man
as
becomes
as
firing is being considered
scientifiand
"cured"
hiring,
faults are
before the
candidate
a
for the "blue ticket".
be
in still
amazed
superiors
best
to
without
this kind
of
principles
124
DEVELOPING
in
result
the
month
a
disappeared
had
in
interest
welfare
factory
gaining
was
is
incident
The
modern
last"
as
of
remedy.
The
affair, it is true,
but
for
the
foreman
fact
would
Johnson
ago
and
fashion,
recognize, if
to
easy
general, it
In
is based
with
favored.
was
this
individual's
considered.
do
or
"
that
"rule
of
fired.
and
not
The
likely to
best
that
desire
As
a
to
rule
appreciates
from
a
routine
methods.
cents.
to
cipline
dis-
of
type
Once
greater
a
cipline,
military disfor
room
questions,
give his
not
still
best
the
be
to
the
are
for
not
prefer
theirs
why;
reason
but
to
like to
who
ones
that
methods
improved
them.
is pretty
knowledge
and
new
who
they
from
is
shop efficiency was
workers
no
valuable
method
new
supposed
was
the
haphazard
a
reason"
did
in
in
dollars
the
individual
are
come
worker
in
no
responsibility. Suggestions
avoid
are
be
of the
years
question,
missed
have
said
loss
particular
Ten
learn
to
figure
to
be
The
There
they have
form;
not
that
without
fired
would
system,
loss.
the
it would
management.
continued
the
If
under
work
of
explanations
no
of
than
give
to
previous system.
in any
than
extent
farther
gone
wanted
the
on
apprentices.
in the
advantage
may
work
interest
been
economic
The
pointer.
the
and
play,
superintendent's
foreman
the
latent
comes
art
have
The
"firing
have
apprentices would
playing
dis-
was
that
he
in the
lesson
a
lively
a
illustration
theory
have
that
a
grouch
improved
the
given
the
may
into
his
conspicuous
a
application
a
only from
not
greater attention
the
from
work.
own
called
been
responsibility had
of
but
in his
satisfaction
The
apprentices, he
the
saw
merely taking
not
was
of
he
week
a
enthusiastic.
was
Johnson
;
the
keener
sense
he
MEN
within
But
doubt.
some
In
difference.
YOUR
of
certain
the
A
reasons
to
be
the
for
one
any
straight appeal
to
who
tion
deviareason
FITTING
INSTEAD
OF
125
FIRING
_
_
correct
even
may
in
other
no
of
mind
within
the
An
worker
of
in
were
men
the
allowed
were
skilled
to
of
matter
time
of
This
would
have
left
have
considered
thing from
out
of
nine
No
matter.
day.
remedy
that
a
into
a
a
imagine
the
What
with
the
pointed
most
out
man
the
them.
would
men
looking
were
minutes
ten
at
or
so
trifling
a
that
have
be
to
sion
impres-
employer.
the
and
a
of the
of
and
seven
time
employer,
ing
becom-
effect
the
hundred
a
It
pettiness.
cents"
third
itself in
revealed
lost
translated
have
flavor
of
minutes
ten
merely
the
workers
approximately
expense
ways-
recognized.
employer
actually did
influential
what
the
when
their
with
was
"seven
that
to
tacks
that
left
and
brass
to
out
would
at the
would
scattered
too
dollar
of money
shop joke
of which
the
correct
stopped
loss it meant
This
cents.
to
to
be
it would
it seemed
them
failed
pointed
have
four
terms
is easy
of
view
To
time
of
Waste
men.
might
third
only
corrected
what
They
got right down
realized the money
for
been
would
have
at
tyranny.
hour
manager
1
time
habit
If the
have
up
succeed.
could
He
clean
to
difficulty,but
the
point of
the
hundred
two
hundred
might
He
four
they persisted, discharged
petty
the
comes
about
night.
two
feeling of discontent
the
his
it would
remedied
have
a
a
if
then,
and
in
that
one
off work
and
noon
all the
following this example.
offenders
of
knocking
at
when
yield
to
that
reason
and
few
a
unchecked
go
a
made
labor, averaging
that
early
be
be
point of view.
own
habit
five minutes
about
could
trivial
is not
day, noticed
a
that
it must
of his
range
employer
dollars
a
But
way.
the
fault
a
they
all
of
the
knew,
was
to
have
a
offenders, in which
that
the
industry
talk
he
was-
DEVELOPING
126
in
position
a
minutes
a
wasting,
he
of you
do
to
which
day
did
He
furnish
to
the
answer
He
that.
of
wage
minutes
went
dollars
day
five per
"You
cent
interest
see,
gentlemen,"
of this business.
and
time
loss
increased
their
own
A
on
of
than
' '
They
saw,
the
and
a
restricted
is
a
unit
limitations.
abuse, oiled,fed with
the
the
of a "plant investment"
It performs today
power
WILLIAM
of
ridicule
had
men
importance
with
what
very
it did
of,protected
from harm
and
given periods for rest
being, the highest expression
care
FAIRBURN,
ARMSTRONG
President, Diamond
Match
thing
ing
petty pilfer-
repair. A worker is a human
of peculiar inherent
a
of cosmic creative power,
person
abilities,capable of great development, with thoughts and
interest and justice.
feelings responsive to human
and
was
ment
develop-
jobs.
MACHINE
three
$4,440
the
to
significance and
the
of
$85,000.
employer
for
ten
men,
that
instead
respect
order
average
year
while
abruptly,
yesterday,provided it is well taken
and
a
means
you
stopped
respect for
an
concluded, "what
he
to
in
$4,440, and
more
insignificant
seems
of
to
at
hundred
two
lars.
dol-
nished
laughter fur-
that
$14.80, which
meant
borrowing
question in
a
show
for
day
a
the
uncomfortable
to
on
for
ten
each
by
eighty-fivethousand
wait
their
;
wasted
day
the
to
consistently
decrease
over
to
days amounted
hundred
that
four
a
have
not
additional
were
a
would
capacity of this industry
' '
them
of
minutes
men
it needed
Then, referring
some
hundred
MEN
that
so.
"Ten
said:
two
but
expand,
to
which
capital with
YOUR
Company
an
of
XII
"GROWING"
YOUR
OWN
EXECUTIVES
By
Harry
Franklin
Organization
YOUNG
A
afternoon
After
one's
the
casual
the
on
'
'
's
That
said
he
was
the
fine
the
one
by
same
subject
on
he
as
turned
where
than
by
cherished
for
's side.
men
you
to
occasion,
every
the
a
way.
by design
from
place
the
stranger,
pursued
work
conversation
more
conditions
pretty
a
of
part
labor
investigating
This
from
passing
interchanges,
which
fondness,
in
be
to
occupation.
accident,
home
engaged
happened
few
a
Engineer
route
en
was
who
stranger
a
workman
Porter,
are
employed,
'
he.
I
"Yes,
the
replied
so,"
guess
without
workman,
enthusiasm.
"Out
here
the
buildings
the
shouldn't
I
a
in
it's
all
right
any
the
stranger.
far
as
place
better
for
continued
shopman,"
"Oh,
wish
ings,
surround-
sanitary conditions
and
modern
beautiful
with
country,
that
as
if
goes,"
lent,
excelI
was
were
the
rejoinder.
"But
the
do
you
not
fancy
about
sympathetically.
stranger
the
"Is
pay?"
"Well,
I
something
interrogated
place?"
it the
is
there
ain't
"What
got
; not
no
much
is
They
exactly.
kick
comin'
it, then, that
you
on
pay
that
don't
you
pretty
score."
like?"
decent.
'
128
DEVELOPING
just this:
it's
"Well,
When
get ahead.
to
give
in
of
one
some
do
I 'm
this
said
with
disposed
to
this
line.
after
This
So
sentiment
"
of
working
pleasant, healthful
without
the
of
their
develop men's
it is necessary
will
They
their
to
parted.
two
vent
gave
to
normal,
every
with
pay
of
force
prospect
amidst
but
another;
inadequate
are
them
to
these
keep
to
forth
put
words, they
lend
And
a
them
steadily
and
in
some
There
is
degree
line of
no
this
to
to
keep
develop
hand
the
higher goal.
tolerate
talent
in
experience
helping
shows
the
in
of
sured
as-
with
the
when
human
door
nature
of advancement
this, they seek
than
their
that
be
may
industry today which
keep
to
annoying
commensurate
More
only strive
loyalty,
statement.
open
establishments.
not
a
conditions, if only they
study constantly
to
their
cement
recognize this trait
managers
assiduously
it.
not
along
dominating
a
is
less pay,
exception
an
prove
in their
they
for
future
a
before
hold
work
even
ambitions.
Wise
and
the
way,
stimulate
to
did
agreeable occupation
efficiency and
discomforting
of
will
less
' '
best.
To
and
Good
promotion
satisfied,much
men
grades.
surroundings
spur
ing
open-
propelling motive
less
;
can
get ahead.
other
of
scarcely
element
we
further
breast
main
a
hire
could
good
a
to
the
homely
the
It is
in all
men
is jme
increase
in
; it is
of affairs
masters
with
stirs
get
pleasantries
in his
being.
human
healthy
few
a
I
chance
a
never
us
whether
care
as
of
none
conversation
the
press
that
soon
they
they always
finalitythat
workman,
young
as
feller half
a
such
feel
to
chance
no
open,
if
mind
seem
leave
to
they give
where
He
going
has
me
show;
a
I wouldn't
they don't
but
;
like
good job
a
fellers
young
MEN
feller
a
there's
guy.
work
not.
or
us
new
the
YOUR
In
ranks.
open
workers
men
the
other
door, but
forward
feel
a
to
push
"GROWING"
below
from
the
to
YOUR
well
as
as
OWN
purely
the
advance
men
economic
on
have.
you
systematic development,
outside
promising
a
before
much
more
new
man
may
is
he
is
them
is not
nearly
that
you
are
man
has
the
that
ability
keep
you
will
He
might
be
and
can.
him
will
effect
him
the
on
while
consider
even
in
making
of
will
will
begin
Place
a
pick
library
taking advantage
begin
school, if the community
to
work
pursue
affords
up
promptly
as
to
every
of himself,
most
establishment
to
open
that
seeing
the
During
better.
organization
the
the
let
Once
promotion,
by
him
advancement
recognized
be
in
ears
courages
en-
supposed.
be
permeate
rewarded
in
will
merit
for
men
interested
workman
he
find
as
merit
and
eyes
information
training
opportunity
something
his
bring
advancement
by
of
genuinely
spark of ambition
for
and
two
endeavor.
thoroughly
each
a
great
so
rewarded
and
expense
possible and
as
is making
he
him
ability and
that
increased
to
information
the
workers
recognized
the
tion
posi-
new
it costs
to
' '
material,
his
is the
department
how
being assimilated.
assuring
HOWbe
Besides,
the
from
matter
raw
man
there
diture
expenmen
than
that
new
a
addition,
In
newcomer
in
new
* '
money
more
you
policy of
some
into
trained
to
pays
a
No
is still
estimates
efficiency of
general
be, he
break
to
standard.
to
expensive.
manager
dollars
hundred
it
out
carry
introducing
thoroughly
costing
One
you.
the
spurred
are
grounds,
To
be
to
is
will be
he
up
they
it is true, involves
continually
but
;
and
above
129
most.
Moreover,
the
from
pull
a
EXECUTIVES
and
matically
autohas
who
self
him-
prepare
disposal and
of it at every
studies
of
scrap
every
at his
will
he
hours
in
this advantage,
sion.
occa-
a
or
night
take
130
YOUR
DEVELOPING
correspondence
a
up
training
and
the
the
involved
really is
be
small
viewed
special
tively,
compara-
as
ment
invest-
an
yield particularly rich
will
"
of
amount
will
provide
to
expense
it
which
"
Thus
course.
will have
you
MEN
returns.
This
knows
the
position
the
of
line
unexpected
within
is
to
comparable
So, when
the
men
for
is in
constantly
all
all forces
in
the
This
is
and
the
all
of
one
at
moment
a
he
'It
says,
minds
must
manager
is my
the
of all
first of
heart,
takes
duty
the
this
in
for
look
to
own
your
this, be
than
be
to
nature
others
your
in
most
it that
hope.
"
is needed
the
element
to
working
men.
have
welfare
success
for
life to
his
of
the
of
the
is
man,
hope.
foster,cherish
In
in
of
for
industrial
meeting
recent
intellectual
all
you
safeguard
foremost
the
a
that
sure
that
it be
important
of your
bottom
of
success
the
you
the
against
Give
foster
man's
in
country
most
in
keep
give hope
the
the
or
foresight. It
place
may
and
Efficiency Society, "whether
worker
from
respect
More
only
not
thing beyond
declared
engineers
all times,
at
help qualify likely fellows
you
instill
to
first
case.
to
can
you
energizing of
success,"
this
factory.
Then
'but
one
prepared
insurance
the
in every
organization,
"The
fire
own
your
chance
ahead
doing
possibilitiesof
the
in
further
the
and
simple business
occurs
vacancy
possible openings.
are
be
important
most
blaze.
a
first
looking
is
carrying
to
occupant
new
To
one
vacant, through
are
emergency
ranks
own
ever-impending
a
any
the
become
greater
No
angle.
otherwise;
occurring.
meet
your
that
may
or
the
go
another
hour
death
you
gaps
therefore,
from
organization
in the
the
the
and
day
exigencies
down
also
is wise
policy
your
your
our
to
mind,
in
The
men.
ideal, the
develop
order
moment
men,'
he
132
DEVELOPING
rigorously
must
manager
will
pension plan
stockholders
these
"
are
in
in all cases,
promotion
within, contingent
is beneficial.
It
the
of homes
ownership
thinking
they
teach
to
take
a
to attain
the ranks
as
expedient
the
as
all the
ability
a
ambitious.
are
this
On
for
as
the
our
best
than
is ready
test
fail to
of it increases
be handled
can
promoting
Why
so
as
from
men
operations
be
to
as
has
blood
the
rural
smaller
the
to
use
ment
advance-
of the
most
larger plants, if
to attract
of the
the
and
resort
within
desires
satisfythe
the
to
opportunity
developed
account
highly
are
For
the
thriving metropolitan
Consequently
fied
quali-
is twofold.
promotion.
tend
highly efficient,
talent, just
is
he
a
doing
mere
is abundant
may
such
that
such
does
where
of outside
that
possible is
task
ability
another
specialized, seldom
rule, there
works,
when
one
no
err
general incentive.
and
departmentalized
towns.
the
benefit
a
ambitious
frequently
these
instruct
a
Rarely
large organization,
A
to
in
expert
the best results.
acts
also
successor,
upon
Surely
promotion of employees
the
a
organization
willingness and
job.
