The Waterbury Democrat., 1946-09-18

important factor in industrial pro- duction, Alan c. Curtiss, vice-pres- ident and director of industrial re- lations for the Scovill Manufactur- ing Company, declared yesterday in an address at a management en- gineering conference at the Hotel Taft, New Haven.
 T am firmly convinced that machinery and equipment are not the primary means of production" l" said MT. Curtiss. They are tools. The primary means of production is the employe group-both manage ment and workers. If you do not believe that statement, try the un- forgettable and sad experience of sitting in 8 struck plant full of ex- cellent machinery but without em- ployes. The tool is useless without the human hand Machinery and equipment are expendable. Human beings certainly are not expendable in so far as industry is concerned" 1"
 Some other excerpts from MT. Curtiss' address:
 Often when @ union is organiz- ing plant, or is the certified bar gaining agent for employees, it will flood the plant with propaganda both written and verbal attacks on management. While many author ities take the position that these attacks should be ignored, take the opposite view. The propaganda line of the union should be studied. The FANARd chn1I1d hn oL k,ry factual statements. Management should take every legal means to sell itself to employees.
 Two Divisions
 Industrial Relations programs naturally divide into two segmentS when . union represents employees. We term as employees relations the relationship that exists directly be- tween management and employees and as labor relations the relation ship existing between management and the union acting for employees. The union contract and the strength of the union will to a large extent determine how wide a scope is covered by employe rela- tions.
 During the war years too many companies negotiated away their power to run the business. Too many clauses in union contracts give unions veto power over func- tions that should rest solely with management. Frankly, I do not know the answer where this condi- ton exists. It usually requires more than collective bargaining to get back powers that have been given away or diluted. It is a self-evident fact, however, that high productiv- ity is not attainable where feather bedding and restrictive practices are in effect either through contract provisions or pressure from a strong union.
 Each employe should be checked periodically on his status as an em- ploye, and notation should be made in writing on his individual record. If he is doing well, tell him so. He is human as are all of us. He will respond to pat on the back. Similarly, if his record is poor, tell him so. Explain to him his failings. It is the only way I know of to change his attitude. And 1t Is a whole lot cheaper to change an em- ployed person into an effective pro- ducer than 1t is to hire a new one who requires training.
 Prom time to time, every person has, or imagines he has, reason to be aggrieved. The subject of griev- ance b not necessarily important. But you can be sure that a person with g gripe is not top producer. Therefore, suitable machinery to investigate and render prompt de- cisions on grievances is important to satisfactory production. Equally important is the manner used in saying No" to the aggrieved em- ploye. A leisurely discussion during which your position is carefully ex- plained is well worth the time it takes.
 High Productivity
 We cannot expect high produc- tivity to result from mans labor alone. He must be supplied with up- to-date labor saving tools ana de- vices. The individuals effort be- comes thousands of times more ef- fective when expended through modern equipment Also, mechaniz- ation reduces heavy work and make jobs more acceptable.
 '1t is not possible to discuss the range of an industrial relations pro- gram in few minutes. have lim- tied myself to few phases only of an overall program. Many not dis cussed are more important to cer- tain establishments than are those in this paper. But any program has certain essential ingredients.
 "To summarize, take such steps as you can to educate at the com munity level. Carry such a program into the plant amplified by educa- tional material concerning the in- dividual plant. Offer reasonable working conditions and reasonable wages. Particularly develop super vision that will give to employees the understanding treatment they are