Ford has 75,000 hourly workers in the United States. The company has offered to buy out all of them. If you have a FULL year on the job, you get a $100,000 buyout, and healthcare benefits for 6 months. If you have either 30 years on the job, or you are age 55 with 15 years or more on the job, you get $140,000 to leave immediately. You also get to keep your pension, but you give up retirement health care coverage.

Workers are also being offered college benefits with 8 other options. These are people who in a good year are use to making a $100,000 with overtime. Where do we stand now? You have a 100% UNHAPPY workforce. You know how a car spins its wheels in the snow. You are going to have every worker at Ford spinning his wheels, do I take the deal, do I not take the deal. They will be flipping coins trying to figure it out. Meanwhile the executive ranks are going to be saying to themselves, “What am I doing here.”

The whole game plan is about as disruptive to a corporation as disruptive can be. How is anything going to get done including manufacturing well designed cars that people are comfortable buying?

Wait, there’s more?

This whole deal has been announced before the new CEO, Alan Mulally of Boeing takes over in the next couple of weeks. Is their any reason why this announcement couldn’t wait two weeks for the new man to come in? Ford made a CONSCIENCE decision to announce immediately. They didn’t want their new CEO to take the pubic hit for adverse public reactions that are going to come from the latest restructuring plan.

Can Ford come back?

It’s really a good question. The answer is that it’s going to be tough under all scenarios. The best bet they have going for them is bringing in an OUTSIDER. Einstein once said, “The significant problems we have cannot be solved at the same level of thinking with which we created them.” I believe this is a cardinal rule of management as well. The problems of a company cannot be solved by the same executives who were there when the problems were created.

The executives now in charge at Ford are part of the problem. They in fact are the problem. They have too much invested in an old way of thinking, an old management style that is no longer appropriate for the 21st century. In fact, it hasn’t been appropriate for 25 years, which is why the Japanese are eating Ford for lunch. It may still be too little, too late, and what about QUALITY and DESIGN, still not a word from Ford.

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