And
the
Thus
HOW
stones
their
weakness.
value.
they
is their
step higher.
any
the
make
ready for advancement
are
so
outside
governor
economically
more
become
has
detect
his
or
To
men.
impatience,
test
else
someone
better
who
they
a
have
that
good
in
become
to
measures
training of
like
their
The
not.
are
he
that
of the
holding
upon
and
benefit
whether
acts
In
bloods.
young
to
;
better
pay,
advantageous
few
a
effective
found
been
in
more
a
Higher
actives
counter-
vicinity; profit-sharing; opportunity
the
or
Various
oppose.
elsewhere
than
MEN
themselves.
suggest
conditions,
working
to
YOUR
a
of
cream
cities
districts
also
are
and
the
lodesmall
plant the greater is
"GROWING"
for
need
the
YOUR
include
adequate
an
graduation
Merit, of
only
when
first
consideration.
properly
deserving
is
authority
of
or
can
have
succeed.
The
say,
impartially
Merit
vacancies
line.
in
result
to
sure
Give
hesitate
your
to
of
one
them
stimulated
to
invigorating
men
fitness
the
Rarely
of
labor,
of
these
in
one
needless
to
is to
to
But
for
course
as
have
to
a
should
come
not
rowed
nar-
know
case
the
of
none
be
be
ally
occasionof
sake
lest
construed
the
the
upon
carefully
as
this
an
hands.
to
recourse
and
all newcomers,
should
has
men
viewpoint
beginners
rule
issue
Moreover,
rule
old
do
qualify, they will
guard
established
the
along
but
in
it is
to
your
for
in
bringing
all
down
way,
fresh
a
previous experience,
From
to
adherence
When
man
against
and
always
policy of filling
if the
new
a
in
blood
endeavor.
is it necessary
supply, except
failure
strictlyand
men
first chance
filled this
shop.
the
of
promotion
the
purely.
be
discrimination
unskilled
letting
new
bring in
from
departure
level.
own
reaction
of
atmosphere
of their
gradual
increased
to
it pays
undue
is the
sufficientlydeveloped
is
other
service
criterion
chief
a
will
vacancies
that
of
judge
excellent
introduce
to
scheme
given
the
favor,
ranks, inflexible
the
On
Eelationship
to
be
but
dampening
more
Faithful
is to
the
However
from
safely
test.
claim
way
ment.
advance-
records.
be
must
will
weighed,
equally dispiriting
personal
their
it
be
chief
place if the
on
also
the
reward.
only safe
outsider.
an
its due
no
which
of
be
to
may
could
this element.
any
promotion
also
equal
are
is almost
weigh
to
133
first basis
needs
Nothing
effect
the
hand,
service
seniority
make
of
the
be
things
other
to
scheme
must
of
EXECUTIVES
higher positions elsewhere.
to
course,
Length
than
OWN
start
the
an
common
outside
or
regardless
in at the lowest
semi-skilled
work-
134
men,
and
and
tool
But
makers.
a
follow
As
"We
foremen.
said
can,"
foreman
who
he
is to
work
promote
workmen
a
it
is the
experience of
often
make
from
the
the
poorest
ranks
"for
ever
when-
prefer
we
of the
intimate, practical knowledge
qualities essential
the
does
satisfactoryshop
a
supervise. Unfortunately,
possess
class
responsible heads.
manufacturer,
one
has
man
skilled
workman,
fact, it
mechanics
best
the
other
will make
of
operators
the
excellent
he
matter
machine
turn
and
an
that
a
that
managers
we
is
always
executive.
in
foremen
man
MEN
skilled
Normally
the
because
not
this class the
from
furnish
should
a
YOUR
DEVELOPING
few
however,
to
success
as
a
foreman.
Leadership
ability actually
knows
how
other
part
outside
of
it.
the
work,
man
the
will
inability to
the
It
men
a
is
wise,
fair
has
no
newcomer,
less
of
One
his
took
has
the
from
an
uncertain
a
high-grade
the
as
ciations.
asso-
he
has
the
proper
this
cap.
handiown
encouragement
good
men
in
the
knowledge
accuratea
of
of your
one
a
workman,
whereas
promising, always is
more
of
a
or
quantity.
found
from
receives
of
of
because
If
overcome
go
man
work-
a
his former
of the
have
spurs
how
matter
manager
foremen
remainder
his
won
in time
to
making
contempt."
sake
you
hesitate
the
the
learn
expectations
rate, to give
the
who
Often, too,
free
breeds
any
Besides,
department.
who
at
trial, for
thereby afforded
one
fulfill
above, he will
from
bright fellow
not
right stuff in him, however, and
backing
than
enough
do
who
himself
"Familiarity
a
soon
we
ranks
fail to
work
for
want."
we
important
more
will
men
Therefore,
from
good foreman
his
do
to
get the
elevated
deem
handle
to
to
we
ability
other
effective
the
expedient of getting
departments.
foundryman
and
For
made
instance, he
him
foreman
"GROWING"
of
YOUR
drippers
the
he
inspector
factory transportation,
room.
a
for
in
another.
elevated
of
keenness
and
failure.
from
thereof, while
evinced
direction
of
details
the
succeeding
the
thus
own
the
rare
scored
never
showed
department
of
preceding
in their
in
the
cisms
criti-
reverse
in
all
production
of
interest
deep
the
manship
work-
of
standard
the
throughout
promoted
was
final
higher
A
departments.
his
incidentally resulted.
affected
that
work
to
attends
almost
uncommonly
an
attaches
ties
leadership quali-
transferred
those
he
exercised
constructive
more
one
way
in
shortcomings
the
were
a
he
ping
ship-
from
this
that
their
gain
initial to
with
and
departments
In
As
for
men
the
foreman
a
observation, he
an
patience
greater
his
unexpected
An
shifted
Men
picking
in
in
foremanship
outsider.
total
a
product
superintendent of
dispiriting effect
the
and
the
to
chief
familiarity that
of
incubus
the
bringing-in of
a
service
135
checker
a
drafted
workman
discretion
took
he
both
department
he
his
for
;
Occasionally
department
avoided
For
clerk
foundry
a
EXECUTIVES
grinders.
and
took
OWN
plant.
be obtained
by departing
good results
SOMETIMES
and
the
beaten
of
track,
promoting
from
can
men
specializedknowledge
This
expedient
same
respect
for
so
branch
offices.
superintendent
sales
manager
viewpoint
was
the
post the
He
because
did
departments.
bility.
responsi-
executive
agricultural
of
of
sales
this
he
impressed
had
handicapped,
lieu
wished
of
assistant
an
of
manager
in
upon
with
equally successful
broader
need
felt the
he
to
is
other
his establishment
instance, when
large that
called
often
manufacturer
Iowa
An
positionsin
positions of
the
to
into
to
the
course,
chinery,
ma-
grown
self,
him-
to
of his
one
promoting
of
have
by
of the
more
The
shop.
his
his
lack
new
of
YOUR
DEVELOPING
136
in
practical experience
constituted
what
possessed
of
ability, and
careful
a
keen
in
the
of
course
a
knew
he
was
and
no
little executive
year
or
two, under
president,
the
but
Besides, he
product.
observation
of
tutelage
manufacturing,
salable
a
MEN
he
the
his
demonstrated
completely.
worth
Quite the
reverse
furniture
metal
general
troubled
for
wished
have
to
business
shop
who
manufacturing
flood
of
control
of
of
both
by training the sales force
he
of
the
on
from
departures
regular
push
and
effect
the
his value
speedily proved
to
been
ends
two
of
new
had
orders
special
the
his
production
He
promiscuous
executive
new
of
appreciation
vivid
a
costs
The
standard.
in
one
had
choosing for
direction
a
Pennsylvania
a
superintendent.
with
years
for
have
to
manager,
of
reasons
manufacturer
sales, his
and
the
were
lines
almost
exclusively.
Logically, foremen
positions.
higher
the
these
qualified for
lack' the
shall
have
larger responsibilitythan
qualifications
of
source
But
excess
supply
the
for
supply.
are
managers
free, waiting
necessary
sometimes
get the
as
to
man
be
to
a
rule
bid
of
must
demand
of the
factory
for
Accordingly,
respect.
of
of
workmen
for
technical
some
It
advancement
higher
this
be
who
men
essential.
necessity
men
is
a
this
in
the
positions
largely outside.
is
type
always
in
Full-fledged superintendents
and
found
and
often
not
bid
high.
you
for
the
snapped
to
work,
are
they usually
reason
if not
is fortified
who
one
requisite. Again,
preferable
are
foreman
rare
For
direction
general
for
promotion
infrequently, though,
More
outlook
broad
line of
in
be
fitted for f oremanships.
are
to
should
need
up
for
Even
when
foot-loose
by the first
the
then
you
service
it may
need
comer.
of
be
him.
such,
It is
and
impossible
"GROWING"
In
YOUR
anticipation of
of
maker
energetic
with
of
two
kept
a
will
be
advanced
he
will
be
called
higher.
the
practice
another
until
are
school
possible
as
life,they
the
from
IN
IF will
the
days
to come,
put yourselfin
action
employee
by
what
instead
you
of
the
year
one
with
a
from
the other
wish
employer
of the personalrelation
in
JOHN
A
in
proper
occasion
the
the
of
case
minimum.
a
to do
done
labor, you
with
-placeand
man's
to you
were
govern
you
the
lishment
problem of the estabbe
solved"
would
industry
the
JH.
ROCKERFELLER
D.
fieeeof
to
policy of fillingall
have
you
view
positions of
to
means
or
pushed
the
elevated
this
leading
of work
class
demonstrate
to
would
bottom,
one
a
day
every
even
as
Some
on
the
of
design,
of
at
no
it is only
and
number
established
ranks,
the
from
by
charge
graduates
are
highest positions,is reduced
your
He
entire
a
started
responsibility. By
departing
-
year
years,
if
if without
as
of
finally, if they
aptitude for shop
vacancies
a
the
as
in
put
take
to
technical
rapidly
as
day,
one
was
still
These
future.
until
superintendency.
the
concerns
promising
forward
Then,
before, again
to
is
it
manufacturing
for
point,
view-
several
succeeding splendidly
is
he
executive
more
had
who
for
work
engineer
young
question of time
the
and
scientific
more
of
necessity
younger
operation
to
covered.
He
Similarly
of
operation
been
department.
to
and
sort
same
from
had
more
a
engineer graduate
young
intention, the
a
broader
a
this
at
him
round
by
the
Wisconsin
practical experience along efficiencylines.
him
moving
difficulty a
foreseeing
ware,
137
EXECUTIVES
usual
superintendent
man
hired
or
the
sanitary
replacing his
OWN
labor
ttudenti
handling
advice
given
of Cornell Uniteriity
the
XIII
BUILDING
THE
Interview
An
of the
Chairman
Carroll
the
experience
but
the
is
years
willing
a
position.
work
to
large
to
though
hold
them.
it
they
It
thirty
from
tion
posi-
who
are
know
must
the
men,
was
few
too
awaits
success
such
about
are
it is
And
find
as
change
there
even
of
can
smallr
or
promise.
they
to
Again,
measure
large
inability
man
hard,
Brothers
misfortune,
a
young
of
men
all that
considered
for
ago,
to
a
for
nearly
Butler
whether
difficulty lies in their
longer
no
of
of
Murphy
concern,
looking
eagerly
D.
Butler,
B.
of Directors
Board
business
EVERY
is
Edward
with
By
MEN
OF
that
of
result
their
labor.
To
get
in
have
you
work
your
own
relying
are
you
to
men
Too
In
none.
for
the
"we
to
of
remind
our
is
And,
merchant.
at
least, judge
to
you
the
its
over
Brothers
the
by
house
telephone,
the
head
of
a
you
meet
at
the
house
usher
an
by
entrance.
by
the
just
the
' '
meets
you
tone
as
Mr.
you
attitude
Butler
voice
a
of voice
can
of
at
the
the
at
with
hands
in
goes
Brothers
a. customer
can,
have
responsible
it is Butler
shaking
way,
bilities.
responsithey
is
when
that
telephone,
When
door, it is Butler
front
that
Quoting
house.
people
the
over
speaking.
that
that
them
our
business, the employee
opinion
customer
a
who
to
have
feel
fellows
young
great
any
all
interest
same
show
must
you
We
them.
upon
like the
anything
business,
many
good
like
with
a
measure
which
times
usher
that
comes
judge
whom
YOUR
DEVELOPING
140
MEN
___
Not
but
only
he
The
head
that
his
of
It is in
chief
such
is heard
is in
just such
in
generally lacking
You
will
about
hear
a
letting the
new
salvation,"
will
A
often
set
tell him
good,
In
big
a
him
his
no
he
It
alone.
with
whom
and
the
is the
is
so
the
he
he
his
out
is not
man
have
If he
be
to
average
may
right track.
own
had.
his chief
is
making
often
forgets
be
that
has
fact
been
would
at
up
have
home
all
been
mental
departtouch
personal
unfair
but, being
his work
about
goes
of the
of
out
department
a
value
unintentionally
in late ;
comes
may
is
the
being
of
head
a
times.
at
stoic,he offers
carrying his burden
he
has
night.
In
sick
the
mother
little business,
-by his superior,
known
would
a
have
been
' '
:
How
mother?"
thoughtful
difference
the
head
business,
any
suggestion from
question in the morning
That
in
men
he
this
It
which
not, the
that
and
spirit, and
He
excuse.
If
business, the
modern
people, he
of his
One
to
so.
family
with
else.
department
that
mean
helped.
on
The
homes.
boy "work
enthusiasm
any
busy that
so
the
new
not
of encouragement
word
will
is
lose
soon
or
does
be
force
night"
their
deal, in almost
man
must
his
big house.
good
that
but
He
taught.
the
well.
as
anyone
spirit of good-fellowship
that
supply
can
work,
group.
"Good
for
that
life
than
the
leave
this
as
ways
better
they
as
of
brotherly advice
needs
that
department
home
family
a
ofttimes
hours
organize
so
as
give him
can
a
another
one
almost
department
his
which
of their
should
department
a
in their
them
something
people become
this
in
boy
know
must
know
he
must
a
to
the
worker.
department
development
question
The
is,as
of good
you
have
would
right kind
will see,
people for
a
made
of
a
big
ship
comrade-
all-important in
business.
THE
Without
the
BUILDING
right
spirit. Without
right
can
something
is
of
out
belief
a
delicate
so
tell about
buttons
The
work
of
had
hurt
his
a
week, and
he
what
to
for
he
The
He
first
about
He
dollars
exactly
planned
he
was
coming
back
with
that
through
was
a
sultry.
three
wasn't
He
as
sewing
half-dollar
the
day's work.
in
stiff cards
the
receive
had
likes to
and
hot
was
of
place.
at work
set
he
noon
decided.
had
he
by
plant
a
started
through
to
It grows
Brothers
was
It
atmosphere
He
day
was
do
to
day
make.
It is
any
Butler
needle
the
that
going
was
it, as
cards.
says
has
the
house
a
grow.
an
the house.
first
fingers.
in
pull
the
on
that
business.
survive
or
to
right
have
cannot
you
a
the
cannot
asset
It has
of
day with
pushing
for the
earn
buy.
push
sample
on
something
vice-presidents of
of sixteen, and
lad
have
valuable
most
it cannot
his first
141
cannot
you
heads
where
or
the
of
is
in the
that
favoritism,
One
is the
cannot
you
MEN
right spirit, you
Spirit
possess.
men,
the
Spirit
men.
