Document MM59Dr28kYE1wwoQVnVEmeRkM

FILE NAME: Household Contact (HC) DATE: 1944 Mar DOC#: HC047 DOCUMENT DESCRIPTION: Trade Journal Article - Industry and Colleges Join Hands - Personnel CONTENTS VOL. 2 0 "STRICTLY P E R S O N N E L ".............................................................. Page 262 DEVELOPING MORALE OR CREATING HYSTERIA? By Alfred M, Cooper . . . . . . . Page 266 FOREMAN SELECTION THROUGH MERIT RATING By Robert E. S m i t h ............................... Page 270 HOW TO IMPROVE MORALE AND INCREASE PRODUCTION By R. A. Sutermeister ............................... Page 279 A FIVE-YEAR PLAN FOR A PERSONNEL DEPARTMENT . . Page 287 ARE FOREMEN OVERTRAINED? By Edward S a l t i e r ................................... Page 295 SOCIAL THEORY INVOLVED IN SUPERVISION By H, E, E i s l e r ....................................Page 300 COST OF TRAINING AND VALUE OF PRODUCTION OF APPRENTICES By 0 . L. H a r v e y ............................... Page 304 THE EMPLOYER'S RIGHT OF FREE SPEECH By David W, N o o n a n ................................... Page 311 DEFINING THE ACTIVITIES OF AN INDUSTRIAL RELATIONS DEPARTMENT By Joseph E. Moody . .. ............................. Page 313 THE PERSONNEL B O O K SH E L F........................................................ Page 319 PERSONNEL is published bi-monthly by the America Management Association at 330 West 42nd Street. New York 13, N. Y ,, at fifty cents per copy or three dollar per year. Vol. 20, No. 5, March, 1944. Reentered a* second-class matter July 30, 1941, at the post office at New York, N. Y., under the Act of March 3, 1879, Copyright 1944, American Management Association. Changes of address should be forwarded to the publisher one month in advance, and postal unit numbers should be included in all addresses. Industry and Colleges loin Hands pew high school and col lege instructors have had actual industrial experience or the opportunity otherwise to study management's problems at first hand. As a result, graduates seeking employment in industry are frequently strong on aca demic theory and deficient in the knowledge of its practical application. Deprecating this situation in the January issue of P e r s o n n e l , Mr. C. T . Reid, of the Douglas Aircraft Company, presented a strong case for the periodic swapping of personnel be tween faculty assignments and the produc tion line. One industrial organization, at least, has made a realistic--and successful--attempt to create a community of understanding be tween the industrial and academic view points, Mill & Factory reports.* The pio neer venture was made by Chrysler Corpora tion, which last summer launched an eightweek program in vocational counselor guid ance for high school teachers. Forty hours weekly of their time was devoted to actual shop work, and eight hours to counselor training methods with credit toward uni versity degrees. The teachers received their regular salaries during the training period. So favorable has been the company's ex perience in cooperative training that it has entered upon a five-year affiliation with the University of Michigan, Wayne University, Northwestern University, and the University of Cincinnati. Under this arrangement a five-year course in production and engineer ing will be made available to qualified col lege students. The cooperative counselor training pro gram was sponsored by the four universities, together with the corporation. Seventy high school teachers from four states participated. During the eight-hour weekly period de voted to counselor training methods, confer ences were conducted by both industrial and * " Industry Teaches Teachers," by Gerald E. Stedman, Mill & Factory, January, 1944, university conference leaders. Subjects cov ered in the industrial conferences included employment procedure, training, labor rela tions, productive methods, shop problems and procedures, sales and advertising, en gineering problems, and apprentice training. The conferences under university leadership were concerned with vocational guidance, occupational information, understanding the individual, and counseling techniques. The reactions of the teachers who com pleted the course were unanimously favor able. Most of them declared they had gained first-hand knowledge of the skills needed in industry and a better understand ing of the attitudes and abilities industry considers important. The results justify hope that industrialists and educators else where will develop similar practical ap proaches to undergraduate training. Beware of "Angel Eyes"! eyes," murmured the plant doctor. He was not making love to one of the women employees, but diagnos ing an unusual ailment to which industrial workers are prone. According to 'Ihe Wall Street Journal, the disease is caused by ex cessive exposure to hypochlorite dust, and derives its name