Please post here any news about layoffs and leave the political scene on the other thread.
Thanks for the advice. I will give it all the consideration it deserves.
then stop talking about your past and move on. You should pay no attention to DX.
I moved on a long time ago. There was no reason to stick around and watch Tarrytown sinking at a tortuously slow pace. There are far better things to do in life and it would be good for those still there to realize that they can be doing alot better.
Technicon was decades ago, long gone, time to retire gramps and move on
If you have some spare time and get access to top line numbers, try building a Probability-density distribution
of net present values approximated by a normal curve on Siemens DX deal, the return was worse than a slot machine. Time to move on Siemens and all of us.
If the site to which you refer is Tarrytown, then you weren't there in the Technicon days. Once Technicon was sold to Revlon, things started downhill. Each new owner brought their own special brand of damage. Regardless of what the numbers are this quarter or last year, calling it success seems quite feeble to those who were in Tarrytown when it truly was a success. It was an atmosphere that oozed teamwork, creativity and energy. Sure there were some problems, but overall, the organization was vibrant and growing and the people who worked there were proud of the products and services they provided. And those things don't show up in the numbers, yet are far more indicative of a company's success.
it is a fact that this site has been full of malcontents and whiners for decades. It never stops. This crop is just the latest generation of losers.
Siemens DX is strong, face it whiners
BTW, given customers screaming, back orders, and FDA already sniffing around, what are the chances that the FDA will step up and do some more serious damage to Siemens DX?! If things are really that bad for customers, they will start communicating directly to the FDA to get things fixed...
Well, let's see. Siemens DX could not "offshore" the DPC reagents to Llanberris in UK, and the guy in charge of doing this (EF) jumped off the ship before it went down. Now you're thinking DX will be able to offshore to China?! MR the "big" captain of the ship hides and doesn't "really" want to know the full extent of the mess. He is probably busy trying to figure out his next move, anyway. The more interesting question - will MR survive in Siemens, and if so, what will be his next "rotation" - a lateral move or a step down?! What is shocking is that perhaps he'll even get a promotion out of this - that's how strangely Siemens top management thinks...
all does not matter -- SD must offshore to China to survive.
It is already in the works. Diagnostics is not Phase trials for FDA approvals. Drug mfg for Biotech or Pharma cannot be dumped so easily. Too mus RA.
When it all goes to hell it will happen very fast and you won't see it coming.
Only half true. Yes, it will happen fast and yes, we will see it coming. The majority of us already see it happening now.
The past seven years have been a runaway bus throughout DX.
It just keeps getting worse every quarter and I seriously doubt that will be changing.
I'm expecting major cuts in both employee's and finally shutting down money pit sites no longer necessary both here and abroad.
I can see first hand how Tarrytown is just riddled with waste, no vision and dead wood sticking around till Siemens just goes shuts things down.
Absolutely no new product line from any US sites in the near future. We can't compete and our service reputation is near bottom on the list against competitors.
I can't believe how bad Siemens let it get.
I can't imagine a "3-day a week" Site Head running a major manufacturing facility at Llanberis and running another one elsewhere the rest of the week.
It just sounds so desperate of Siemens. I can only imagine the story behind this and how bad off things actually are.
MR is hardly seen anymore and when he pops out it's usually some rah rah rally for the troops.
This is a dying division and Loescher knows it. When it all hits the fan, HR, will dump it all on MR and start dropping US Sites like lead in water.
We all need to prepare now with updated resumes and job market opportunities.
When it all goes to hell it will happen very fast and you won't see it coming.
"14,000 employees worldwide, still hiring, stop your b/s people"
Still hiring...far from the truth.
Majority of all new employee's are 11month "temp" employee's. No benefits, no Healthcare, no 401K, nothing!
I know, I'm one of them.
The only b/s we all hear comes from people like you.
Just another management blowhard.
"sales strong 4 qtrs in a row"
I guess this explains why Siemens DX took away 6months of every US workers 2013 merit raise.
DX has no strong sales. It's barely limping along.
It's just one Agenda 2013 after another. The competition is slaughtering us out there.
China is no safe haven. You don't think they're working on their own platforms? As a previous poster said, "put your head back into the sand".
Agenda 2013 is strictly a low price Garage Sale to dump as much product as possible before that becomes impossible.
So how many Centaur, Vista and Immulite kits are currently on backorder? Just one small patch after another.
Well, the jig is up in the near future.
These days I get more satifaction shovelling the foot of snow in my walkway.
I totally agree with EF. If you can bail...bail!