OF
job.
But
tells
he
members
of
sewing
those
Let
instead
way,
and
how
to
quitting
of
his
pleasure, told
with
firm
to
way
to
this first
one
of the
This
of that
costly
man
and
that
he
has
would
the
of
him
shown
development
business
that
was
a
responded
since
of
a
been
great
have
been
of
giving
!
illustration goes
a
to
in the
had
enthusiasm
His
work.
his
then
and
sign of encouragement
How
one
him
not
fingers.
member
a
are
and, flushed
home,
how
the
are
you
result
The
went
mother
strongest forces
business.
loss
do
he
but
hurting your
are
it."
do
of
one
said, "You
and
nicely,
you
job,
his
complimented
had
better
every
you
him
very
on
afternoon
the
to
came
buttons
show
me
the
firm
the
it in the best
doing
during
that
fair chance.
to
show
The
the importance
wise
department
man
will
142
listen
to
this
In
YOUR
DEVELOPING
manner
the
It is
a
would
heretofore
some
great
who
one
genius.
earlier
than
their
of
If you
know
group.
man
may
Some
think
their
of any
way
THEaccording
average
of
a
as
so
them
while
a
to
find
untried
business
self
him-
discover
easier
themselves
have
men
the
of
seed
a
kindly
it
what
an
great
a
man
only
who
men
out
of
ment
encourage-
that
And
good
start
a
is
going
all
them, just
belief.
certainly
man
into the
appropriated
made
so
fallen
left to
are
have
young
have
have
none
thinking which
men
of
become
Many
others
that, they* will
future
form
men
needs
Think
superiors.
opportunities, that
do
his
young
man.
the
to
others.
that
thinking
a
still,to help
himself.
find
in
destined
was
ability,to develop which
to
in
boy
unknown
discover
to
discover
Or, better
to
"
thing
to
mean
youth
of
smallest
himself.
reveal
and
from
suggestions
MEN
means
to
if
habit
of
tell them
they will
toward
success.
develop in
business
to the
In taking young
training he receives.
into our
somewhat
therefore assume
organization, we
"moral responsibility. They consign themselves
to us
much
is
material.
It
not
raw
only up to us to help
make
good, but to stand behind them and back them up
they are in the process of "making good".
C.
President
of the
H.
St. Paul
SLOCTJM,
Book
and
the
Stationery Co.
that
XIV
SHAPING
MEN
TO
By
President
of
TRAINING
methods
the
St.
of
loyalty
least,
I
so
Years
to
me
in
experiment
of
kind
The
will
we
in
as
secretary
ranks
the
their
The
loyalty
Dollar
young
liked
man
his
These
and
appearance
to
of
us
of
and
and
is the
kind
gave
come
him
through
whole.
a
integrity, and
a
Almighty
months
few
for
They
bettering
of
of is the
a
men
sales-
business.
as
A
as
up
ways
I know
today
position.
began
enthusiasm,
applied
us
minor
our
for
it is earned.
where
we
business.
our
with
have
men
that
employees
ment,
developpeople
today
firm
business
promoter
I
worker.
a
new
some
our
lookout
the
which
and
into
for
in
of
treasurer
keen
came
At
disclosed
by
manager
or
the
given
tive,
initia-
tomorrow.
on
little
built
looking
development
among
"
be
boy
floor.
have
methods
employing
the
best
and
integrity,
capabilities of
department
departments
them
watchfulness
with
always
are
of
business
and
work
problem.
firing
and
the
can
office
retail
the
on
hiring
are
our
an
in
human
a
In
who
every
the
to
men
cooperation,
system
we
in
Practically
The
in
men.
men
need
started
out
Company
developing
"
test, by
those
select
to
try
Stationery
shaping
advance
and
find
and
it.
experience
measure
we
Book
preeminently
found
WORK
Slocum,
enthusiasm,
standardized
no
might
By
have
of
Paul
business
a
is
"
H.
employees,
responsibility,
and
C.
THE
ago
position.
place
in
our
a
We
ship-
144
DEVELOPING
ping
His
department.
We
weeks
the
that
in
him
started
YOUR
job
department
this young
man
had
We
made
this young
raised
weeks.
two
work
This
he
that
gave
him
him
until
he
business.
In
his
and
more
We
of
running
them
from
fairness
In
prefer
them.
train
them
in
young
man
is
the
We
pick
our
way
going
we
raw
them
make
them
up
good, but
while
our
position
orders
is
that
as
actually worth
salary shall be raised
first of the
raise
We
money.
first
month.
recently and
expect
we
fair
be
must
not
are
if
in
they
bright
up
doing
In
young
things.
taking
fellows
and
The
themselves
only
to
stand
behind
are
in
the
up
process
average
according
into
men
young
is not
It
We
of
somewhat
assume
consign
men.
young
many
develop in business
therefore
material.
have
of
to
responsibility. They
much
of
advancement.
institution, but
we
training he receives.
organization,
and
changing
on
better
strict
a
we
shipping
position
a
his
received
more
the
better
knowledge
for the
wait
it back
them.
organization
our
their
employees,
our
was
workman
for
keep
department
for
asked
dealings with
our
not
philanthropic
a
with
that
fifty employees
to
one
do
said
he
that
dated
another
will
has
a
firm
six
than
and
;
of
out
he will have
manager
the
to
immediately.
Forty
to
pace
in
me
and
thorough
a
months
employee
an
money
not
few
a
to
incentive
an
him
gained
department
as
such
himself
salary will keep
Each
soon
him
changed
has
less
money
salary
responsibility. We
more
In
record.
worked
We
department.
packages.
up
swift, careful
a
man's
gave
soon
more
and
excellent
an
came
worth
was
wrap
month.
a
manager
economical, conscientious,
and
to
was
$45
at
MEN
to
to
a
us
us
them
of
our
moral
as
to
and
to
so
help
back
"making
TRAINING
good."
If
fault, but
they eventually
employees
not
try
we
business
Our
is hired
by
do
to
we
department
another
to
have
Whenever
that
fill up
we
the
rapidly
as
gap.
While
those
who
us
to
today's
get
keep
our
HOWfew employees
mistakes
become
large
discouraged
portion of
state
"every
in
and
Regardless
of
number
we
avoiding
are
each
employee
business
been
new
He's."
individuals
before
employed
employees
This
in
may
in
the
enable
ard.
stand-
ments.
operating depart-
that
the business
less likely to
ness
busi-
This
Here
forwarded,
must
we
in
at
class
a
be
anything
of
of
work
they have
the
in
work
the
believe
knowledge
accomplish
on
we
by first giving
mistakes
working
them
We
do.
in
business
doing
are
it is
needless
thorough
through
is handled
against possible mistakes.
is checked
by a
order
every
before
starting
to
as
high working
methods.
mail
that
many
a
to
time
the
at
they are
We
measures
fact
of the
we
work
and
foreign countries.
many
precautionary
take
our
business
our
by direct
is handled
to
whole.
a
the start.
department.
mail-order
our
at
a
come
same
and
to
and
made
are
from
regularly
results
initialed into
so
are
as
not
may
today
applies particularly
This
A
men
up
them
a
departments
other
efficient
done
work
in
department
one
employed
are
organization
whole
in
these
every
work
business
from
produce
they
department,
of
our
they gradually
of the
men
and
While
class
that
so
handed
draft
can
departments
certain
our
go.
frequently change
short
are
we
by
knowledge
working
a
know
to
men
is
that
us,
departments.
a
specific department,
one
beyond
grow
divided
trained
145
let good
to
is well
are
employee
WORKERS
this
we
nature
our
by starting
"Show
term
of
a
com-
146
DEVELOPING
has
the
states
in
comes
This
the
will
filled the
the
the
Next,
be
found
order.
other
of the
is attached
the
to
where
card
of
it is
If
that
mistake
and
the
order
which
and
taken
with
duplicates
has
respond,
cor-
occurred
This
and
correspondence
the
compared
these
in transit.
or
regarding
gathered
ticket.
line
cally.
alphabeti-
departments
is
the
customer's
filed
copy
the
information
know
each
this
get
file in
department
we
end
is to
shortage
a
information
duplicate
on
duplicate shipping
the
and
all the
a
This
shipping
then
card
a
that
say
As
first step
The
will
of books.
on
contains
number.
sheet
to
it is put
card
order.
order
shipment
a
MEN
given the correspondence
We
complaint.
in
occurred
order
is
First, the employee
plaint.
which
YOUR
at
information
returned
to
my
desk.
point .is that
The
investigation has
of
departments
he
has
in
come
come
this
contact
has
will
in
other
able
to
feeling
started
of
before
this
"
in.
a
new
short
a
working
ciples
prin-
When
working
will
thing
some-
his
at
of the
know
If
by
if the
we
he
had
own
work
will
or
he
probably
Instead
has
to
had
grasp
would
had
at
when
learning
been
tried
not
of this
quickly lose
probably
might have
applicant did
driving at,
began.
word
we
to
man
he
Unconsciously,
methods.
he
the
knowledge
a
man
which
strangeness
methods
were
is
man
requires
In
business.
our
all available
gather
complaint.
him
whom
be
quickly.
act
And
in
this
which
departments
business
it.
while
up
this
number
a
with
Everyone
him
this
made
with
contact
shown
experience helps
This
same
have
who
man
helped
department
something
"
actual
regarding
of every
job
in
managers.
work
comes
young
and
information
time
the
any
he
our
explain
these
sorry
job of
a
what
once
become
happening,
we
discouraged
he
actually
DEVELOPING
148
they
thing, then
but
only
not
time
the
waste
of their
YOUR
through
saving of time,
the
value
Of
mistakes
continually
the time
FROM
are
upon
study of
closer
ambitious
an
We
We
best.
and
applied
for
his
starts
worker
He
often
More
we
another
try
to
in
normal
a
off
was
an
who
slows
happened
but
lacked
ahead
for
we
is
and
not
long
in
open
men.
likes to
do
or
and
us
library
our
Today
all the
is in
he
correspondence
situation
them
this is not
for
make
to
and
in
do.
Most
simply
a
we
"come
back."
This
young
enthusiasm.
fellow's
job.
He
I
up
get
us
in
back
employee
an
did
was
and
yesterday
Such
man
work
change
that
find
awhile
the
slow
of
say
Then
occurs.
Sometimes
man.
all
doesn't
ago.
to
position which
a
Occasionally employees
other
our
responsible for its management.
advise
and
interests
came
entirely unsuited
are
Once
up
handles
the
so
"pep"
chap
was
reverse
day
day.
which
selecting
beginning.
we
the
intiative,
selves.
in them-
employee
young
the
Perhaps
a
in
from
line.
work.
their
work
our
the
which
not, the
doing
are
us
persists in making
to slide into
possible. If people
they
of
have
happened
job for
a
to
back
only by watchfulness, experiment,
it,and
than
find
must
on
eyes
us
which
charge of the department,
with
the
helps
position
interest
connected
good
"
ago
years
a
workers
poise
equi-
go.
lines of
the
this
Five
department.
held
he
work
the
can*do
test.
must
employee
try to find
paid
employee
he
make
development
our
an
work,
own
of the management
questions affectinghim are
haphazardly, but from the personal angle.
the
considered
not
A
if
course,
their
we
than
the
confidence
of
losses
more
are
with
upset the mental
The
mistakes
and
and
department.
employees'
the
time
waste
others
of
MEN
a
case
his work
not
discovered
looking
that
TRAINING
when
kept
the
bring
Several
received
in
man
office.
He
that
told
in
that
while
was
not
the
he
progressing
this
that
got his raise
and
Off
on,
stock
report
giving
number
of
the
checked
full
and
billers
are
If
the
point.
told
He
fine.
a
on
book
daily
a
filled and
the
is
only
thirty orders,
pick
our
our
man
a
and
we
books
thousand
bring this fact before
the
checked
in
his
mum.
maxi-
they
that
must
employees
department
their
to
up
men
expected and
Other
measure.
by general reports
and
to
we
is
what
know
They
on
itself keeps
check
any
make
order
order.
able
worth
In
pickers
each
of
time,
of
The
attention.
be
he
general efficiency of
books
should
he
him
money.
doing
is
book
each
hundred
more
in
explained
saw
by departments.
our
on
He
he
the
number
the
amount
same
deliver
have
another
paying
not
he
two
simply
was
worth
was
is done
books
five
that
know
check
we
rooms
picking
we
since
of this department
Now
dot.
into my
came
received
were
time.
young
fact that
I
certainly
The
time
had
we
manager
the
This
employees.
what
chap
young
on
of the
doing
were
he
some
fault.
present
this the
ing"
wait-
salary.
been
me
find
and
the
at
long after
me
their
it had
earning
was
"watchful
who
Shortly after
not
offered
case.
department
same
did
I
money
Not
me
in
he
or
department
raise_and reminded
a
months.
more
increase
an
department
of it
that
in this
this
not.
employee
six
in
question did
had
had
I decided
results
employees
his
got ahead
never
boys.
149
through
came
yet he
other
would
well
work
his own,
up
help
to
of
rush
a
WORKERS
are
raphers
Stenog-
daily work.
periodicallyas
to
speed
accuracy.
Every
and
morning
placed
employees
on
my
a
report is made
desk.
registered
late
This
and
from
enables
those
me
who
time-clock
our
to
have
what
see
not
re-
150
"We
do
not
dock
the sick list.
An
employee
ported.
on
circle
his
around
the
department
the
fact
and
or
error
in
employer
before
other
attention
and
the
What
that
we
that
done.
trivial
with
not
only
are
our
TRY
V V
in
our
know
however,
under
that
employ,
the
who
to
never
a
is
is
a
make
up
the
in
the
We
want
their
ciency
effi-
attitude
of
envelopes
to
of
employees
in
person
by
office.
glad
employees
our
the
them
to
ta
feel
efforts,
earnest
pay
for
good
work
well
them
realize
that
there
is
place
who
makes
hire
habitual
sure
part
in
myself
always ready
man
pay
taken
are
position
on
the
our
an
spot
sore
on
the
appreciate
try to make
"1 II 7E
in
the
to
Whenever
react
cases
company.
do
top for the
a
to
on
things
is to
to
employee's
embarrassing
an
creates
errors
do
to
and
we
in
inserts
or
regularly
attention
employees.
many
manager
aim
We
the
use
serious
we
for
work
at
We
to
more
in
red
a
attention
an
his
is bound
and
work
department
but
which
employees.
call
other
needlessly
mind
of the
the
he
others,
puts
happens
with
call
not
employee
an
late
is
who
one
employees'
wrong
do
or
is in order.
goes
of
hearing
places
employee's
the
explanation
discipline, we
the
If this
calls
anything
employee
registering
mark.
head
an
Whenever
work
late
late
a
a
to
man
good.
who
cannot
smile.
"grouch", if he happens
source
a
of complaints.
has
The
smile
a
naturally friendly,
make
and keep friends for us.
E. M
STATLER,
who
We
to be
man,
just
surface,will
President
of Hotels
Statler
Company,
Inc.