from the fact that those who have it see a hazy halo around lights when they look at them. The "zinc shakes" (technically known as metal fume fever) is another of the quaintly named diseases against which industry is waging a determined fight. It is an affliction common among welders and pipefitters who apply torches to galvanized iron and inhale zinc oxide fumes. Shipyards must take spe cial precautions against the disease because galvanized iron is used extensively in combat vessels. Most yards protect their workers by exhausts, or insist that they wear masks to prevent inhalation of fumes. According to The Wall Street Journal, one of the most successful attacks on the 264 problem of occupational hazards has been is largely applicable to cmploiers in general made by Westinghouse Electric & Manufac His suggestions, as piesented by the Labor turing Company. A decade ago it estab Relations Reporter, follow in part: lished an industrial hygiene laboratory in Pittsburgh. The staff of this laboratory con Be on tire safe side; submit for all " neces sary men" Form 42A (may be obtained from stantly takes dust counts in the company's plants; and when harmful concentrations of dust are discovered, corrective measures are local Selective Seivice board). Regulation.', in some states now requite the official foims It is generally conceded that the request should be for Class II-A. suggested. A "rogues' gallery" of production Be sure to be in a position to prove at materials potentially hazardous to workers is also maintained here. More than g,ooo materials are currently indexed in this tempts have been made to secure replace ments through the local office of the U. S. Employment Service and through your own efforts. " rogues' gallery." The result of the pro Insist on employees keeping you posted gram: Westinghouse employees, though working 185,000,000 man-hours in 1942, lost only 2,000 hours through occupational ill ness. as to their classification. Keep an up-to-date record of the classifications of all employees. It is a good plan to take data directly from the employee's classification card (Form 57). If on a Replacement Schedule, be sure Skin diseases are the most common of occupational ailments, costing industry mil lions yearly. One company provides sep arate locker rooms for employees' street the "Acceptance Stamp" is placed on all Form 42A requests for deferment. When it has been determined that his organization is large enough and the type of work is suited for operation under a Re clothes and their working clothes, with a supervised shower room in between. A recent manual which contains invalu able information for plant physicians and placement Schedule, tire operator imme diately should take the necessary steps for setting up a training and replacement pro gram. For information on the proper pro cedure to foliow in developing a Replace safety engineers is 1021 Answers to Indus ment Schedule, consult the occupational ad trial Health and Safety Problems, published visory staff of state Selective Service head quarters. ',<1 at $10.00 by Occupational Hazards, Inc., 812 . In asking deferment, piesent a strong case Huron Road, Cleveland, Ohio. m concise, clear-cut language. Include all pertinent facts. Do not quote regulations' simply refer to them. Do not be long- -IT winded. Avoid involved statements. Re member members of Selective Service local Dealing with Draft Boards boards are donating their time and are busy men. ' Many employers have had little success in dealing with draft boards because of their w'oeful ignorance of cor rect procedure. Yet it has been found that properly filed requests for occupational de ferments will facilitate favorable action or at least assure intelligent consideration of industry's manpower needs. A few simple rules which management should observe in seeking occupational de ferments were recently outlined by an offi cial of the War Production Board, Paper Division Deputy Director James L. Madden. Mr. Madden's advice, though addressed pri marily to companies in the paper industry, Statements from one or two companies which utilize your output, certifying that your products are being channeled for war and other essential uses, to accompany Form 4A, are entirely in order and may assist the local board in arriving at a fair de cision. A request for deferment should be pre sented to the local board prior to the re classification of a registrant. In the event a man has been placed in Class I-A before the filing of a request, a request should be presented immediately, together with a statement that you did not know the indi vidual was up for reclassification. Remember deferment for more than six months is prohibited by law, but another request may be filed. A request for renewal should be filed on Form 42 from 10 days to a month before the expiration date