see4
Well-Known Member
Ohhhh sloppy, you so cray-cray
Do you think private businesses should be democratically operated?
- Thread starter Padawanbater2
- Start date
Ohhhh sloppy, you so cray-cray
Padawanbater2
Well-Known Member
"Business Culture
Mondragon co-operatives are united by a humanist concept of business, a philosophy of participation and solidarity, and a shared business culture. The culture is rooted in a shared mission and a number of principles, corporate values and business policies.
Over the years, these links have been embodied in a series of operating rules approved on a majority basis by the Co-operative Congresses, which regulate the activity of the Governing Bodies of the Corporation (Standing Committee, General Council), the Grassroots Co-operatives and the Divisions they belong to, from the organisational, institutional and economic points of view as well as in terms of assets.
This framework of business culture has been structured based on a common culture derived from the 10 Basic Co-operative Principles, in which Mondragon is rooted: Open Admission, Democratic Organisation, the Sovereignty of Labour, Instrumental and Subordinate Nature of Capital, Participatory Management, Payment Solidarity, Inter-cooperation, Social Transformation, Universality and Education.
This philosophy is complemented by four corporate values: Co-operation, acting as owners and protagonists; Participation, which takes shape as a commitment to management; Social Responsibility, by means of the distribution of wealth based on solidarity; and Innovation, focusing on constant renewal in all areas.
This business culture translates into compliance with a number of Basic Objectives (Customer Focus, Development, Innovation, Profitability, People in Co-operation and Involvement in the Community) and General Policies approved by the Co-operative Congress, which are taken on board at all the corporation’s organisational levels and incorporated into the four-year strategic plans and the annual business plans of the individual co-operatives, divisions, and the corporation as a whole.
Wage regulation
At Mondragon, there are agreed-upon wage ratios between executive work and field or factory work which earns a minimum wage. These ratios range from 3:1 to 9:1 in different cooperatives and average 5:1. That is, the general manager of an average Mondragon cooperative earns no more than 5 times as much as the theoretical minimum wage paid in his/her cooperative. In reality, this ratio is smaller because there are few Mondragon worker-owners that earn minimum wages, because most jobs are somewhat specialized and are classified at higher wage levels. The wage ratio of a cooperative is decided periodically by its worker-owners through a democratic vote.
Compared to similar jobs at local industries, Mondragon managers' wages are considerably lower (as some companies pay their best paid managers hundreds of times more than the lowest-paid employee of the company) and equivalent for middle management, technical and professional levels. Lower wage levels are on average 13% higher than similar jobs at local businesses. Spain's progressive tax rate further reduces any disparity in pay."
http://en.wikipedia.org/wiki/Mondragon_Corporation
Mondragon co-operatives are united by a humanist concept of business, a philosophy of participation and solidarity, and a shared business culture. The culture is rooted in a shared mission and a number of principles, corporate values and business policies.
Over the years, these links have been embodied in a series of operating rules approved on a majority basis by the Co-operative Congresses, which regulate the activity of the Governing Bodies of the Corporation (Standing Committee, General Council), the Grassroots Co-operatives and the Divisions they belong to, from the organisational, institutional and economic points of view as well as in terms of assets.
This framework of business culture has been structured based on a common culture derived from the 10 Basic Co-operative Principles, in which Mondragon is rooted: Open Admission, Democratic Organisation, the Sovereignty of Labour, Instrumental and Subordinate Nature of Capital, Participatory Management, Payment Solidarity, Inter-cooperation, Social Transformation, Universality and Education.
This philosophy is complemented by four corporate values: Co-operation, acting as owners and protagonists; Participation, which takes shape as a commitment to management; Social Responsibility, by means of the distribution of wealth based on solidarity; and Innovation, focusing on constant renewal in all areas.
This business culture translates into compliance with a number of Basic Objectives (Customer Focus, Development, Innovation, Profitability, People in Co-operation and Involvement in the Community) and General Policies approved by the Co-operative Congress, which are taken on board at all the corporation’s organisational levels and incorporated into the four-year strategic plans and the annual business plans of the individual co-operatives, divisions, and the corporation as a whole.
Wage regulation
At Mondragon, there are agreed-upon wage ratios between executive work and field or factory work which earns a minimum wage. These ratios range from 3:1 to 9:1 in different cooperatives and average 5:1. That is, the general manager of an average Mondragon cooperative earns no more than 5 times as much as the theoretical minimum wage paid in his/her cooperative. In reality, this ratio is smaller because there are few Mondragon worker-owners that earn minimum wages, because most jobs are somewhat specialized and are classified at higher wage levels. The wage ratio of a cooperative is decided periodically by its worker-owners through a democratic vote.
Compared to similar jobs at local industries, Mondragon managers' wages are considerably lower (as some companies pay their best paid managers hundreds of times more than the lowest-paid employee of the company) and equivalent for middle management, technical and professional levels. Lower wage levels are on average 13% higher than similar jobs at local businesses. Spain's progressive tax rate further reduces any disparity in pay."
http://en.wikipedia.org/wiki/Mondragon_Corporation
desert dude
Well-Known Member
Head chef decides to fire Bob and Sue. Nothing happens. Bob and Sue decide to fire head chef. Head chef is unemployed.
It is difficult to believe you can be as dumb as you seem. It's an act, right?
see4
Well-Known Member
Uhh. What the fuck are you talking about. Seriously. I mean, do you even hear yourself?
I have to ask, did you go to college? If so, which one?
see4
Well-Known Member
Head chef will never be able to fire Bob or Sue, he is not a proprietor of the business. If Bob or Sue decides to fire the Head Chef, yes you are indeed correct, he will then be unemployed. Thank you so much Captain Obvious for that insightful piece of information. What does any of that have to do with being a Democratically operated business and still being privately held.
I clearly demonstrated how a privately held business could be democratically operated.
You have clearly demonstrated you are, and always will be, sloppy seconds.
Derp Eeeeeeee Derpe Dooo.
UncleBuck
Well-Known Member
I'D SAY CLOWN COLLEGE, BUT IT'S MORE LIKELY KLAN COLLEGE.
Red1966
Well-Known Member
Are you sure that's even beef?
TheHermit
Well-Known Member
So you joined rollitup just to post this?
Bowelmover
New Member
Yes
Rob Roy
Well-Known Member
Your alma mater called, the reunion will be held at 6:00 p.m. , with a reception at Wendys following immediately after.
Rrog
Well-Known Member
As mentioned already, this is so, so wrong.
Rob Roy
Well-Known Member
I'm not sure I'm following you. Could you elaborate on this please?
see4
Well-Known Member
I think I may have mentioned this already.
A privately held business can in fact be run by individuals other than the owners of said business. My example clearly expresses how that is possible. In fact, the majority of businesses are run by more than just the owner(s), and are still considered "privately held". Your statement was categorically false.