PART
IV-PUTTING
THAN
MORE
MONEY
IN
PAY
ENVELOPES
Partners
Making
HPHE
biggest
vide
*
work
with
of
him
the
for
as
nearly
force
of
case
the
which
will
lem
prob-
business
of
quarter
United
the
pro-
It is the
him.
a
is to
employer
whether
"
or
in
the
operating
well
business
men
as
men,
happy
as
every
five
of
problem
stable,
a
of Workers
ploys
em-
million
a
Steel
States
Corporation.
As
the
increase
and
corporation
fail
points
same
the
unless
unless
deal
to
it will
plan,
controlling
the
"boosters"
makes
plan
the
"
each
They
the
the
have
business
eventually
is
individual
of
elements,
solved.
be
to
their
little
pretentious
how
matter
no
to
workman
individual
the
with;
Reduced
and
ties
complexi-
character
impersonal
business
big
the
have
the
the
increases,
men
enters.
however,
much
of
number
sideration
con-
out
"kickers."
of
The
for
working
with
has
such
a
of
is
themselves.
wages
employer,
the
welfare
basis
thing
great
relation
the
is
actually
but
to
and
that
employer
established
only
not
are
most
a
let
to
make
partner
show
him
his
welfare
the
man
interested
that
and
identical.
When
differences
will
he
the
this
solve
JAMES
Pretident
of
tht
A.
United
FARRELL
Statet
Steel
Corporation
XV
PROFIT
ITS
SHARING-
SUCCESSES
AND
By
Vice-president
of
Boyd
the
particular
in
measured,
Much
(b)
where
of
Detroit
increased
to
duction
pro-
gains, profit sharing
where
efficiency
where
or
Club
stimulus
a
net
plants
Individual
(a)
as
greater
value
Fisher,
Executives'
CONSIDERED merely
and
FAILURES
is
of
:
not
can
be
yet
exactly
"
work
is
done
from
away
supervision,
or
"
Longevity
(c)
of
product
(d)
A
of service
supplement
individual
trade
guard
to
or
is necessary
to
to
secrets,
efficiency
is
where
or
wage-payment
"
systems
needed
ity
qual-
preserve
ing
promot-
minimize
to
plant
waste.
In
other
better
results
in
increases
by
the
profits,
wages
There
as
it
in
an
economic
in
succeeds
school
effect
room
freshening
the
air
for
the
the
working
the
desired
these
creased
in-
ing
profit shar-
four
cases
listed
efficiency only
individual
a
in
efficiency.
upon
all the
practical,
of
individual
In
working
to
payment
limitations
opening
it increases
the
of
incentive.
is like
"
basis
words,
entire
equal
wages
by
increasing
the
influencing
Its
other
in
merely
are
improvements
by
and
the
upon
are,
motives
the
obtained
are
conditions,
share
where
cases,
by
force.
window
in
alertness
of
whole
class.
a
superheated
individuals
For
by
bettering
154
HELPING
in
results
force, like
reduction
idleness, the
of
breeding
when
would
of children
But,
just
by merely providing
proper
should
manager
from
output
workers, it
best
to
each
expect
by merely
man
of
as
and
and
the
school
no
from
heat
obtain
a
class
a
and
creating
the
is admirable
work
to
to
waste
supervision
get the
no
so,
apply equally
needed
between
expect
YOU
minimizing
undertaken.
sincerely
teacher
that
the
of
will
good
HELP
factors
to the
regard
working
whole
LOYALTY
tion,
ventilabest
the
good
ing
work-
its
direct
spirit.
Profit
stimulate
effects,to
that
hope
of the
working
harder
probably
impotent,
While
output.
will
everybody
his share
the
hard
work
in
workman
enough
may
increase
to
the point
profits,he hardly grasps
to increase
everybody's share.
of his
It
is
field of vision.
his
beyond
is
sharing
conditions
sharing for employees under most
A
is profitmaking for the business
only when a strong
to increased
effort.
personal incentive impels the men
ITJROFIT
Only
individual
bonus
incentive
individual
an
of
system
Only
results.
based
pay,
will
The
the
task
idea
is to
definite
a
upon
them
though
"
them
In
and
is
task
idea
profit sharing
making
for
the
are
for
no
choice
from
certain
the
men
business.
tifically-e
scien-
and
fullest
or
output
capable.
as
made
be
must
an
addition
between
ing
practical difficultyin combinis
preferable.
restricting profit sharing,
limitations
apart
idea, there
a
there
spite of the
however,
the
the
"
normally
the
strongly favored
be
If
profit sharing.
to
is
operative
most
ut-
piecework, premium
a
task, will stimulate
of which
the
produce
the
altruistic
situations
is, at
The
justificationsof
in business
the
first of
same
these
in which
time, profit
is the
con-
156
HELPING
LOYALTY
HELP
spirit of loyalty
general
YOU
a
business
by first picking intelligent,conscientious
and
then
the
company.
done
this
become
The
by
the
Another
of
for
a
of
this,and
measuring
sharing
illuminating
funds
and
In
fact, we*
may
large quantities
say
of
in which
processes
The
and
Brooklyn
a
metropolitan
Gas.
which
handle
involve
likely to
are
efficiencycan
of
Company
be
not
ured.
meas-
and
Syracuse
Illuminating
Company
of
Delivery
Company
of
Ice
this
profit-
a
profit-sharingscheme.
material
General
recognize
Consolidated
all businesses
that
Electric
all fall under
Detroit
has
facture
manu-
involving saving
Boston
The
Process
the
has
fore,
there-
which,
first to
features
individual
Edison
Detroit, the
which
maintained
years
up
raw
Solvay
has
easily admit
not
great
the
were
for twenty
links
does
The
gas.
in this country,
Company,
profitsof
profit sharing, is the
sharing.
stock
men,
Company
efficiency,and
England
that
plan
which
field for
they have
Gamble
and
the
country.
for
companies' of
gas
the
of business
proper
in the
share
a
stock-sharing scheme
a
class
of standards
is
Procter
means
model
with
them
rewarding
in
interest
and
promote
all
and
heading
profit-
use
sharing plans.
Another
This
to
contention
is held
is the
to
open
used
at Boston
fact
the
that
a
more
as
which
one
definite
contend
may
printing business.
dispute.
classify the profit-sharingplan
Mifflin Company
to
people
many
fairly standardized
be
not
can
which
business
by
But
the
Houghton
its
owes
incentive
it is well
validity
could
not
be
discovered.
There
a
is another
similar
of
much
reason
the
the
work
same
type of business
for
in which
sharing profits: where
is done
away
from
there
a
exists
large portion
supervision, very
difficulty in appraising the
faithfulness
HAS
the
of
PROFIT
worker
average
the
expedient
the
management
results
his
of
of
making
work, but
all such
workman
also
his
businesses
with
interest
an
him
puts
157
partner
a
gives him
do
to
GOOD?
In
the
alone
workmen
supervised
MADE
appears.
not
good
fellow
SHARING
in
honor
on
best, whether
the
toward
adequately
not.
or
of the history of early, but successful,profitSOME
rectly
disharing plans. Most
plans of this
nature
pointed
The
of this
painters
supervised
be
can
operatives
far
removed
The
and
way.
But
applied,
company
again,
the
of
It is
because,
so
go
or
company
owners
as
fast
how
work
They
as
too
are
has
no
due
was
in
time
mixed
to
paint
way
of
the
routine
a
badly
or
And
house
same
knowing
carelessness
to
assigned
an
immediately.
show
not
asked
never
to
improperly
on
whether
the
part
not.
to
secure
he
did
of the
of his
in
stock
plan
the
that
profit sharing proved
work,
came
to
be
he
it.
But
mainly
such
did
workmen
the
making
in establishing
purely altruistic,
was
good
in
's motive
Leclaire
that
that
success
three
or
to
in
found
profit-sharing scheme
far
pany
com-
foreman, they
regard
time
from
does
management
merely
a
plant.
be
to
be
reasonably certain
a
to
is
workmen
the
paint
of business
loss
the
always
negligence
if the
two
carefully they do their
inspected
if
the
closely with
as
by Leclaire
supervision.
are
are
when
without
or
success
house-painting
a
manufacturing
a
from
latter
station
in
was
with
great
inaugurated
obviously,
and
thoroughly
how
Leclaire
Quite
to attain
that
was
dispatched,
are
not
or
Maison
Paris.
in
can
principle
The
in 1842.
are
the working force.
stabilizing
profit-sharingscheme
first
because
toward
an
need
not
in
his
it is also true
from
the
effective
fact
cor-
earnings of his
Marche,
department
a
nine
company's
million
by either present
does
not
supervising
its
owe
of
principal assistants
might
extended, however,
was
mainly
members
of the
of
welfare
look
each
working
to
more
profitsthrough
The
men,
from
man,
for
running
a
^HE
Bouci-
business, made
in order
her
in
herself
that
merchandising,
less direction.
workers
The
plan
succeeded
and
generally effective unless
force
a
the
in the
keenly interested
are
realizes
force.
Most
stabilizing
the
according
men
business
listen to the
force
the
hiring
of
to
dollars
and
various
to
incentive
than
larger
of
two
to
of
importance
the
profit-sharingplans,
incentive
cost
mere
potent
binding
difficulty of
customer.
twenty-five
is
the
with
in
supervision is possible in
not
manufacturer
Every
stable
sales
is held
Aristide
Mme.
all her
to
store, it is
stock
the
to
of
with
because, although
department
all of the
inaugurated
was
force.
partners
loyal service
secure
which
inception
inexperienced
she, although
of
annual
an
Today
worth
founder
the
with
Bon
workers.
retail sales
the
widow
caut, the
the
dollars'
retired
or
Paris
dollars.
profit-sharingscheme,
This
1880,
in
store
is the
profit sharing
of
forty-five million
of
turnover
greatly increased
it
that
business.
example
French
Another
YOU
HELP
workmanship
of careless
rective
the
LOYALTY
HELPING
158
in fact,
increasing
to
of production.
volumes
in
breaking
estimates
all the
hundred
dollars
of
adoption
the
world
needs
opinions of
today
others
CLARENCE
President
of the
who
more
and
are
willing to
weigh them.
M.
American
WOOLLET,
Radiator
new
way
per
methods
closely to their jobs.
more
a
Company
XVI
PROFIT
SHARING:
WHEN?
WHY?
James
By
President
Steel
THE
thought
of
working
and
thus
for
his
own
have
The
labor.
in
vitally interested
tools
to
The
part
be
whole
of
heads
put
worn
the
them
and
of
work
they
are
forced
feel
and
are
they
are
upon
of
And
the
tunate
unfor-
between
ital
capis
corporation
the
not
man
work-
benefit.
trace
of
thought
individual
obtains
does
consider
them
as
aside.
thrown
the
making
corporation
the
the
that
systems
him.
upon
every
ing
promot-
founded
company's
the
the
to
think
with
of
of
amount
Our
I
sometimes
men
dollars
and
planned
removed
that
vast
a
its workers.
for
and
we
of
cooperation
antagonism
and
is
Corporation
given
being
of
system
active
that
has
because
instead
the
think
Steel
satisfactorily,
securing
I
States
with
happily
entire
The
Farrell,
millions
many
very
individual
the
United
interest
out
resulting
the
Corporation
mutual
a
of
A.
HOW?
divides
employee
itself
into
of
the
integral
an
four
broad
:
1.
Stock-purchasing
2.
Pension
3.
Safety
and
first"
plan
relief
the
guarding
from
men
injury
4.
Welfare
housing
"
the
bettering
of
conditions
of
work
and
160
LOYALTY
HELPING
Each
the
with
employees
another
like
man
the
well
it has
HOW
been
and
pensions
first of the
the
corporation's earnings
the
stock
in
urged
interest
his
of
out
identical
its
and
the
When
understood
what
.according
come
be-
to
for
share
a
in
1903, when
It
employee
is
is
by buying
company
thus
gains
an
and
no
larger stockholders
interposed between
the
ration
corpo-
stockholders.
the
the
But
was.
now
the
generally
had
very
of the
officers
investment
fiftythousand
some
one
whom
the
of
nature
and
of
many
not
was
hundred
and
to
ployees
em-
sand
fifty thou-
of stock.
plan is
to
employee
approximately
shares
purchasing
The
stock
explained
hold
the
employees,
everywhere
men
shares
to
as
the
put into effect it
was
in
because
with
the
is
"
by the
ideas
The
owners
plan
corporation
the
with
self-interest
additional
vague
savings.
work.
inaugurated.
was
sense
pool his fortunes
to
stock
best
the
his
available
adopted
was
subscription plan
profit sharing
appreciate
give the employee
to
pension
a
about
is
other
an-
workers.
among
plans
sees
conditions
best
stock;
deeply
$12,000,000
reliefwork
his
he
ferred
pre-
may
possiblefor employees
made
stockholders.
be
contributing
man
on
most
may
healthful
and
One
because
and
another
in
money
ing
caus-
hardly
can
valuable
make
to
toward
part
one
interest.
still another
safeguards
its
with
more
mutual
work
may
while
The
the
YOU
activity
One
opportunity
the
ahead;
of
done
has
cooperate
as
sentiment
the
to
corporation.
the
to
to
activities
these
of
HELP
very
agent
which
to
of stock
any
his
simple.
for
employee
salary,
the
The
the
acts
company
men.
may
relative
The
subscribe
as
number
is
the
of
graded
proportion being
PARTNERS
greater for the
of
higher
than
the
the
dollar
one
for
cents
in
pay
the
than
The
is five
If
dollars
it.
What
per
cent
he
of
The
their
money
of
progress
the
own
their
enter
go
to
volition
of the
them
the
stockholders
to
the
of stock.
to
with
to
those
stock
be
at
the
premiums
who
the
unpaid
or
divided
rata
pro
of the
end
before
has
he
paid
are
five
leave
or
forfeited
to
cancel
may
him
paid
dies
the
and
officers.
They
largess.
they
and
fivepleted
com-
his estate
to
in
meeting.
not
These
the
men,
do
the
be
the
meetings
this entirely of their
expenses
meeting,
point
deliberations and
could
in
tives
representa-
prompting
any
their
elect
with
stock
annual
plants
workingmen's
actively into the
suggestions. Nothing
They
through
recipients
mere
their
earn
Before
of the
many
not
vitally interested
are
corporation.
constituents, attend
speak from
and
stockholders
real
are
company's
own
subscribers
chased
pur-
five-year period.
men
the
fund
a
subscriber
the
If
payments,
full
the
for
of
remaining
period.
his
into
monthly
thus
employee
These
company.
thrown
are
the
among
the
to
first five years;
the
their
subscriptions,sell
employment
stock
not
are
fifty
and
his
the
returned
Premiums
interest.
premiums
be
the
between
permitted
of
share
each
paid,
not
paid will
has
their
cancel
for
year
subscription is
a
year
a
to
dollars
to
dollar
cent
during
bonus
or
to
monthly
two
is not
per
adds
company
premium
a
workman
twenty-five
from
one
less
according
preferred
and
cents
A
common.
more
earnings.
this
twenty-five
and
earners
somewhat
vary
run
the
the
for it in
pays
and
for
month
for
at
payments
stock
the
per
stock
price, and
minimum,
price of
dollars
three
the
161
than
wages
takes
market
The
market
to
He
current
PROFITS
of low
earners
wages.
instalments.
