The Proactive Present
As time progresses on leading to the 21st century it is imperative to examine the changes and expansion that the company has made over the years. In relation to production there have not been any changes to the solar evaporation operations. The company still operates at Man of War Bay Northwest Point using the same procedures that the Erickson brothers’ implemented.
As it relates to the work environment and administrative practices today, the experience of Production & Engineering Manager, Ms. Sophia Williams provides an interesting and informative perspective. Unlike, other managers and majority employees working at the company, Ms. Williams is not native Inagua and was recruited to work at the company through a recruiting agency from the Company’s head office in Chicago. In 2010, she moved to Inagua. She explained that during the time of move she need a change for her life and at the current job at that time there was no room for growth. In addition, when she arrived to the island she was very surprise of the infrastructural development of the island despite it being so remote. Eventually, she fell in love with the island. In addition workers welcome her. She and the managers have good working relationship. However, she expressed some difficulties within her Department of Production and Engineering as she was promoted to manager. In that, she was the only female in the department, young and not actually from Inagua. Nonetheless, she never allowed let any of those challenges affect her ability to lead the department because she understood that in life there will always be opposition.
Moreover, there were challenges in the Department such as the work habits of the employees. She explained that she uses a variety of motivational techniques to encourage the attitudes and work habits of her employees namely includes: recommending individuals for training and promotion. Also, she funds a Christmas party for the employees in her department. Training is also needed to create empowerment of employees and better improvement within the Department. Moreover, she expressed that the company has a number of training opportunities in the near future. The Department of Production hopes to implement a monitoring system called PLC that will monitor the entire production operation from a control room. Thus, the future looks bright for the improving the work ethics and practices of employees.
Also, there have been changes in production in combating the affects rain water has on the dilution of concentrated salt in the salt pans. The new Brine Operation Manager, Dr. Jaycoda Major has developed a new chemical mechanism that is now used in the salt pans to reduce rain water diluting the salt. In addition, the company is still meeting its standard quota of 1.2 million tons of salt and hopes to increase production to 2 million tons of salt this year.
Today, the company still provides sponsorship for community activities such as health facilities and Salty Fest. However, she feels there is a need for more community activities and after school programs for the kids to be involved in. Furthermore, the company launched a summer job program in summer 2014. She expressed that there is a need for the program to be executed effectively so that it can better recruit future employees for the company.
As it relates to the work environment and administrative practices today, the experience of Production & Engineering Manager, Ms. Sophia Williams provides an interesting and informative perspective. Unlike, other managers and majority employees working at the company, Ms. Williams is not native Inagua and was recruited to work at the company through a recruiting agency from the Company’s head office in Chicago. In 2010, she moved to Inagua. She explained that during the time of move she need a change for her life and at the current job at that time there was no room for growth. In addition, when she arrived to the island she was very surprise of the infrastructural development of the island despite it being so remote. Eventually, she fell in love with the island. In addition workers welcome her. She and the managers have good working relationship. However, she expressed some difficulties within her Department of Production and Engineering as she was promoted to manager. In that, she was the only female in the department, young and not actually from Inagua. Nonetheless, she never allowed let any of those challenges affect her ability to lead the department because she understood that in life there will always be opposition.
Moreover, there were challenges in the Department such as the work habits of the employees. She explained that she uses a variety of motivational techniques to encourage the attitudes and work habits of her employees namely includes: recommending individuals for training and promotion. Also, she funds a Christmas party for the employees in her department. Training is also needed to create empowerment of employees and better improvement within the Department. Moreover, she expressed that the company has a number of training opportunities in the near future. The Department of Production hopes to implement a monitoring system called PLC that will monitor the entire production operation from a control room. Thus, the future looks bright for the improving the work ethics and practices of employees.
Also, there have been changes in production in combating the affects rain water has on the dilution of concentrated salt in the salt pans. The new Brine Operation Manager, Dr. Jaycoda Major has developed a new chemical mechanism that is now used in the salt pans to reduce rain water diluting the salt. In addition, the company is still meeting its standard quota of 1.2 million tons of salt and hopes to increase production to 2 million tons of salt this year.
Today, the company still provides sponsorship for community activities such as health facilities and Salty Fest. However, she feels there is a need for more community activities and after school programs for the kids to be involved in. Furthermore, the company launched a summer job program in summer 2014. She expressed that there is a need for the program to be executed effectively so that it can better recruit future employees for the company.
My Reflections
Undoubtedly, Morton Bahamas Limited has been the source of development for the community of Inagua. It is seen that almost in every area they have supported, training, education, health, electricity, water, transportation, food etc. What I am found most interesting was how my family like so many others have helped built the salt company. The family and the company as well places strong emphasis on ensuring their children are well educated and trained to carry on the legacy of the salt company. This became so real to me because I can personality relate. For example, Morton Bahamas Limited provides financial assistance for me to attend The College of The Bahamas and summer employment. Therefore, I can very see myself becoming the General Manager of Morton Bahamas Limited in the near future following in my grand uncle, Mr. Carl Farquharson, my father and mother, Mr. Etienne II & Deborah Farquharson foot steps.
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