CAREER PATH: SELF-DETERMINATION
It takes longer to tell a person what to do,
AESOP recruits employees from three categories: business owners, employed workers and unemployed job seekers. The recruitment of each is emphasized at a different point in AESOP's expansion. The initial system expands (regions, sub-regions, districts) by affiliating existing small businesses through leveraged buyouts.
AESOP can expand most quickly by seeking existing or would-be business owners who find the requirements of traditional management too rigorous for the rewards received. Many good workers do not have the ability to make the personal sacrifices required by traditional management approaches to own and run a business. These good workers are past, present or future business owners.
Before AESOP starts operations in a new area, a seminar will be conducted on the benefits of Aesop. Owners of print shops, word processing services, and typesetting shops will be invited. These existing businesses have the key services of the Information Management, AESOP's flagship enterprise. The purchase of the company will involve stock and payments.
In the geographical area of expected growth (a congressional district) there probably will be three hundred businesses that fit this category. Out of this number it should be easy to find up to nine business owners that would like to become part of the expanding AESOP system.
The primary benefit to a business owner is more income per hour with less hassle. Specifics are:
The benefits to AESOP are rapid expansion with tried and proven individuals who have above average motivation. The individuals already have a customer base and a location. Incorporating the business involves installing the network, the supply system, a few signs and a few mailings, all of which can be completed in a week.
The sequence of incorporating a new business, which is also adding a new level, is as follows:
During the geographical expansion of the AESOP network, certain employees will be hired as "system expanders." These individuals will be co-recipients of the profits from the operations they organize. To earn this income and position, they understand that they will work extra until they have coordinated the opening of their operations. They are expected to learn things at twice the rate of a regular new employee. They will be on salary and expected to work one evening a week and on Saturdays until they have opened their own set of offices to coordinate.
System expanders will be recruited from the district where the offices will be opened. They will temporarily relocate to an established operation for intense training. The system expanders will enlarge the system to the district level.
System expanders hold the position of presidents of the AESOP Leasing operations for each organization level unit, e.g., the district AESOP Leasing. Initially, these are earned and appointed positions. With growth, the positions become elected.
If a person is unemployed and AESOP does not have an immediate need, the person can work through the AESOP Temporary Services in clerical or labor services. When a position opens, preference will be given to the persons with the best work record. The person will also be allowed to work part-time, on call in the manner of an employed person seeking a career at AESOP.
This approach will let AESOP evaluate potential employees, generate income, and make other companies aware of AESOP Services.
If a person is presently employed, permanent or temporary, he will be tested through part-time work in the evenings and on Saturdays. The work will be primarily production to see if they are self-managers and comfortable with computers. Individuals found to be successful and able to do the work that they say they can do will be hired at the next opening based on their level of accumulated shares in AESOP through the stock ownership plan.
With Aesop as a teacher, the individual will grow in problem-solving skills. These skills represent the career steps at AESOP.
Once AESOP has achieved a community presence in each district, elections will be held one year later for positions of responsibility at each hierarchical level. The elections will start at the bottom with each person ranking his peers; the person with the highest vote is selected for the next level of competition.
With yearly elections, new individuals and ideas will be part of the system. There is no stagnation, for one must either advance upward or accept a lesser position.
It takes longer to tell a person what to do, how to do it, and when to do it than to allow and to encourage him to do it himself. AESOP is a process that helps good people become better while bringing out the best in all people. It is a process that transcends any individual. It unites any and all who wish to participate in a fair and meritorious process. The best person is selected and elected for the immediate problem.
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