They've been searching for three months already for his replacement. No takers yet. That should also tell you something.
In Flanders people never went to school leading the company. MBA is a software engineer..real BS but it won;t last Bozos.
Whoever believes the company hype is clueless.
I work in management and we're losing customers and sales on a quarterly basis. Kits are once again on backorder, customers screaming and nobody has an answer.
We received the memo about EF's last day running Llanberis on Friday. They can't even replace him with a permanent Site Head yet and that's a key manufacturing plant.
Centaur kit problems keep coming up and sales are either dropping or barely holding steady.
I can tell you right now the competition is killing DX.
Once China goes so shall a good chunk of the remaining business.
In retrospect, EF, was 100% right. Bail when you can for another company. Doesn't matter where you wind up. Couldn't be any worse than Siemens treats its employee's.
DX has no strong sales.
At best it's limping by the past six years.
Don't be fooled by combining Healtcare and DX together.
The China market will last only as long as it takes them to copy and create their own platform.
Even MR knows the US market is not an option for future growth.
Eventually, sites will start closing up.
As far as hiring is concerned...9 out of 10 of those jobs are "temp" with 11 month contracts.
Don't believe the hype. With everything that has happened the past six years...Management hopes you're just a fool with your head in the sand.
Even EF from Wales had the brains to bail and seek employment elsewhere.
Strong sales are always nice. But more important is whether market share is going up or down or static. This is the area that needs to concern Siemens DX.
make that 5 qtrs
sales strong 4 qtrs in a row
14,000 employees worldwide, still hiring, stop your b/s people
I guess my question would be how many more people do they have to lay off until there is no DX left?
Any big wigs bitten the dust yet? Probably the answer is no. It is always the little guys.
One thing you can say about Siemens DX is they are consistent. There is a layoff rumor just about every six months. Somehow, I still don't get the feeling that a full consolidation of the three companies has taken place and that there aren't still quite a number of redundancies. If this is the case, Siemens must finish that job asap. Clearly they intend to close LA and I suspect there are other places where layoffs are simply necessary if the business is to survive. Not good news for the victims, obviously, but, in this case, without some sacrificial lambs, the entire organization will perish. DX is just not a business that can run fat anymore and Siemens seems to be far from lean and mean.
Latest rumor is that things are going so poorly there will be a mid year lay off.
Check mate. A good description of what's happening with Siemens.
paycheck - good fit - paycheck - good fit.
Hmmmm guess it will have to be paycheck for now.
Any time. Just look closely at any company you visit. It's harder to figure out smaller company culture sometimes. Look around carefully. Look for signs of energy when you see people actually working. Look for smiles among co-workers. Check out the atmosphere at lunch if they have a lunch room or cafeteria. Culture is hard to ask about directly, so if you must, figure out a discreet or oblique way of going about it.
And most important, be yourself. If a good fit is important to you, don't try to fit in during an interview only to not fit in later. It's much worse when you don't fit in when you're in a small company.
Most of all, good luck.
Thanks to reply about advice on company culture. I agree that medium and small companies are a better fit for me.
Nothing at all. But thank you for asking and caring.
What's wrong with your own thread, politisycho?
What's wrong with a witch in Congress? A democracy dictates that witches should be represented too. After all, we've already had one devil in the White House, although he tried to hide it. One and only one President had exactly 6 letters in each of his three names: Our 666 President - Ronald Wilson Reagan.
And you thought that we God-Fearing Americans wouldn't notice that? Did he think he could fool us with his rhetoric when all along we knew his name?
As you can see, the left can be just as absurd and crazy as the right if you will just give us a fair chance.
Roche is very similar. Although it is a Swiss rather than German company, Roche is from the German part of Switzerland and the culture there is very much like German culture. Just be a good little boy (or girl) and you will be rewarded; be an individual and you will be punished.
GE management has a long history of not being terribly worker friendly. There have been periods during which GE does encourage individuality and originality, but it is not clear how much reward was ever given out to such individuals.
I know nothing of Danaher, but there are a few Danaher-related threads here that might off you some insight into their corporate culture.
In general, I would suggest that large companies are not the place for individuality. This is not an absolute statement, but, for the most part, individuality and true accomplishment tend to be rewarded much more in small to medium sized companies. The down side to smaller companies is that there is nowhere to hide and less chance for an internal transfer should you find yourself in a situation in which you have a conflict with your boss.