AND
finer
than
on
the
part
being paid by
and
of view.
make
the
of
many
They
valuable
effect
of
162
HELPING
this
is
of
mingling
less
or
LOYALTY
the
HELP
in
workers
the
with
the
exchange
of
field
The
stockholders.
absentee
YOU
more
ideas
infinitelyhelpful.
like
We
their
during
us
old
million
twelve
the
pension
of
years
after
women
of
per
cent
ten
years
of
the
and
The
The
the
the
committee
safety-first
and
committee
why
relief
in
of
disregarding
During
one
lars
dol-
and
now
a
little
of
expenditures
in
than
compensation
the
help
men
in
was
the
it is
states
the
entire
formality in application.
companies
paid
eighty-fiveper
was
casualty
quarter
1910;
of
laws
feature
various
the
in
a
the
started
was
$2,564,839, which
less
How
it pays.
year
of
brought
is
work.
at
legal liability or
aggregate
all the
is twelve
dollars
twenty
How
operates.
essential
The
places.
many
number
hundred
one
pensioners
employee
plan
by the
superseded
now
last
thousand.
accident
The
is
of
number
is
one
the
the
pension
maximum
of
basis
earnings for
minimum
average
twenty
sixty-five,and
the
on
fifty-five,
The
OAFEGUARDING
^J
of
age
monthly
service.
cents.
the
the
by
after
paid,
are
to
uted
contrib-
balance
retirement, multiplied by
moflth.
three
over
of
age
amounts
been
the
and
above
average
month
per
per
thirty
the
before
years
dollars
the
which
by
of their
care
having
Pensions
men
they- stand
take
fund,
Carnegie
service, to
if
will
we
dollars, one-third
Corporation.
Steel
of
years,
Andrew
Mr.
by
that
know
men
active
Hence
age.
to
the
have
to
Suits
matters.
of
one
per
cent
an
cent
were
of
all
accidents.
The
thirteen
the
safety-firstcampaign
thousand
past six years,
persons
but
has
from
it has
only
not
serious
given
a
new
saved
injury
nearly
within
angle and
a
164
HELPING
accident."
its
has
board
of the
asked
are
it is put
committees
man
every
is
will
be
More
system.
than
already served
Without
safety
any
will
and
the
ought
did
like
not
but
jobs,
details
for
a
in
found
the
new
the
in
men's
work-
order
the
that
that
and
of
stage
man
welfare
the
workmen
the
have
of the
condition
mills, and
that
for
every
himself.
they would
to
up
man
their
if the
zeal
squarely
put
were
with
work
they
They
interfering with
someone
at
superintendents
the
out
cerned,
con-
ment
resent-
cause
this
doctrine
look
most
men
met
through
to
of
idea
of
will
We
the
able
of
Most
up
idea
the
chance
them
solution.
a
out
guard.
with
come
amply
we
of
Take
went
be
to
work.
believed
thoroughly
for
recurrence
thereafter
measures
fail.
therefore
had
and
the
a
through
safety
interest
welfare
or
of the
beginning
foremen
and
active
the
details
committees.
these
on
has
thousand
eight
vention
pre-
devices
prevent
pass
the
the
the
new
frequently,
parcel of
and
part
a
with
supervision;
accident-prevention
between
committees
membership
changed
only
means.
best
The
plant
not
also
made,
himself
will
eventually
may
and
workman
him.
to
up
but
to all of the
ways
thinks
he
is
is followed
The
welfare.
or
suggest what
"
suggest
each
suggestion for
no
out
procedure
same
safety
to
plant,
accident"
sent
are
and
competition,
same
When
similiar
"a
accident
The
to
of the
YOU
tabulated
stimulate
companies.
of
HELP
are
to
departments
various
they
forms
These
score
between
the
LOYALTY
a
"That
typical
to
install
The
in
case
a
carpenter
guards
saw
superintendent
contemptuous
thing isn't
and
An
shop.
with
received
it
a
the
order
design
new
for
device
sniff.
a
guard.
It
will
kill
someone,"
PARTNERS
lie
said.
replied
The
PROFITS
safety-firstman
took
165
him
tactfully
and
:
"Well,
Make
AND
Bill, you
up
better
a
have
must
I will send
and
one
kind
some
of
it out
guard.
a
the
to
other
plants."
And
the
for
guard
We
have
that
so
guard
he
be
solid
life of
initial
not
it
was
a
the
the
was
home
product.
once
but
in
preventing
who
does
whether
must
is anxious
seen
to
guard
the
the
dust
the
difficulty
and
the
watched
so
that
their
are
asm
enthusi-
Every
man,
.salary,is eagerly enlisted
a
with
out
best
beginning
judgment.
laborers
welfare
or
tions.
costly installa-
too
or
at
or
come
the
over
in
now
that
safety
new
most
their
wages
common
managers
be
now
receives
he
useless
kicked
override
not
out
overcome,
securing
to
who
declares
keep
to
best
gears.
opposition
men
another
order
regard
men
I have
in
in
The
and
and
it
gears;
been
devices,
the
because
the
see
the
The
shop
can
must
preserve
has
that
made
was
possibly twenty-five designs of guards
they are all good. One man
wants
a mesh
and
use
guard
new
conferring with
of
way
idea.
winning
some
avoiding
five-figure
simple
some
accident.
The
of
ideas
formerly
the
plants
with
of
bearing
the,
feet
the
if
and
to
ladders.
safety
all
portable
average
ladder
inclined
would
man
not
was
at
the
an
feet
to
exhaustive
determine
those
Among
for
continued
an
sands
Thou-
safety devices
bearing different
ordinary
surface
spikes
made
ladders
types
are
accidents
ladders, but
good idea.
every
being interchanged.
are
had
to
currency
consideration
under
now
We
gives
bureau
on
series
of
at
which
slip. They
safe
on
a
angle greater
of
experiments
with
weights and
angles
One
happen.
a
ladder
that
found
smooth
than
various
or
oily
sixty de-
166
HELPING
feet
helped
with
a
that
neither
matters
and
they
for
spikes
the
der
lad-
increased
to
going
are
will
show
the
The
total
cost
safety
plain
a
angle
we
the
nor
adopt
to
danger
angle
ladders.
this
of
All
for
million
costs-
money.
for
workmen
669.33, and
to
a
$2.84
successive
two
$6,017,848.28.
We
million
each
alone.
to
which
device
simple little
YOU
recommended
Now
beyond.
or
the
it when
holding
man
sixty degrees
a
HELP
found
They
grees.
LOYALTY
dollars
Reduced
one
to
$3.01,
and
year
from
capita basis
half
a
tion
preven-
it amounted
for
$3.32 each
and
ures
meas-
$7,240,-
accident
on
year
the
was
years
spending
are
per
a
of
lowing
fol-
the
years.
it pay
Does
be
must
insure
fair wages
who
have
and
plans
principle
the
smallest
and
welfare
return
their
which
guides
must
foundation,
ramifications
the
be
THERE
equipment,
are
It is
element.
human
element
in
three
the
more
is, in
securing
is
employees,
profit to
of
cost
of
is
large.
the
to
the
workmen
principle
and
of mathematics.
analysis,
the
one
most
portant
im-
the results desired.
Industrial
D.
BTIRLINGAME,
Superintendent, Brown
Manufacturing
to
of the
means
the
of
matter
LUTHER
But
pension, safety,
"
last
to
those
important actors in production the
the
human
employed, and
systems
and
more
being appreciated that the
the
to
equally applicable
initiative
a
its
work
adjusted
only
enough
earn
reasonable
The
adaptation
becomes
for
our
us
manufacturer.
work
it shall
prise
enter-
in it.
because
But, taking the
owners.
a
money
large
are
the
the
to
invested
that
industrial
An
conditions
working
pay
it does.
conducted
so
proper
Our
think
We
?
Company
and
Sharpe
as
its
XVII
GIVING
THE
MEN
WHAT
ITS
DOING
By
Harry
FOR
Franklin
Organization
Ford
Henry
Although
short
the
have
of
some
The
was
of
the
that
he
one
known
conversation
his
the
at
the
the
Ford
as
in
already
manufacturer.
a
Association
Ford
it became
When
topic of
sole
the
Henry
was
of
Mr.
and
almost
tables
1913.
enterprise
Ford
Detroit
room,
to
developments
banquet.
outlying
manufacturer
local
was
him
previous
details.
remarks.
had
mate's
the
to
nothing
but
class
remark;
feeling against
of
filled
however,
of
merit
"and,"
him
among
he
about
Mr.
in
Ford
and
as
low
an
Detroit
of
my
in
and
wages
of
labor
hires
'
was
my
the
table-
is considerable
manufacturers."
his
methods
employer
"there
I
interesting
laudatory
'
sonally
per-
Ford,
many
many
foreigners,
added,
I
as
mechanical
Ford's
pays
help, mostly
and,
wholly
But
praise.
table
corroborated
He
"He
him.
my
more
and
not,
was
As
criticized
cheapest
talk.
impressions
He
learn
to
to
at
sat
eager
encouraged
he
in
was
the
at
in
held
of
spring
National
the
and
methods.
A
he
of
guests
of
distinction
being
was
late
plant
time, Henry
that
convention
Manufacturers
the
history
nation-wide
annual
Ford
the
noteworthy
most
since
place
enjoying
was
in
eventful
but
taken
the
Porter,
to
was
FORD
Engineer
introduction
FIRST
MY
CHANCE-
A
168
how
Just
unable
was
I
the
extent
of
one
of
part
visited
plant
the
of
excellence
the
Therefore
to
the
and
safety,
I
admission:
hiring
years,
could
we
them
and
giving
not
Then
had
They
policy,
but
they
resistance.
five-day
it
months
of
55
was
that
men,
an
of
the
the force
idea
can
be
The
long employment
had
become
one
of "rubber-neck"
in
dawn
to
necessary
cent
per
as
until
for
would
hire
total
comprised
had
of the
of
line
in
sights
tourists.
When
used
to
of
the
whet
the
Some
the
to
immensity
front
labor
number
the
it
extent
is
sidered
con-
thousand
seventeen
some
the
their
large.
men
payroll.
officials.
following
very
new
hiring
of
Ford
that
was
stick,
to."
had
method
was
as
making
they
been
result
little
as
in
on
gone
and
the
of
following
shop
this
ever,
how-
explanation
had
we
upon
"floaters,"
or
men,
long
as
The
place.
methods
the
door
unconsciously
had
on
Chamber
an
exactly retrogressive
been
not
to
in the
wastes
to
the
his
made
back
advance
an
began
men
line of least
of
them
with
Company,
Motor
them
job
same
tremendous
the
handling
and
the
at
also
of the
employers,
the
putting
had
provisions for
Indianapolis
other
at
men
get them,
work
Ford
the
like
on
emphasis
that
1915, in leading up
"We,
skill
I
the
of
retrogressive.
'profit-sharingplan,
Ford
But
believe
as
before
in
great
atmosphere
to
officials of the
early
Commerce,
the
classed
speech
a
any
sanitation, the
and
was
subdivision
conditions,
unwilling
be
success
impressed
away
cheerful, busy
was
of the
in
for
came
I
skeptical.
was
the
operatives.
working
could
men
One
of
and
light, ventilation
good
as
his
of
many
for
necessity
the
criticism
Ford's
carried
had
I
that
for
reasons
he
which
to
labor, eliminating
the
the
this
in
was
confess
I must
learn.
to
that
knew
justice there
much
of the
Ford
the
task.
plant
curiosity
GIVING
THE
Accordingly,
number
same
of the
Nothing
to
solve
of
employees
the
plants employing
in
the
none
with
the
Ford
own
in
of
the
course
heads
determined
In
the
of
the
was
grading
uniformity.
This
foremen.
departments,
and
tical
doing virtually iden-
were
getting widely varying
were
about
system
hands
different
tion
situa-
better
way.
the
department,
but
work,
a
great lack
largely
same
labor
visited,during
in their
they found
entire
were
result, operatives in
a
169
Other
daunted,
been
CHANCE
of the
men
problem
had
matter
even
of
BIGGER
survey
investigation, but
found.
As
broad
a
A
undertaken.
was
the
MEN
of pay.
rates
each
just how skilful a workman
based
these findings
Wages are
on
proved mutually satisfactory.
finds
FORD
employee is.
out
and
The
the
of different
number
Therefore,
large.
too
classification
original
All
six
has
plan
it has
as
the
work
divisions, or
groups,
groups
found
of
the
proficient
of
company
of
were
boiled
rates
that
In
no
contrary,
when
down
rates
several
figure was
the
had
continuously
for
fitted
in
been
two
accordance.
eight rates,
to
grade
divisions, that
men
into three
proficiency,and
of average
additional
further
was
of
service, to
in the
employ
over.
or
years
These
against
as
into
finally
sixty
some
originally in force.
were
ease
as
of these
Each
subdivided
was
who
were
pay
was
approximately
turn
reward
Rates
fall
in
in
the
This
out.
classes,of skill.
established
some
comprehensive
a
or
highly proficient. An
the
to
beginners, those
the
"
entirely
was
successful.
was
groups,
worked
was
been
different
first step,
the
as
skill
of
rates, moreover,
was
on
rates
a
previous
man's
the
whole
were
slightly above
cut.
On
the
graded upward, and,
were
condensed
even
rate
the
into
one,
the
highest of the
new
ones
HELPING
170
it
Rates
superseded.
were
condensed
to
cents, and
so
54
to
23
cents, for
the
labor;
60
service
a
fails to
man
before
that
after
the
do
can
two
things
but
The
Ford
In
from
of
addition
let
slip"
the
simply
latter
man's
to
be
The
Now,
he
comes
day
pay
in,
comes
is
man
has
if his
new
entitled
to
the
task
failure
inefficiency. He
cumbered
with
a
Men
to
men
the
no
make
to
for
his
to
send
for
must
of
not
discharge
to
of
the
If
a
but
the
the
"raise
why.
matter
foreman,
slip is
allow
no
asked
the
record
after
and
carelessness.
in
out.
get
stay.
promotion,
attention
tion,
organiza-
instance,
is sent
to
cult
It is diffi-
Ford
power
for
man,
his
the
He
is also
due
to
the
department
failure.
toning-up effect of these
appreciated.
work
shows,
man
inaugurated.
foreman
the
a
difficult, to
more
away
also
a
slipped
is taken
its
the
systematic reviewing
was
for
if
the
advisedly.
into
get
perhaps
taking
to
until
round
a
't it in him
hasn
he
ment.
depart-
in
peg
course,
is used
wants
workman
reproved
office.
out.
to
are
foreman,
the
third
If
now
Company
each
appeal"
another
around
Of
trials,that
in it is
once
"square
a
is found.
best
in
work
is shifted
"reluctantly"
word
as
taken
of
foreman
his
and
was
"court
a
special
makers
employment
to
of
case
man
three
or
a
good, he is reluctantly
The
became
over.
or
in
the
back
sent
it is
and
he
with
tool
discharge
get along with
fault, and
Often
hole,"
of
vested
cents,
court, is carefully questioned, plainly talked
this
if at
to
power
and
hour
per
expert
years
connection
in
working
if
foremen
the
50
to
miscellaneous
for two
the
cents
rate
other
cents, for
cents, for instance,
46
lowest
and
YOU
58
to
from
The
65
highest
52
cents;
on.
