Evening star., 1943-04-14

| team was averaging about % heads
a day. He said that although some
times team would produce many
more, that % was average, and some
men said they could not produce
more. Finally, Mr.. Wilson said, a
worker suspected of showdown ac-
tivity was discharged for using
abusive language to his foreman.
Average Doubled.
A strike ensued. The Army Air
Forces intervened and ordered four
more men discharged, two of whom
since have been taken back. Mr..
Wilson said trouble ceased and the
teams now are averaging 48 molds a
day. The plant now uses so work.
ers. At the rate of % a day, which
at one time was the limit, it would
have been necessary to employ 1000
workers and greatly expand the
plant.
Mr.. Sorenson declared that he did
not feel payment of wage incentives
was the right approach in obtaining
more efficiency from Ford workers.
He referred to the idea as "a bribe
to labor"
Another Ford executive declared
local union officials promised the
company 20 per cent more produc-
ton if Ford would establish a labor
management committee. This is the
type of committee which, under
sponsorship of the War Production
Board, have been established in
nearly 1000 war plants. Object of
the committees is to obtain more
production by exchange of informa-
ton and creation of better under
standing between management and
labor. Ford contends that by set
ting up a committee it would be
surrendering some of the prerog-
atives of management.
r. j. Thomas, president of the
United Automobile Workers, CIO,
said officials of the Ford union be-
lieved that considerably more pro-
duction was possible in the plants
and that through the function of
labor management committee out
put could be boosted 20 per cent.
Thomas Blames Ford.
Mr.. Thomas did not show sur
prise at the Sorenson statement
that he was getting only so per cent
labor effectiveness.
That may be-" he said, "if it is,
it's Ford's fault, not ours"
The UAW went so far at re-
cent board meeting as to draw up
minimum requirements for ap-
proved wage incentives plans"
though they did not indorse incen-
tives. The requirements include ap-
proval of the local and interna-
tional union; power to eliminate
plan at any time when it has be-
come apparent to the union that
such system is failing to obtain
objectives for which it was estab-
ished; guaranteed hourly base rates
no less than previous hourly day
rates; incentive payments above
base rate must be in direct proper
ton to increase of production; base
rates and production standards
remain unchanged except when
union and management agree that
substantial changes in products,
methods or equipment shall have
taken place."
Other requirements include par
ticipation in incentive earnings by
production workers: restriction
of plans to plants which can show
either full and continuous weekly
employment or guaranteed weekly
wage equal to 40 times the basic
hourly rate; agreement by manage
ment to establishment of labor
management committees.
Some UAW Officials For 1t.
Mr.. Thomas appeared far from
"sold' on, the incentive idea, though
some other JAW officials are said
to favor it, He said that in pre-
union days Detroit was NOTED for
its speed-up and stretch-out" He
declared that under piece work sys-
TENS formerly used in the automo-
bile industry, "a man would be an
old man after being on the job 10
years" A man who once ran
plant which the union executive
said was known as the butcher
shop" told him he would not re-
turn to the old system for any,
thing.
Mr.. Thomas said that in any event
the UAW would have no part" of
incentive systems after the war. He
admitted that some locals liked the
idea and that the union at Electric
Auto Lite Co., Toledo, insisted on
an incentive. An official of that
company later told this reporter
that the firm got Is per cent more
production because of their plan.
Like q GREAT rnonu lahn,, lon dnrr