MARINE TECHNICIANTODAY | SPRING 2015
By Joe De Marco
Today’s
Work Ethics
W
e constantly hear about the lack of work ethics
in today’s society, but this is a problem that each
generation has faced over the years. Although we may
all admit that work ethics appear to be getting worse, we still have
to attract dependable workers to meet our company’s needs. In
order to do so we must first understand where this generation is
coming from, and try to mold them into the employees we need to
be part of our team.
The recent
Trade Only
editorial by William Sisson in the April 2015
issue addressed how “Contemporary worker shortage comes with
new challenges.” He states that a lack of “soft skills” exists in today’s
young workers, and along with the rapid graying of the industry’s
workforce and the fast pace of technology we are experiencing, it is
making it difficult for workers to keep up without additional training.
AMTECH has brought to light the serious shortage the industry
faces of recruiting new technicians many times over years. But
how do we go about recruiting newer workers into the industry
when most of us feel the work ethics of today’s workers are below
standard? Before we can move forward we must understand
the dynamics of work ethics and how they apply to your
particular business.
You know you must be getting old when you find yourself
complaining about the way young people work. As stated above,
every generation goes through this, so it is doubtful that there
ever was a golden age of work when people of all ages shared the
same attitudes toward work. We should all strive to do the best
job possible regardless of what generation you come from. What is
most important is being able to express the conditions on what it is
you expect in your workers.
I experienced a situation a few years ago with a student attending
one of the leading marine training schools. This student was heads
and shoulders above the rest of his class. He was very personable
and was able to communicate effectively. I told myself: if I had an
opening in my organization this person would be a sure bet. Because
I had no need for a new employee I went so far as to recommend this
graduating student to one of my industry colleagues. Sure enough,
after the interview the student was hired. As soon as he graduated
a few weeks later he relocated to the city where his new company
was located. Within the first few weeks the student demonstrated a
strong ability to do the job, and he quickly became part of the team.
After a couple of months he asked his employer if he could go back
home to retrieve some personal belongs and was granted the time
off to take care of his personal needs.
One week went by, then two weeks but still no word from the new
employee. After numerous calls in an attempt to contact him, the
company finally tracked down the worker’s father in his home state.
He told the company that his son got homesick for his girlfriend
MANAGEMENT TIPS
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