Organization, Innovation, and Change in the Training Program at The Mickow Corporation Presentation by Liza M. Guasp EDUC 6105- 1

What is The Mickow Corporation? The Mickow Corporation, or TMC, is a flatbed trucking company. Founded in 1972, they strive to be the best in the flatbed trucking industry by having courteous drivers who always perform at peak.

Brief Historical Facts about the Trucking Industry Highway trucking has seen an increase in personnel in the last three decades of the 2oth century. Part of this increase is due to the construction of the 42,500 mile system of the interstates. Because of the deregulation of the truck industry in 1980, the number of licensed carriers grew from 17,000 to over 40,000 by 1990.

What is the purpose of TMC? TMC is a long haul, short haul, and regional transportation carrier which encompasses 48 states and Canada. Its purpose is to provide transportation needs to its customers for safe, secure, and timely deliveries.

How is TMC structured? From lowest to highest, it is structured as follows:

Culture of the Organization IMAGE IS EVERYTHING! People MALES- No long hair, beards (if any) must be kept neatly trimmed, no jewelry anywhere on or around the face FEMALES- Hair must be off the face, stud earrings are OK, no large earrings or hoop earrings, no other jewelry on or around the face is accepted

Culture of Organization (cont’d) Artifacts The trucks they use are Peterbilts. These are the “Mercedes Bens” of trucks. They have leather interiors, satellite radio, and they have the latest technology inside as well. Trucks have classic colors and they MUST be washed each week!

THE PROBLEM…. TMC was experiencing a high turnover rate. Part of the problem lied in the lack of quality time trainees were spending with their families. The result? Constant complaints and resignation of many of the newer drivers

Actions began to be taken…. A handful of managers approached the fleet managers, or their immediate supervisors, about the problem. They were all concerned about one thing: driver retention. They were clear on their issue: because the trainees had to travel hundreds of miles to meet with their trainers, their quality family time was affected.

The proposal…. The more seasoned truckers suggested the following solution: pair up trainees with trainers that live physically closer to them. This would lead to greater family time on the part of the new truckers AND a better retention rate for the company.

And the rift began…. First of all, the fleet managers lacked understanding. They didn’t understand because, for the last thirty three years, they had paired the trainees with any available trainer. Secondly, they thought these changes would cost the company more money and have little benefits. Lastly, they were intolerant to the change!

The complaint was taken further up the chain of command…. Because the fleet managers didn’t understand the issues, these drivers went even higher up the chain and complained to their team leaders. At their monthly meeting, these truckers were clear: sometimes trainees barely had thirty six hours from the time they delivered their last load at the end of the week until they had to meet back up with their trainers. They were spending too much time driving and barely enough with their families!

IT WORKED! At the meeting, the team leaders listened, analyzed, and decided to implement the change! Two months after the meeting, it became a rule that trainees and trainers must not live more than 150 miles from each other. At times, they can live up to 180 miles from each other. However, both trainer and trainee must consent to this exception.

Evaluation of the process…. The retention rate went up. TMC Home Time Program gets drivers home 46 out of 52 weekends in the year. The seasoned truckers should have just gone to the team leaders from the beginning and bypassed the fleet managers. TMC handles positively the call to innovate and change. There are those whose job is to listen and analyze what’s best for the company. This is good news, especially to the ears of the newer members of the company!

A sincere THANK YOU…. …goes out to Mr. Jose L. Davila Falu, owner/ operator of his own truck and respected member of the TMC team for sixteen years and counting. For the last four years he has also served as a certified trainer. His contributions to this project are invaluable.