Simultaneously
from
from
messengers
in the
foremen
HELP
LOYALTY
longer
measures
are
can
at
a
readily
be
disadvantage
172
LOYALTY
HELPING
nine
in
than
work
vicinity
the
getting
were
day for carfare.
plans
Many
systems
work
At
nine
before,
and
devised
one
stroke
the
profits. The
the
22
man
minimum
but
hours.
All
shared
in the
Only
ten
entitled
to
working
required
to
and
his
Young
were
to
be
every
amount
man's
to
dollars
of
cent
per
the
of
by
any
The
day.
a
a
from
share
a
received
be
to
hours
pay
$2.34 for
of
three
the
of
day
employees
of
nine
at
once
to
a
himself
not
like
showing
himself
factory
The
each.
in
had
been
This
was
each.
from
share
22, and
18
the
to
22
he
'profits,
superintendent
be
spent
in
and
sisters
those
"
over
upon
22.
this
was
trious,
indus-
staff that
extravagant
families, widowed
of
years
sober, saving, steady,
supporting
and
of
hours
man
under
were
eight hours
young
satisfy the
treated
day.
nine
of
entitled
men
chance
a
per
shifts
show
the
had
dollars
brothers
younger
to
was
would
men
factory.
unsatiswent
the
previously
shifts
to
money
reduced
five
them
five
be
might
raising
ing
profit-shar-
management
was
cent
per
that
order
In
age
to
of
seemed
they
old
ten
two
changed
to
profits.
of
one
every
added
years
wage
oughly
thor-
a
Company
Various
and
company
smallest
more
or
a
original plan.
an
eight*and
to
cents
exciting
no
idea
The
Ford
the
was
In
employees.
investigated
as
of ten
Motor
dismissed.
was
were
So,
its
work.
them, beyond
Ford
for
elsewhere
hours'
there
considered.
were
still further
wages
the
prosperity with
its
share
of
tion.
expectamore
lines
ten
for
all
cent
per
allowance
an
further
desire
aroused
for
apparently
anything
do
to
Thus
ten
similar
in
men
receiving
were
addition, they
cause
receiving
were
men
hours'
YOU
condition, sales exceeding
highly prosperous
The
HELP
living.
mothers,
condition
"
GIVING
This
THE
has
been
quite unlike
conform
fact
does
not
that
wait
in
the
of
stock
makes
what
the
fact
has
asked
When
it does
HPHE
exercises
should
be
minimum
But
to
Plans
Ford
an
received
23
receives
the
plus $2.93
as
eight
Nor
this
on
score.
his
in
Ford,
it costs
"Well,
family properly
his
as
it?"
else, doesn't
that
of
$5
the
remain
pay
reward
hour,
same
amount
or
for
the
on
pay
hours
:
envelope.
hours,
now
namely, $2.07
two
are
sums
The
$3.96 plus $1.04 for
receives
formerly
who
man
profits. The
of the
share
before.
as
$2.07 for nine
eight
a
sufficient amount
a
A
$5.
to
is not
day
a
each
44-cent-
day
of
hours.
Those
is $5 the maximum.
from
38
operatives
share
criticism
raise
rates
an
man
get
wages
wage
regulatethe high minimum
How
workers.
for paying women
almost
paternal watch over employees.
separately indicated
an-hour
tional
addi-
to
cents
his
smallest
earnings is added
bring his total
But
is the
Henry
anybody
The
man's
each
men
unusual.
as
replied:
understood
wage.
to
the
the
by
unorthodox
reason
to
used
system
it
the
at
company
investment
no
manner,
or
the
profits.
much
as
I. paid.
It
of
earn
give his
to
mechanic
a
predetermined,
in for much
come
just
sweeper
is
marks
who
quaint, Lincolnesque
a
share
company,
of the
share
plan
The
profit sharing.
earnings
those
it
does
of
plan absolutely
that
largest
the
the
it is
But
definition
involves
and
year,
173
profit division,nor
of
workman's
the
on
CHANCE
profit-sharingplan.
a
plans
the
BIGGER
A
orthodox
any
of the
end
called
other
to
The
MEN
to
and
in the
48
cents
up
to
the
$6
hour,
in
mechanics
profitsto
daily earnings
an
;
the
extent
while
who
or
the
before
were
first-class skilled
beginning grade,
of
those
ing
earn-
may
bringing their total
rated
higher 'still,
174
HELPING
up
to
as
$7
where
profits
taken
is
only $2.14,
Salaried
lowest.
rated
man
54-cent-an-hour
The
that
at
YOU
receive
man's
as
men
separately through
of
care
HELP
salary class begins, may
the
day.
a
LOYALTY
much
as
share
of
the
against $2.93
for
the
do
but
are
share,
not
bonus
a
is
which
plan
equivalent.
At
the
first the
only
profits were
the
themselves
include
to
have
they
in
the
been
it
Later
the
quitting their jobs
plants from
in
order
to
in
the
virtue
of
testing the intentions
If
as
means
a
they stick it
usually
the
have
of the
financial
in
end
Further,
the
of the
in
these
of
until
will
there
them
in-drift
of
men
actually
manent
perpany
com-
living habits
be
come
no
and
prove
im-
to
"
up
doubt
to
the
of
the
profits
the
six months.
protect other
those
they
wages
make
they
its
newcomers.
undesirable
are
to
Company
will
now
of
out
fide residents
of
from
other
entertain
or
the
and
courage
dis-
to
cities,the
Ford
applicants only
as
and-
employment
Detroit,
plants,
who
been
have
vicinity,for
at
least
months.
At
first the
It has
shops.
force
are
their
on
order
Motor
six
that
so
other
higher
get the
ability to qualify for participation in
the
bona
if
"
in
men
Again, it gives the
up
meantime
the
standards,
man's
at
check
to
status, and
them
Ford
time
force.
chief
The
ordinary
at
qualities to
necessary
members
ample
six months
out
until
men
it also has
But
plant.
only
expedient
months.
earnings possible
Ford
had
new
discourage
to
was
who
found
all
payroll for six
change
22,
was
non-participants
on
this
for
reason
support.
in
participation
under
men
young
to
from
barred
ones
on
as
well.
the
same
plan of profit division
since
The
been
Ford
basis;
and
applied only
extended
to
branches
and
in both
include
the
the
assembly
Ford
to
the
office
plants
Canadian
5*
!
-.
.
~
.
Sistsr
29
Turkey
"
Rooms
p"r
*Sy"e
County
Highland
Park
t
Ho""
statt
Savings
Bank
Coca.
^4 report "Aee" Zifre ^is
plant. In
a
"dean
order
bill
to
$2.00
WetK.
w
share
mode
in
of health" from
Sob"r
ar"d
reii"bl"
ow"/or eocfe employee in
profits,employees must
the
the investigatorson
shown
above
the
various
the Ford
receive
points
is
Here
had
a
been
Note
Paved
follow
given
to
the contrast
streets,
in
of Ford
making the
typicalfow
the
and
between
home
this
houses
before any thought
pleasant.
lifeof employees more
below
and
the
one
picture
workmen
s
cheerful home it, and pleasant surroundings
of the investigatorswho study living
employees
suggest improvements to Ford
wake
generally
conditions
THE
GIVING
in
difference
Women
hundred
several
are
"Women
as
in
$65
a
of
and
:
Women
throw
to
for
do
their
up
Few
of
Those
who
do
looked
upon
be
in
advance
pay
as
notice,
them,
even
the
and
pany.
com-
come
not
riages
mar-
not
are
as
sidered
con-
An
men.
for
appropriate
more
a
likely
are
of their
factors
considered
is
not,
employees,
they
reason
economic
stable
such
ment
treat-
company
are
announcements
this
For
leave.
and
the
years,
reliable, steady
sudden
make
infrequently
the
rule,
a
office is
long with
several
remain
as
in
influence
to
remain
them
increase
time, without
any
happen
may
as
women,
positions at
temporarily.
to
Also
sharers.
the
they
because
share
not
that
reason
any
in
girl
a
official of
an
women,
of families.
rule, heads
for
now
there
men.
substantial
a
explaining this difference
In
' '
said
minimum
month.
men
them
gave
as
profit
not
are
and
"
ta
scales.
wage
precisely
treated
into
put
there, owing
breadwinners
are
are
"
company
The
wages.
who
177
been
British
and
class, however,
a
the
Instead,
is lower
American
factory
the
in
the
CHANCE
plans have
minimum
the
effect, although
the
BIGGER
A
plants similar
English
and
MEN
them."
For
been
on
payroll six
the
of
short
believes
essential
the
in
in
to
a
Motor
Ford
has
sole
barment
dis-
of life which
habits
in
who
Company
decent, self-respecting American
a
what
greater
longer, the
or
the
standard
While
workman.
reflected
the
months
and
of age,
years
persistence
is
condition
fall
is 22
who
employee
the
or
a
less
is
man
extent
the
on
is
outside
and
in his demeanor
quality of his workmanship, the only practicalway
which
was
the
these
the
could
company
by personal visits
results
visits.
attained
to
the
check
homes.
up
In
in
a
this
large
respect
measure
by this organization is traceable
to
178
HELPING
So
LOYALTY
to debate
pausing
without
aspects of the
act,
instituted
and
the
about
set
of
efforts
The
have
huge
fruit.
in
espionage
a
ordinarily implied
supervision
closest
frankly
for
and
from*them
away
in
help them
another:
and
He
the
most
namely,
by
work.
most
is
It
than
sort
exercises
life
of
not
the
financial
and
taking something
how
to
in
but
one
way
bettering his
him
respect
it,however, openly and
does
practical
teaching
then
this
opinion,
my
persecuting them,
the
of
homes
employees.
Ford
home
purpose,
or
the
welfare
term.
the
over
affairs of his workmen.
department
totally different
a
this
by
Company
more
is,in
social
of
but
way,
and
It
rantably
unwar-
Motor
organization in
effective
practicable and
was
visiting
thousand
remarkable
borne
workers
Ford
of
task
Ford
the
their
of supervision
"investigation"
or
of its seventeen
one
every
follow-up
a
extension
an
not, the
paternalisticor
YOU
fine-spun,theoretical
the
whether
to
as
private life of
the
over
HELP
order
man
help
can
financial
to
condition
prosperity
use
to
.advantage.
MORE
the
out
home
of
lives
Ford
men
Ford
they had
deal
of
minimum
bad
world
a
close check
How
for
chose
to
be
to
plan has
on
kept
they are
high
a
obtained
an
antagonism.
habits, the
standards
of
victims
order
to
Persistence,
of tact
amount
Men, the slaves of all
living, had
to
be
vices
made
a
manner
and
to
a
thus
with
get results
new-world
which
ability,
of 'detective
quickly.
infinite
of
the
on
pried into, facts secured
be
shrewdness, and
of
depended
investigators. Men's
his
requisite qualities in order
were
keep
to
workers.
of the
required
cases
and
of
of
success
private affairs had
in many
used
the methods
debt.
of the
Much
type
of
about
see
oldthe
180
HELPING
get married.
to
was
took
faked
others
were
had
the
of
error
Another
owned
real
he
would
estate
that*
result
The
the
Ford
in
bought
of
the
the
purchases.
instalment
with
matter
and
with
with
good
got
the
on
the
them
Ford
a
men's
found
So
the
As
many
up
the
Then
the
release
to
contracts.
to
company
A
legal affairs.
makes
now
entering into
supervised
to
the
various
to
on
on
department
are
agree
employee
company
his
went
man
the
a
and
his
the
real
any
him.
with
were
men
led
a
By
through
and
estate
employment
special purchases
of
he
days.
affair
the
for
estate
signed
few
real
man
spread rapidly.
man
next
the
real
day
next
a
harvest.
legal department
deals, to confer
Other
make
a
estate
the
if
that
reaped
strongly urged, before
are
luxuries
to
dom
the unwis-
and
effect
experiences
representative of the
the
made
unfairly inveigled into
similar
headquarters
real
forced
supervision
undertake
up
wives
tangles
men
facts
of course,
of
wind
employee
and
Many
these
profits,and
very
the
contracts
legal department
estate
their
get the
man
news,
officials got
This
one
particular
advantageous
men
the
the
men
and
assurance
profit payroll.
every
All
water.
to
was
coincidence,
an
Pord
of the
misrepresenting
estate
some
singular
a
side
impression
real
such
wives, still
their
as
hired
or
precipitous matrimony.
of
time
act
wise.
other-
or
persuaded
patiently straightened out, the
be
to
other
to
less
wife-
were
asserting
certificates,
marriage
the
on
who
men
others
relatives
or
YOU
deficiency, fairly
the
hastily married,
friends
women
HELP
Immediately,
remedy
to
steps
Some
see
LOYALTY
and
payments.
be
debt
company
suppliers
not
until
to
The
ridden
with
frankly
took
of
sign
they had
ascertained
evil
similarly.
his
of
household
up
a
first
tract
conferred
con-
ability to
garnishees
GIVING
THE
been
has
MEN
eliminated
almost
local
between
BIGGER
A
merchants
take
the
up
and
the
usually
able
are
of
resumption
becoming
reincumbered
company,
through
constantly
hammer
to
little
succeeded
temporarily.
deceits.
The
caught.
If
given
telling
on
by
the
that
when
of
many
themselves
make
to
men
they
really
are
marriage certificates,
of
they
practically
did
did
the
them
the
matter
the
about
to
occasions, and
a
leave
voluntarily
not
talking
If
every
discharge the
not
to
to
and
court
truth
made
crete
con-
penny
every
stay and
to
were
for
was
back
refused
man
so
men
they
need
lesson
pay
the
pay
invariably secured
decision.
foreign-barn workers
HOWEducational
features that
comparison of results
The
required them
to
The
achieved
large proportion of
greatly
nor
endeavors
these
compelling
took
the
investigators eventually penetrated
company
all
which
lessons
ever,
how-
falsely obtained.
company
In
against
case,
wholesome
a
the
promotion
for
as
Ford
promptly
guard
mentioned
be
the
workmen.
the
to
by
not, such
the
for
as
to
of the
falsification
the
who
officials,
arrangement
one
home
plans devised
qualified
appear
Ford
and
urged
are
sociologicaldepartment,
its
passing, it should
In
the
is
Before
company.
the
indebtedness,
all
cooperation
rid themselves
To
181
merchants
some
payments.
possible of
as
make
to
the
with
matter
similar
by
instituting legal proceedings
to
CHANCE
act
to
as
hampered
work
write
men
English, however,
pay
big
Ford.
by
handled
A
dividends.
the old and
plans.
new
speaking
non-English
ployees
em-
investigators, for
the
through
interpreters
difficulties with
by
are
interpreters.
were
hard
who
could
soon
led
to
not
the
Men
it
petent
com-
find.
speak, read
company
to
182
HELPING
LOYALTY
organize
for
instruction
educator
was
called
with
the
ranks
foremen,
at
the
instruction.
