Verhovayak Lapja, 1950 (33. évfolyam, 1-12. szám)

1950 / Verhovay Journal

THE AIMS AND METHODS OF FIELD MANAGEMENT

(Continued from page 4)

that he hasn’t the slightest notion of what the insurance business is about, even j though he may have been in the middle of it for twenty or thirty years.

In the highly competitive insurance field of today, the Association,can no longer afford to leave hundreds of branches in the hands of managers who either refuse or are unable to meet the requirements of their office. Outright refusal on the part of many branch managers and the inability of a great many others has made it necessary to introduce our new organizing gystem v. hich has been developed along the lines of proved insurance methods.

THE AIMS OF OUR ORGANIZING" PROGRAM

The basic aim of our organizing program is to provide for a steady mem- j bership increase, year after year, in order that the progress and continued growth of the Association may be assured for the material benefit of the en- j tire membership. To attain this aim we need branch managers who are WILLING AND ABLE to fully meet the requirements of their office. Willingness \ without ability is futile just as ability without willingness is. sterile. But in searching for the proper branch manager material, willingness is the primary ! requirement. The ability will be provided by training, to be widened by experience. Some people think that experience alone is sufficient. The fact is, however, that this is not so. There are many who are unable to utilize their own personal experiences no matter over how long a period of time they extend. It is training that enables one to properly apply and utilize his experiences.

We now have a training program which is being put into operation in the field. However, it iS a physical and financial impossibility to provide every manager of every little branch with adequate training. Then, too, some “’experienced” men refuse to be trained. They maintain that experience has taught them everything there is to know. They ridicule the idea that anyone can teach them any new tricks of selling insurance. Which is ridiculous if we consider the fact that the most successful insurance men in the country attend training courses every year, they read books and magazines dealing with their problems and they are constantly searching for new ideas and new methods for their task.

What happened in many cases is simply this: successes attained in the past under conditions which our managers were naturally equipped to meet, convinced many of them that they are super-salesmen. Confronted later by new types of sales resistance, these men simply blame the conditions for their failure rather than their lack of understanding for the necessity of new attitudes and methods. The trouble is that no man can be trained who is unwilling to learn. Therefore, we must look for men and women WILLING AND ABLE to learn.

Such high calibre individuals, however, who are needed for branch management today, can hardly be induced to serve a small branch consisting of 30. 40 or 50 members. There are more remunerative fields for their abilities. But they certainly can be induced to serve large concentrations of memberships that afford material incentives equal to their ambition and talents. And in cases of proved ability they may be given further advancement by assigning to them a number of smaller branches where they are to assist the untrained or not sufficiently experienced managers in meeting the requirements of their office.

BRANCHES NOT DEPRIVED OF THEIR RIGHTS

The question is, who shall be the judge whether or not an individual has the necessary qualifications for branch management? Many branches, or rather the very small percentage of members attending the branch meetings, insist that they are the duly qualified judges. However, these good people certainly are not insurance men. Most of them have very little knowledge of the problems confronting an insurance man, nor of the qualities needed for meeting them. Others who have secured some, or even many new members in the distant past, naturally are inclined to apply their own old standards in judging the qualifications of a nominee.

Yet, obviously, qualifications of a candidate in any profession can be judged only by a professional. And we propose, for the benefit of the entire membership of the Association TO RAISE VERHOVAY BRANCH MANAGEMENT TO A PROFESSIONAL LEVEL, especially, for a start, in the : larger branches, or concentrations of branches. It is, therefore, the special * 1 2 job of the PROFESSIONAL INSURANCE MAN in the Verhovay to judge the qualifications of candidates for branch management.

In connection with this, there is great confusion in the minds of many i branch-officers and members. They tlaim that the last Convention in amending the by-laws to the effect that the managers of organizing districts be appointed by the Home Office, has deprived the branches of their constitutional rights. Nothing is farther from the truth.