The key for you if you are actually looking for a company to fit your style better is to remember that job interviews are two way streets. Of course, they are interviewing you to see if you fit their needs, but you, as well, are interviewing them to find out if they will offer you what you are looking for. It is easy to find out things like salaries and benefits, but more difficult to gain insight into company culture which seems to be your big issue. Finding these things out requires some skill and alot of subtlety since you cannot be quite as aggressive during an interview as the company can.
Hope this helps. I know it's basic information, but it's a place to start.
Agreed that Siemens wants lackeys and non-leaders in upper Mngmnt ranks. Can others weigh-in if it's differerent at any other large company? E.g. Roche, GE, Danaher, etc. just need help in targeting where I want to work for next job.
Shows how little you know. The Clintons live in the town Chappaqua, NY which is in Westchester County. The county to which you erroneously referred, is in western NY. At least the above is fact. As for the rest of you idiotic comment, I'd prefer to just let others judge you for the extremist that you apparently are. My only other comment is that the more people like you and your witch candidates honestly state how they feel about things and their positions on issues, and their manner of talking about those with whom they disagree, the more you mraginialize yourselves and the Republican Party making it more and more of an hate-mongering group of outside-the-mainstream right wing extremists.
As a proud and honest moderate, my colleagues and I encourage you to keep it up. No one makes our causes look better than right winger like you. When this is all over, you can expect to receive a nice check and a commemorative plaque from you friends who constitute the moderate wing of the Democratic Party (btw -- it is NOT the Democrat Party .. your side can't even get the name of your opposition correct, can you?).
Please don't let us down. We are counting on you to drive the center in our direction with your ongoing 'observations' about the world and politics.
PS: Hillary thanks you too. The crazier you get, the saner she looks.
Better to almost send a witch to the Senate than to actually elect a bitch to the position, then elevate her to Secretary of State (Hillary Rodham Clinton "lives" in Chautauqua County, NY).
Software development problems have existed for decades in Tarrytown. Part of the problem is the fact that developing a new system takes years and that requirements can change over time. Any new systeem being developed faces the difficulties in dealing with evolving components outside of Tarrytown's control, namely, new and more powerful processors and new generations of operating software. This is a simple fact of life, but the consequences of this reality are not generally considered as being an important element during software development.
The other big problem with software development in Tarrytown is that is that specifications themselves are not considered to be a part of a dynamic process. The assumption is generallly that all software features can be specified absolutely clearly on day one and that, if this step is done correctly, ongoing iterations of specifications will not be necessary or can be avoided. This is pure fairyland thinking. Software engineers speak their own language as do all of their customers, both internal and external. Expecting complete communication to occur in a single written or oral communication is not reasonable. What needs to occur is an ongoing conversation about specfications, what they mean, how they should be met, etc. This means frequent communication between programmers and 'customers', not just a one time discussion among the group leaders and managers. Communications need to occur frequently between actual programmmers and other engineers, chemists, marketing, and, hopefully, an outside panel of representative customers (preferably actual system users and operators rather than lab directors and administrators) that ask questions such as: is this what you wanted? is this what you meant? on the part of the software group, and will also involve additional or modified requests on the part of all of the customers such as: can you also make the system to do this? can you add in this algorithm, etc.
The main point here is that software development and specification is an ongoing and dynmaic process which is not how things have been done historically in Tarrytown. The problem is generally not the competance of the programmers, it is the willingness of managers to make sure that communicsation is a daily and ongoing activity. And it is clearly the responsibility of the head of the software group plus project managers to make sure this happens.
It is correct to describe Tarrytown Software as deficient by failing to represent the needs of internal groups and end users. The mechanisms of this defect may be misunderstood.
Insight into the true culprit is possible by examining the difference between documented requirements and the final software release. The specifications are signed off, after extensive review, by responsible leaders in each department including programmers, marketing and methods. What if the released software fails to meet these requirements? Is that a fault of the processes in place to generate specifications or is there some "hidden goings on" that allows changes contrary to the original intent? Are coders accountable for meeting specifications or arbitrary changes commonplace?
Rumor has it that after the regime change specifications will be written or re-written to conform to the code rather than the other way around. Heaven help you on an FDA audit if these speculations are true.
Ah, but you are wrong, my friend. Siemens is quite proud of promoting lackeys or what they call team players. Talent itself does get some reward in the form of slightly higher pay raises and sometimes promotions that may not involve increased responsibility or authority. But as far as promotions that involve leadership, the theory is that in order to be a good leader, one must demostrate the ability to follow blindly and go along with the theme of the day. Siemens views this as a perfectly acceptable system and really don't hide it too much. If the Siemens way is not for you, I suggest that you seek out companies where groupthink isn't king.