Two
the
to
there
twenty
per
worked
with
16,000
made
month,
in
effect
working
eight
been
units.
At
workers,
one
a
little
hours
the
a
day,
at
The
had
plan
15,800
shipped
men
26,000
18,000
approximately
units
40,000
over
month.
a
gain, it
of this
Some
is true, has
methods,
increased
interest, loyalty,
less
Working
higher
of
the
rate
hours
of
of
the
knowledge
that
.of
living, they
are
EVERY forbusiness
that
men,
and
day, the
a
each
output
permanency
and
but
of
much
improved
.a
1913,
company
new
with
of
man
product.
and
rate
a
each
February,
the
it made
of
fifteen
from
that
its
of
time, with
producing
Attendance
day, the
a
month,
a
over
present
it is
units
of
of
later, after
year
receiving
inauguration
fact
the
hours
ten
16,000
the
fourth
the
On
working
men
shipped
and
same
less.
time
present
are
increase
cent, in spite of
was
registered.
after
time
the
given.
are
have
who
thousand
a
At
from
mostly
men
voluntary
a
over
hundred
week
experienced
drawn
weeks.
a
An
energetic leadership,
of
class
a
short
was
hour
one
his
volunteers
those
very
plan
Under
lessons
for
compulsory
a
English.
of 37
end
YOU
in
sixteen
approximately
Within
of
of
graduated
is
staff
teaching
a
in.
HELP
their
they
rid
of
needs
means
are
it has
men
are
employment
gaining
and
develop
GEORGE
President
of
the
able
through
due
on
and
the
to
the
to
Reasonably
the
sustain
certain
happy
in
rising
cost
personality of its
originality,
growth,
H.
BARBOUR,
Michigan
Stove
the*
force.
worry.
individualism,
progress.
been
efficiency of
hour.
fear
to
about
come
Company
XVIII
HELPING
EMPLOYEES
TO
SAVE
By
Based
is the
WHAT
on
experience
of
of
certain
all
that
These
betterment
by Dr.
Edward
and
(1)
are:
of
thrift
themselves
workers
the
following
the
The
Company;
;
are
their
associations
Successful
Boston
of
needs
The
Company
(2)
of
(3)
that
of
Foreign
fellow
men's
work-
facilities
dence
improvi-
problem
must
organization
an
of
stated
that
(4)
meeting
the
erly
prop-
fellows."
are
maintained,
Company
Newark;
New
The
Filene
William
Motor
in
principles
provide
the
capable
companies:
Ford
of
is his
self-advertising;
most
first
ciation.
asso-
well
encourage
may
the
recognized
"These
to
ciation
asso-
recognize
Bureau
security
that
loan
profit by
been
says:
about
go
successful
a
of the
solution
instead;
be
will
have
money
will
workers
among
he
They
best
real
any
is to
widely
to
and
he
been
He
him;
savings
underlie
Pratt, chief
man's
a
that
encourage
have
borrowing
for
and
in
principles
Commerce.
that
employer
an
If
work.
estimate
merely
for
way
companies,
many
E.
Domestic
Investigation
workers?
principles
recent
Dennis
cooperative
a
his
A.
Extensive
an
best
establishing
among
Stanley
The
's
Sons
of
Edison
York
of
Company
Detroit
Northern
others,
among
;
The
Trust
luloid
CelCom-
184
HELPING
of
pany
Warner
and
Chicago;
Philadelphia
of
The
Gorham
others
be
could
of
details
identical, the
different
for
both
saving
Buffalo
;
The
and
Many
will
means
there
as
of
ends
be
found
obtained
to
reason
Certain
in
similar
all of
almost
are
in
vary
different
are
one
only.
course,
the
lending
and
for
companies
are,
While
ways
pany
Com-
of Providence.
savings associations
organization
associations.
the
of
Cleveland;
of
Scott
Publishing
Company
Company
are
maintain
another
Larkin
well-known
Several
money.
Sprague
named.
associations
These
Tribune;
Curtis
The
Company
Manufacturing
YOU
Chicago; Carson, Pirie,
The
;
Feiss
and
Joseph
or
of
Chicago;
of
Company
Chicago
The
Company
and
HELP
LOYALTY
many
as
conditions
to
be
faced.
CONCRETE
A
savings
as
member.
a
When
conditions
the
assistance
your
of
or
a
club
with
for
his
the
point
the
new
of view
the
ideas
with
report
results
and
the
member
of
which
will
with
mittee
com-
of the
at
worker.
the
Get
ment,
depart-
employees'
committee.
this
If
In
ference
con-
whole
problem
his
approach,
suggestions.
preliminary
your
proposed
workers.
welfare
or
advancement
and
"a
employee.
an
service
of the
or
cooperative savings and
a
appoint
problems
alone
appoint
men,
committee, look
his ideas
"angle,"
Combine
the
club
this
each, either
every
a
the workers.
list of
your
picked
with
interests, let the
from
few
a
rest with
through
maintains
company
should
founding
in
association"
control
analyzed
a
cooperative
employee
every
association, with
gone
and
assist
to
loan
Why
have
you
and
loan
plan for organizing
and
methods
Make
include
up
a
study
obtained
a
set
in
tentative
of
with
ference
conmittee
com-
by-laws, if
HELPING
the
association
club,
off
or
WORKERS
is to
copy
a
about
them.
fill in and
into the hands
and
him
extend.
tentative
Give
him
See
report.
him
week
a
Ask
think
to
"ballot"
up
this in
drop
Kun
employee.
loosely drawn
a
Let
larger employees'
a
of every
suggestions.
Give
185
organization exists.
no
copies of the
goes
for criticism
of
part
a
constitution,if
a
mimeographed
that
be
SAVE
to
conveniently
a
placed box.
When
suggestions
be
worked
committee.
the
the
win
likely to
It wins
his
of
loyalty
the
among
final step is the
and
employees,
in the
by-laws
control
of
or
election
the
of
Best
first
of
all,
self -advertising
a
officers
into
passes
report by
provided
as
this is done, direct
When
just been
have
that
the
way,
the
hands
of
plan usually
the
by-laws
or
in
a
successfully followed
most
Looking
association.
an
form,
discussed
organization scheme, into
in the
of the
if he
than
is
and
employees themselves.
constitution.
establishing
now,
start
form.
final
work, his
adoption of the revised
association
the
steps
general
when
quickly
more
in
themselves.
employees
These
at the
voice
a
his
represents
his interest
organization
gets
cooperation puts into motion
campaign
The
It
able,
thought advis-
of the
employee
every
association.
if
can,
final report
plan of organization in
this kind
the
the
this way
his time.
thought,
saw
into
In
organizing
in, they
come
constitution, certain
the
closely
more
actual
making
questions demand
special attention.
Perhaps
the
of limitations
In
to
a
many
excess
as
can
may
to
problem
important
membership,
sum.
share
be
In
in any
carried
in
a
distribution
of
fund.
question
loans.
annually
are
others, only
the
is the
deposits and
associations, deposits
certain
deposit
most
certain
limited
annual
but
profits,
any
186
LOYALTY
HELPING
In
regard
In
simplest form
This
each.
in
shares
ten
say,
would
the
number
must
if
possible,or
high-salariedemployees
the
of twelve
dollars
instalments.
size of
maximum
within
reach
least
take
not
may
chase,"
"pur-
to
agrees
The
at
tice.
prac-
and
ting
participaof the
held
the
share
a
down
lowestthat
so
of
larger share
profits.
FORM
This
I:
association
as
Deposits for
Non
of the
same
be
of
range
savings $120 payable
the
govern
deposit should
paid employee,
value
par
monthly
or
"purchasable."
annual
wide
a
his annual
make
conditions
a
YOU
employee
the
at
weekly, semimonthly
Local
is
deposits,there
to
the
HELP
a
card
pass
six
serves
book.
months
can
Company's savings
A record is made
of both fines and deposits.
The
be quickly deducted.
deposit dates are
card
the
printed on
participating
man
time
who
wants
patronize
members
of The
deposits
excess
to
the
Celluloid
save
a
the
serve
larger sum,
association.
The
purposes
and
New
at
the
York
188
APPLICATION
FOR LOAN
Savingsand Loan Association
of the Employees of the
Chicago " North Western
General
Ry. Co.
Offices
Chicago
/if
plisiAJt.
_
7
191
_
a
I
for
application
hereby make
loan in the amount
a
tut
/6~.
of $
CO
_
^ChuL"J
_
^*^*
dU6
ilayt
^
_
f
S
376"
Department
oHt^eZm.
Salary $
/AO.
*"
_
Amount
(f
paid In \
_
Previous loan this month
My
I
residence
hereby
Should I
declare
sever
to the
It Is
f/
is
address
connection
my
secretary of
(A^eL*"^^v~^
of remaining in the employ of the Chicago I North Western
Intention
my
(o
3
with
the above
the
named
of said applicant's
deposit In shares
excess
of the amounts
the
torflyexplained to
Name
Of
notice
before
doing
so
association.
understood that loans will be made
distinctly
Loans In
I will give Immediate
said company,
Ry Co.
only to the
with association,
upon
asflxedby the above
of $15.00, plus the
amount
amount
approval of Secretary.
rule can-be
had
onlyin emergency
cases,satlsfae
Executive Commrttee.and only on securityapproved by the said committee.
"i^A^tf^LA,
Bmnntar
S"I
Executive
Approved
Committee
"7
l*M*ls
Chicago.
I North Western
Ry. Co.
For value received,I hereby assign to the Savings and
/6~OO
of $
and
and
I
,
amount
pay
from
any
money
to the Treasurer
7
191
/
To the Treasurer of the
Chicago
/f
duo
me
of the
on
the pay
Savings
Loan Association
hereby authorize, order
and
rolls for the month
Loan
of the Employees,the
to deduct
and
direct
of
Jkt*j"*f^
you
sum
saM
19)
7
Association of the Employees
Signed.
ApprovedDirector
Frequently the routine work of association ia handled by an
the task
It is important to make
as
employee during spare moments.
"feNorthwestern
devised
the
loan
This
by
Chicago
application
simple as possible.
Railway Company meets the need of simplicity admirably
FORM
II:
HELPING
except
on
taken
are
off"
out
is the
In
the
five
a
pay
but
he
S.
fail.
lend
loans
Unsecured
point,
loan
the
bears
to
no
that
except
of
relation
no
deposit
a
written
consent
is
No
;
In
per
interest
of
per
a
loan
cured
unse-
consulted
confess
to
limit
on
no
often
takes
the
the
shares
do.
"An
mainly
what
in
than
determines
the
of
amount
on
charges
or
one
deposit
borrowed,
be
may
ten
Celluloid
of from
sums
The
that
sum
employee's
In
not.
or
borrow
more
as
says:
dollars
in
excess
the
without
sums
above
is asked."
endorsement
is asked
month,
and
now
be
others, interest
cent
the
to
twenty-five dollars
loid
Celluscheme
any
men
granted to a minor
of parent or guardian. For
will
viously.
pre-
The
of
certain
a
dollars.
loan
down
character
size much
granted
hundred
two
to
for
in
association,depositors may
dollar
character."
of
business
Simmonds
is
system.
gentlemen
up
employee
an
as
permitted,
note.
vary
Mr.
it reaches
not
are
not
disappointed."
promissory
a
from
sum,
it until
on
All
These
application
An
security.
whether
"lay
a
given length
a
manager
be loaned
to
associations
record
or
depositor is
complete failure
agreeably
most
any
principle laid
first
Simmonds,
was
in
The
check
a
"The
it would
this
deposits
illness
withdraw
freely predicted.
of
when
deposit for
on
to
the
T.
says:
was
Other
189
quite generally "on
with
money
thought
or
withdrawals
made
now
Mr.
On
when
necessitate
are
Club,
not
Partial
conforms
form
loan
received.
are
agrees
would
being
is made
his money
amount.
whereby
a
charge
association, deposits
leave
to
Loans
This
off
upwards,
stated
this
No
SAVE
cause.
cents
time,
as
to
Filene
required
of
date.
set
a
WORKERS
loans
run
six per
in
some
from
cent
per
organizations.
one-half
of
annum,
to
one
one
I
LOYALTY
HELPING
190
cent
per
week,
per
associations
Other
15
example,
cents
and
Kepayment
prevents
balance
of
In
above
outstanding
or
Expenses,
of
course,
To
it is
of
of
perhaps it
the
to
now
is not
tried
have
concerns
helping employees
given
restrictive
aimed
end
them.
among
the
their
meet
abuses
borrows
stated
a
pays
from
derived
the
frequently
pay
equal
year,
before
considered
to
profits
sary,
neces-
policy
good
increase
to
the
profit is
some
usual
officers
and
treasurer.
are
a
to
profits!
the
ordinarily handled
are
to
to
say
find
that
by
president,
assistance.
the needs
often
of business
for
encouraging
philanthropicsocieties
Numerous
a
hundreds
Several
few
states
have
by constructive
of the
perpetrated
small
by
tion,
legisla-
borrower
petty
by
and
money
lenders.
The
remedies
a
practical method
some
financially,and
and
legislation,
to
ments,
invest-
on
general aspects of the question,
much
too
from
company
are
thrift
order
The
often
agreed
and
deducted
deposits
directors.
the
or
deposits.
not
in
in
as
obtained
are
loans
encourage
borrowing
Turning
have
date
"series," or
are
naturally
investments
thrift
set
as
associations
of the
vice-president, secretary,
of
$7.50,
on
semi-monthly
pay
profits
of the
end
more
distributed.
encourage
to
cases
Where
the
at
but
some
just named,
cent
per
board
less; 20
or
fees, income
fines.
sources
All
for
as,
cents
a
or
Profits
loan.
interest.
dividends
are
Failure
loans, withdrawal
for
and
ten
25
on
by weekly
or
second
a
charges
four
note,
a
-for
provided
instalments.
monthly
rate
charges,
weeks
two
period;
same
be
may
of
case
the
of
annum.
per
on.
so
the
$2.50 for
on
cent
scale
set
a
$5.00 for the
on
YOU
fifty-two per
or
have
cents
HELP
offered
range
from
Christmas
savings
HELPING
clubs
to
pension
co-partnerships
for
plans,
and
special
a
they
in
and
employees.
death
Profit-sharing,
benefits
each
serve
work,
but
primarily
to
thrift
and
in
promote
their
petty financial needs
out.
APPLICATION
ub
191
betterment
workers
day
SAVE
industrial
intended
assist unfortunate
in
sick
and
purpose
not
are
day
WORKERS
FOR
LOAN.