IT WAS NEVER INTENDED, NOR IS IT INTENDED NOW TO DEPRIVE THE BRANCHES OF ANY OF THEIR RIGHTS. WE DO NOT PROPOSE TO INDISCRIMINATELY MERGE BRANCHES, NOR TO DISSOLVE BRANCHES, NOR TO DEPRIVE ANY BRANCH OF ITS SEPARATE I IDENTITY. EACH BRANCH HAS NOW AND SHALL HAVE HEREAFTER EVERY RIGHT TO ELECT ITS OWN PRESIDENT, VICE-PRESIDENT, ; BRANCH TREASURER, RECORDING SECRETARY, AUDITOR, COMPTROLLER, DELEGATE AND ALL OTHER OFFICERS NEEDED FOR I MAINTAINING BRANCH ACTIVITIES. EACH AND EVERY BRANCH HAS NOW AND SHALL HAVE HEREAFTER EVERY RIGHT TO HANDLE ITS OWN FUNDS, PURSUE ITS OWN FRATERNAL AND SOCIAL PROGRAM AND PROVIDE THE MEMBERSHIP WITH ALL THE BENEFITS j AFFORDED BY ACTIVE FRATERNALISM.

But it is very obvious that the collection of dues, the handling of claims, the servicing of membership certificates and the securing of new members are business matters altogether separate from fraternal activities. And it is just as obvious that the members will be much better off in these business mat- j tors are handled by a properly selected and adequately trained individual j lather than by one elected for qualities that have nothing to do with the insurance business.

IT MUST BE CLEARLY UNDERSTOOD THAT THE PERSON IN | CHARGE OF THESE MATTERS IS THE BUSINESS MANAGER OF THE i

PAY LOANS AND LIENS

All members who have loans on their membership certificates, who intend to make payment thereon before the end of 1950, should make such payment before the end of November. Those who do this will save money because the payment will be credited to their accounts before the end of the year, and the interest calculation for 1951 will consequently be figured on a smaller loan balance.

All loan payments made the latter part of December, after the branch manager has mailed his monthly report to the Home Office will not be credited until January, 1951, which means that. 7 he interest calculation will be greater than it. would have been if the member would have made his payment before the end of November.

EXTENDED: AUGUST, 1950

SENIOR ORDER: 3 Krobock John; 9 Bicsak Joseph; 17 Angeloff Charles J., Angeloff Wilma M., Dyka William, Kacsandy William, Moskal John (2),N Tomasek Mrs. Eugene, Újhelyi Joseph A.; 20 Czentnar Mrs. Jos., Rajna Lajos, Stropkey John; 22 Kristoff Mrs. Steve; 23 Toth Pal, Jr.; 32 Harsanyi Joseph; 34 Nagy Sándor, Jr.; 45 Amerling Joesph, Lukacs Gyula, Polasko John, Jr„ Seres Mrs. Ethel, Varga Joseph; 48 Antz John, McNamara Chris, Jr., McNamara Mrs. Chris, Nagy Charles; 52 Chonko Gilbert; 59 Horwath John, Jr., Palonkay Karoly, Palonkay Karclyne; 89 Kubancsek Antalne; 90 Demeter Louis; 107 Berta Irene, Berta Leslie, Denes Ferencz; 132 Carpenter Mrs. Mich., Falconbury Mrs. O., Zernick Steven; 133 Ferency William, Ferenczi Pal; 138 Brown Mrs. Cieatis, Poremski Mrs. Jos. (2); 141 Chima John; 157 Bauer Joseph D.; 163 Lengyel László; 164 Sappanos Margaret; 170 Drotos Joseph G.: 186 Sicilian Mrs. Gasto; 187 Nagy John P., Nagy Mrs. John; 204 Csire John M.; 222 Kolesky Mrs. Harry; 230 Majar József; 292 Peleskey Louis; 303 Price Mrs. Frank; 345 Nemeth Imre József, Nemeth Janos; 366 Costaney Mrs. Geo.; 369 Kersmarki Carl F.; 376 Fehervary Lillian, Fehervary Mrs. Mary, Fodor Joseph; 383 Esene Andrew; 395 Kemeny Priscilla; 399 Nemes Stephen: 418 Bence Louis, Bence Mrs. Louis: 475 Galo Mrs. Stephen, Milbucher Mrs. f., Molnár Michael, Vanderlinden John; 477 Bowman Charles; 482 Abraham Steven; 490 Toth Mrs. John, Sr.; 511 Barnyak Mrs. Jos., Grez Mrs. Louis (2), Grez Madeline; 518 Harto Edward C.; 527 Sarina Paul.