What ailes DX is a huge lack of leadership. This will never be found in a conglomerate because of the promotion process. True leaders would never make it to the top at Siemens. Someone like Steve Jobs would not have lasted a week here. I would not mind it so bad except I just wish Siemens would come clean about their real rules of promotion and real values. But alas-this would be adnitting something they are not proud of!
What a lack of understanding of the poor New Yorkers. Please try to understand how much trouble a New Yorker has when trying to communicate with someone from a state that almost elected a witch to the United States Senate.
The problem is not Tarrytown or New Yorkers. The real Siemens problem is that each of the three predecessor companies believed that they and their people walked on water and the other two were just garbage. There was no respect for one another at the time of acquisition and there still is none. It's still us against them. There was and still is not such an entity as Siemens DX. What exists is Dade (DuPOnt), Bayer (Technicon), and DPC ... each now doing business with a Siemens label on their products.
And divided ye shall fall. 'Twas nice knowing ye.
We just had some people come back from a training seminar at Tarrytown. They had praise for the Flanders folks in attendence there, but nothing but scorn for several Tarrytown high mucky-mucks.
1) Three additional Glasgow individuals were scheduled to go, but were pre-empted at the last minute by Tarrytown (THEY wanted more training slots than their site had been allocated by DX management).
2) One particular Tarrytown jerk was apparently into "dick measuring", as anytime someone from another site commented about something, it was always, 'Tarrytown blah-blah is better!"
3) Another Tarrytown jerk was constantly interrupting the instructor with pompous pronouncements about what a big shot HE personally was and that he "knew better than the instructor".
Why aren't we surprised? They are NooYawkers, after all. The Rotten Apple doesn't fall far from the tree......
No posts in a while.
Did siemens suddenly become a great place to work with insightful management?
Q1 wasn't that bad. I feel secure in my job.
I know quite well what went on with Cooper. I spent alot of my time in Staff 1 during both the Cooper and Bayer years. I was also fortunate enough to spend alot of time amongst the troops so I saw things from both sides (management and worker bee).
Both were terrible in their own way. It is hardly a worthwhile exercise to debate who was worse since the two companies were quite different in their 'badness'. One sucked all of the money out of Tarrytown; the other sucked all of the life and talent out of Tarrytown. One created a system of fly-by-the-seat-of-your-pants chaos; the other created a rigid 'quality' system that paralyzed the organization and, ironically, created zero in the way of real quality. At the end of the day, neither left Tarrytown better off than they found it. One brought KN, the R&D terrorist; the other brought HL, HH, and GW who knew nothing about DX and were terrorists in their own way.
Easy it was Cooper,you do not know what was going on at the time.
You are right about Cooper and the payroll thing. But they did leave a pipeline of products that were close to being ready for launch. Siemens rushed the launches because they were told they new systems were ready and because they didn't know the business. When they found out they'd have to do some post-launch work on the systems, and that they still had a ways to go with Immuno 1, and that Chem 1 was never going to be a big winner, they went ballistic. Nonetheless, Cooper did leave them with a chance to do alot better than they did. There was still some talent at Technicon when Cooper sold them; by the time Bayer sold out to Siemens virtually all of the talent had left, retired, or were laid off.
It's just kind of hard to say who was the worst.
and don't forget Parker Montgomery
A Wall Street Parable With No Heroes
By DIANA B. HENRIQUES
Published: August 02, 1992
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Anyone trying to understand the flaws in the way American corporations are governed should take a long look at the Cooper Companies. Less than a decade ago, Cooper was a prosperous maker of contact lenses and medical products with $1.3 billion in assets and more than $600 million in sales. Today, it is a shrunken, unprofitable company at risk of indictment for insider trading violations.
What happened? The glib explanation is that like many companies Cooper fell prey to the debt addiction of the 80's and was forced to go cold turkey when the credit tap ran dry. But a closer look reveals more than that: a tale of selfish executives, compliant directors and inattentive investors that could serve as a warning to anyone who trusts boardroom democracy to protect shareholders and employees.
For this was not a case in which the American system of corporate government was abandoned. Indeed, all the reassuring elements of genuine shareholder control were in place: outside directors, executives with a stake in the company's common stock, influential institutional investors who seemed to hold the balance of power in proxy votes. Add to that lawyers able to litigate investor grievances and Federal rules requiring that shareholders be kept informed about the company's affairs.
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