"f/-
ent
"
"
W
uloib
Ccl
and
ng
b
fc"
"
MUST
FORM
III:
This
is the
depoiit weekly,
loan
tie
"Uted
amount
tin
used
application form
application.
this
It is a rule with
Company's association.
discharging loans be made
weekly, in order that
debt
out
as
quickly as possible
of
get
towards
and
Private
resulted
have
state
in
Loan
their
take
that
York
only
Boston
and
the
of
objection
only
he
who
association
Chicago
borrowing
and
to
these
bodies
on
of the
on
the
as
dent
Provi-
the
State
First
are
devised
as
so
borrower.
organizations is, possibly,
security
loans
difficulties
these
the
may
organizations keep
unfortunate
societies
half
and
an
has
that payments
borrowers
Boston,
These
equitable
and
advantage
serious
One
The
small
of
York,
New
Society of
charges
to
not
Association
Society of Chicago.
Fawners'
solve
organization of such
the
Loan
Workingmen's
to
attempts
Celluloid
The
by
this association
to
chattels
pawns.
worker's
borrow.
offer may
and
the
New
Also, they solve
problem,
not
the
192
HELPING
LOYALTY
savings half.
Another
only
and
patron
a
lending
not
perhaps
thrift
to
open
who
man
has
of
security
no
up
the
reputable
objections.
build
and
in
partner
a
deserving employees
to
YOU
objection is that
Likewise, the practice
in
HELP
to
on
This
plan
offer
and
savings
accounts
the
is
worker
business.
business
concerns
security is
ample
does
help
not
the
it does
not
create
among
the
entire
force.
Of
and
the
of
survey
"
fourteen
betterment
experience
the
loan
the
the
plan
employee
that
"
himself
widely
/"^
Vjf
of
out
the
where
this
underlies
state
large
a
The
succeeded.
tions
organiza140
cover
years
chapter indicates
cooperative savings
a
the
financial
encouraging
in
industrial
activities of which
minor
RADUALLY
has
known
is probably
associjrtion,
worker
that
evidently failed
discussed,
already
fact
the
philanthropist have
the
measure,
of
significance is
deep
best
of
and
keeping
troubles.
to
men
means
that
undertake
more
and
work, leaving them to work out the difficulties,
difficult
in a
but at the same
time directingand guiding them
in
the
not too helpful,is good and
beneficial. Helping
way
that is to the extent of practicallydoing the task
wrong
way,
the man,
or
only weakens
him, and instead of his being
strengthened and benefitedby the discipline and exertion of
more
overcoming
ill-advised
the obstacle in his
help
a
weaker
President, Westinghouse
and
path, he
is
actuallyleftby your
sation.
of the organi-
less able member
E. M.
HERR,
Electric
and
Manufacturing
Company
XIX
YOUR
RIGHT
IN
EMPLOYEE'S
INVENTIONS
By.
Joseph
W.
Combustion
WHENwhat
a
rights
question
needs
the
Consider
At
the
with
of
of
way
the
business
the
factory
a
This
may
depend
New
England
this
factory.
acquired
concern
At
still
a
throughout
equipped
rapidly
concern
it.
on
machine.
was
is
manufacturer
every
automatic
an
its
itself
put
in
its
despair.
The
new
that
in
in
line
particular
monopoly
field
at
below
all
to
figured
It
requires
with
in
in
business
do
position.
way
they
cost.
pronounced
any
manufacture
of
cost
Mechanical
and
in
were
factory
The
or
invention?
which
dollars
The
obtaining
the
dollars
and
of
that
invention,
an
manufacture.
reduced
in
of
thousands
Competitors
in
makes
certain
a
machines.
of
in
to
of
case
expense
these
I
mine
large interests
covering
patents
heavier
the
the
cost
a
have
Hays,
Engineer
of
answer
for
know,
to
employee
an
YOUR
the
Its
it
patents
that
lot of
machine
to
have
stay
to
secure
very
able.
unassail-
considered
machine
upon
the
None
could
could
be
think
improved
paralleled.
But
ingenuity,
as
the
event
do
sand, sentiment
felt
passed
perfect.
the
so
way.
were
had
almost
which
a
order
would
machine
new
experts
they
machine
proved,
found
a
method
194
HELPING
defeating
of
the
machine.
The
mechanic
whose
machines
in
He
a
was
wits
in
have
cultivates
Now
work
still
the
in
weak
it
make
it.
his
of
It
is liable
wise
to
employer
it.
different
is the
was
case
much
designed also
its turn
was
an
the
the
of
the
of
its
importance
the
machine
He
product?
set
and
was,
of
all classes
people.
article
and
by
them.
He
added
device
improved
lows:
fol-
as
sake
more
which
the
functions
the
itself in
of
working
machines
could
of
improved
automatic
for
by
use
automatic
The
reasoned
slight
a
three
instant
finallyintroduced.
was
addition
He
common
product, which
the
gave
Neither
the
or
improve
eliminated
article
the
I
points of
which
the
that
article
to
combined
in
way
common
changing
changed
As
addition
inventor.
the
also
exists
no
improve
when
Without
produce
his
working
The
payroll.
faculty.
see
in construction
design,
in
"
and
open
factory
is therefore
Can
is,something
popularity
not
I
did
and
features
new
eyes
of
every
its
on
product
improved.
change
that
machine
machine.
found
He
ingenuity
and
inventive
The
the
to
automatic
the
the
to
necessary
automatic
product.
be
his
combined
He
supposed
his
this
can
kept
particular mechanic
with
than
expert
an
them.
this
sense
order.
of this type
men
employ
keep
to
was
always
initiative
easily be
can
in
who
knowledge
the
"
its
in
highly-developed
order.
man
the
it
duty
this
even
had
concern
YOU
HELP
of
purposes
working
having
craft
LOYALTY
the
article,he
out
the
his
in
they by
any
device
called
ments
improve-
charge could
of
modification
be
attachments,
any
so
for
an
made
to
entirely
machine.
with
real
most
simpler
automatic
than
improvements,
the
machine
relativelysimple
old
one.
to make
and
The
the
new
inventor
it,and
inexpensive.
this
He
LOYALTY
HELPING
196
inventor
the
to
his
of
each
with
the
put
results
A
employers.
which
he
YOU
his
of
contract
which
may
make
skill at
be
can
he
by
employee,
inventions
HELP
to
agrees
the
during
posal
dis-
the
drawn
up
assign
all
of
term
his
employment.
"But
and
his
for
by the
invention
the
employers.
prior
the
to
A
that
to
certain
the
of
act
working
expiration belong
him
by
a
as
and
the
ment,
assign-
an
be
can
is
"
legally
invent
in
required
entering
on
paper
if
an
employer
an
the
as
the
courts
does
consist
employer
a
has
of
a
in
the
an
idea
mechanic
in
consist
not
parts of the
still
parts
the
to
matic
auto-
take
to
each
inventor,
other.
care
even
actual
doing
itself.
conception
for
work
apparatus
In
the
for
method
an
out
perfect the invention, simply suggesting
of these
the
inventor.
does
principal working
find
may
of
owner
The
above.
conception
safely employ
is
alone."
position to
a
product
such
position
invention
it
but
Therefore,
he
nature
inventions
and
same
is in
who
contract,
a
actual
of
out
thing,
can
the
contract
a
or
mentioned
the
protect
and
of
same
machine
he
as
sign
to
absence
in
The
this
employ.
the
himself
is not
sort
machine
concerns
In
its
patentable
employee
either
concern's
a
this
Every
"
after
or
of
expense
of
service,
clusively
con-
resulting in
and
request
of
are
it is valid
though
to
and
of
contra^
anything
period
proved
Patents, I, 584.)
on
enforced.
period
the
to
is it
agreement
.
quivocal,
une-
general bargain
a
nor
be
must
experiments
the
at
An
.
.
employee
(Robinson
the
that
made
were
only
made
fact
character
labor,
skill and
and
the
this
implied from
be
not
can
time
relates
of
agreement
an
and
the
eyes
though
the
invention,
the
to
details
him
the
the
tions
rela-
of the
law
mechanic
YOUR
EMPLOYEE'S
his
through
INVENTIONS
skill is able
improve
to
197
his
upon
employer's
plan.
In
decision
a
Court
Supreme
No
invent
the
inventor
unless
he
or
other
to
persons
and
auxiliary
in
in his patent
a
has
Among
other
sponge
holder.
mechanic
the
and
went
design of
in
the
general
covered
dis-
who
party
be
may
(Aga-
was
of
was
with
salesman
a
jobbing novelties.
sold
a
and
soap
patented by
been
a
Bernard,
times.
many
company
for
an
a
patent.
inventive
in
partner
which
Huebel
would
to
turn
not
usually
a
small
a
Plans
it.
stitute
con-
lating
for stimu-
of mind.
article with
objections to
device
to
does
invention
discussing the
certain
new
ciple,
prin-
discoveries
are
the
courts,
who
an
with
the worker
a
that
"Wall., 583, 603.)
had
a
of
employs
firm.
on
discovered
and
principle,and
device
IMPROVING
legal claim
in
person
experiments arising
of
business
a
did
machine,
a
valuable
upheld
Huebel,
named
Bernard,
7
products, the
manufacturing
idea
the
from
part of his invention."
been
This
a
out
improvements
as
made
that
company
carrying
property
reached
in
preconceived
Jordan,
vs.
that
case
one
the
he
where
matter,
make
and
but
;
of the
course
plan
of
in
which
legal title thereto
a
original improved
principle
The
the
as
Company
wam
in
that
principle
assist him
suggested
such
regarded
embodied
show
improved
the
the
for
patent
a
employment
to
employer,
be
in
ago
States, the following principle
composition
they,
that
to
can
an
manufacture,
to
years
by operation of law
or
discovered
from
many
United
is entitled
one
not
has
of the
down
enunciated:
was
' '
handed
He
overcome
explain his
a
customer,
conceived
these
idea
and
the
tions,
objechave
198
HELPING
details
the
he
what
LOYALTY
detail.
in
the
and
soap
But
due
"must
mechanic
by
exercise
the
which
vs.
he
C.
It will be
could
be
To
be
inventor
an
valid,
sole
first and
the
patent
must
be
fact
companies
Some
is not
in
dangerous
is not
executive
application
patent
would
to
the
it
two
declare
It is incorrect
rights is settled
to
by
be
law, and,
the
be
the
filed
This
it is
that
niake
could
from
and
first
of
name
moreover,
shown
be
to
issued
assume
fore,
is,there-
such
inventor, the patent
years
the
original,
originated them.
can
first disclosed
then
the
It
in
patents
inventor
real
to
out
With-
mechanic
skilled
issued
of who
the
law
within
was
compelled
at
The
invalidated.
invention
If
practice.
all
out
with
accordance
cutes
exe-
inventor.
actual
executive,regardless
some
who
one
who, in the interpretation of
person
take
(Huebel
application should
the
the
tion
concep-
distinctions
improvement.
of the
that
a
these
a
lines.
inventor
in
law, is
but
one
the
improve
out."
the
and
many
of the
name
that
in
essential
very
in the
a
that
G., 751.)
O.
90
partly
principles of equity.
sound
upon
distinctions, no
these
;
conceives
who
man
based
are
223
the
fact
the
was
upon
work
to
reflection
on
that
merely
skill
employed
D., 1900,
held
stated
not
mechanical
been
apparent
the
decision
made
the patent.
article
something,
his
of
has
Bernard,
between
finished
The
invent
and
claimed
judge
proposed
notwithstanding
the
skill of Huebel.
the
to
holder, and
of
his
-ahead
went
Bernard,
to
perfection
the
describe
not
of
sketch
rough
a
brought, the
was
belonged
patent
that
suit
when
did
Huebel
sponge
YOU
him
gave
mind, but
in
construction
new
He
perfected.
had
HELP
one
that
issuance
the
the
a
date
public.
the
may
courts
an
be
second
that
A
a
the
second
would
be
void.
the
of
question
the
of
patent
patent.
The
YOUR
EMPLOYEE'S
question is
never
claimants.
This
INVENTIONS
settled
or
may
long
so
there
as
be
not
may
199
adverse
are
defect
a
in
our
laws.
patent
Serious
through
injustice has sometimes
been
suits of fraudulent
the
done
to inventors
claimants.
On
the
other
.
the
hand,
same
inventors.
their
issued
the
have
employer
he
factory,
repeatedly
enforce
it.
He
and
with
that
the
his
business
not
the
of
is
invention
A
employee
had
government
a
has
the
"shop-right"
to
held
to
necessary
employee
patented
and
stamp
to
entitled
was
produced.
States
time
government's
The
workmen.
in
made
government
the
vide
pro-
company,
are
absolutely
on
and
its materials
the
are
United
assignment.
the
made
of
they
the
should
inventions
expense
which
of all inventions
company
contract
a
employees
the
or
inventions
to
self-cancelling revenue
a
protect
wrongfully
patents
regard
the
to
Court
patent
to
justice where
secure
and
with
to
whose
at
that
a
invented
into
whether
Supreme
The
in
relate
or
operated
to
stolen
assignment
irrespective of
them
contract
that
often
claimants.
enters
an
makes
the
been
of
form
for
enabled
improper
to
The
has
It
ideas
has
means
that
patent, but
and
make
held
court
use
the
the
stamp.
invention
Every
It
litigation.
or
that
simultaneously
and
who
determine
to
this
end,
as
in
was
fact
that
the
the
become
necessary
To
first inventor.
evidence
tends
ment
improve-
same
independently by
then
may
documentary
much
accumulated
be
should
It
inventors.
more
future
possibilityof
the
frequently happens
is conceived
two
suggests
to
fix
possible
as
the
date
of
invention.
the
If
an
invention
employer,
a
sketch
is
suggested
can
be
to
made,
the
dated
employee
and
by the
signed by
200
HELPING
the
employer
it
be
can
In
the
signed,
As
the
dated
of
work
sketches
be
may
invention
When
known
accident,
it, and
upon
flower.
and
a
found
it
(Robinson
lived
the
it
often
the
for
the
lent
excel-
an
think
about
textile
its
owed
make
into
experiment
a
most
design
origin
and
wear
in the industrial
The
and
his hot
a
comfortable
world.
leaders
There
is
in action
obtained
fortune.
of waste, waste effort,
"minimizing of destruction
produce the great results
plishments.
no
magic in these accomnot
cians
magithought are
or
steady, persistentworkers."
THEO.
President
of the
American
N.
Telephone
VAIL,
and
Telegraph
of
fabric
upon
then
iron
kind
utilization
tear, that
to
conception.
floor,put
.effect. He
same
in
occur
of the
spread
the
material, the
and
time
damage,
but
the
on
that
to
the elimination
waste
of
Patents, I, p. 127.)
on
IT IS
additional
is
This
instantaneous
an
tried
produced
and
patent,
and
observed
afterwards
He
to
having spat
workman,
also
employer.
month
employee
story is told
perhaps,
or,
the
tabbies," which
"water
as
the
progress
each
inventions
case,
The
ways.
should
interest in it.
an
is the
such
unexpected
A
take
the
by employees.
it makes
plan, because
by
sketch
a
proceeds,
prize
a
execute
practice.
to
award
filed away,
This
filed
showing
reduction
suggestions made
and
and
development
factories
his work
invention.
an
and
contest.
should
employee
made,
toward
Many
future
witnessed
and
YOU
"Witnessed
of
case
conceived
has
be
best
in
manner
he
HELP
the inventor.
as
used
like
when
LOYALTY
Company