1) If someone is an "intern" state clearly preferrably in writing
the terms of the agreement including what the intern will learn, what
equipment they will use, what kind of work load is expected (hrs/wk),
and what the compensation will be.
2) Remember that work needs to be paced, and things like lunch breaks
are a necessary part of this, that need to be scheduled and regular.
3) Try to form a realistic concept of what a given group of people can
realistically accomplish and assign tasks accordingly following a
coherent plan.
4) The help often have valuable insights into how things could be
accomplished better and more efficiently, encourage and be open
to feedback and suggestions.
5) Remember that possesion of a Y chromosome does not confer the
ability to opperate heavy machinery nor does its absence preclude it.
Avoid the kind of bias that leads to situations in which a greenhorn
male "intern" flails around on a tractor without a clear "clutch" concept
while a women who has been driving a stickshift car for years, picks
rocks.
6) Don't shout.
On Wed, 25 Oct 1995, Tom Ford wrote:
> I have been asked to make a presentation to a group of vegetable growers on
> labor management and retention. I have talked to several growers in my region
> but I would like to hear how other people manage their workforce on their
> farms. Many growers in our area would like to know how growers in your
> region recruit interns or workers. What types of incentive programs work best ?
> How do you deal with turnover ? How do workers accept working on an organic
> farm ? Any feedback on this issue will be appreciated.
>
> Please forward the inforamtion to: tford@psupen.psu.edu
>
> Thanks
>
> Tom Ford
>
>
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Jonathan Haskett
jhaskett@asrr.arsusda.gov
"The fault dear Brutus lies not within our stars but in ourselves."