JUNIOR ORDER: 9 Kovács Alex, Jr.; 20 Nyilas Mary E.: 34 Stanko Frank B., Jr., Stanko Richard J.; 45 Pocsik Allan Frank, Pocsik Nancy Bella: 48 Antz Barbara M.; 68 Schrock Cynthia L., Schrock Raymond R.; 107 Denes Rudolph E.; 138 Bárányos Louis, Poremski Joanne; 204 Csire Daniel A., Csire George R.; 417 Timko George A.; 418 Bence Larry Lee, Bence Thomas; 475 Kelley Bonnie L.; 487 László Laura Lee; 490 Toth John E. Jr. (2); 503 Zoltar. Janice Lynn; 511 Barnyak Denise K.

81 Senior Order, 23 Junior Order Members, Total: 104 Members.

JOHN SABO, National Auditor. * 1 2

BRANCH. HE HANDLES THE BUSINESS END OF VERHOVAY’S ACTIVITIES. HE IS EMPLOYED, TRAINED, BONDED AND PAID BY THE HOME OFFICE FOR THIS PURPOSE. IT IS SELF-EVIDENT, THEREFORE, THAT THE HOME OFFICE SHOULD HAVE A SAY-SO ABOUT WHO SHOULD BE THE PERSON TO SERVE IN SUCH CAPACITY, ESPECIALLY SINCE IT HAS PROVED TO BE TO THE BENEFIT OF THE ENTIRE ASSOCIATION AND THE MEMBERS OF THE BRANCHES IN WHICH THIS PROCEDURE HAS BEEN FOLLOWED.

RECORD PROVES SYSTEM

If we make a thorough study and analysis of the record of the last two years, we find the following:

1. ) Wherever qualified assistant district managers or properly selected and thoroughly trained district managers had been placed by the Home Office, there were less lapses, less cash surrenders and more satisfied members

2. ) The 17 district managers and assistant managers now serving the Association produced 65% of the total volume of new business as against the 35% written by nearly 300 managers elected by the branches according to old custom.

These two facts are sufficient to prove that the objections raised against the new system have no foundation whatsoever.

THE FIELD MANAGER’S DUTY

Upon electing me Field .Manager of the Association, the Board of Directors has placed upon me the duty of putting our organizing system into actual operation over the entire field as rapidly as humanly possible. I was firmly instructed, and very properly so, to proceed without regard of persons or selfish interests.

By accepting this appointment, I have put myself on the spot.

I have done so for the benefit of the Association to the service of which I have dedicated my life. I have done so because in a limited field I had opportunity to prove THAT IT CAN BE DONE. Thus I am firmly convinced that in the large field of the entire Association IT CAN BE DONE, too. But only, if I proceed in strict accordance with the orders given to me by the Board of Directors.

This I propose to do.

I shall proceed without regard of persons or selfish interests.

I cannot do otherwise, because I am not permitted to do otherwise.

Therefore, I wish to put this plea before every branch manager and branch officer and active branch member:

PLEASE VIEW OPENMINDEDLY THE ISSUES INVOLVED. PLEASE UNDERSTAND AND BELIEVE THAT THE HOME OFFICE HAS NO OTHER AIM BUT TO ASSURE ALL OF YOU OF THE BEST POSSIBLE SERVICE AND TO PUT THE FUTURE OF THE ASSOCIATION ON A SOUND FOUNDATION. PLEASE COOPERATE WITH OUR PROGRAM THAT WILL CERTAINLY BENEFIT THE ENTIRE ASSOCIATION AND ITS MEMBERSHIP. DO NOT BLOCK THE PROGRESS OF THE VERHOVAY BY OBSTRUCTIONISM, BY WITHHOLDING YOUR COOPERATION, BY TAKING AN ATTITUDE DETRIMENTAL TO THE* REAL INTERESTS OF THE VERHOVAY MEMBERSHIP.

MAKE WAY FOR THE FUTURE!

HENRY F. W. RETTMANN, Field Manager.