Okay it's obvious that you are one of the rare good TDO executives that "gets it" and has seen the majority of all this first-hand, or you know someone that is. Looking at your posts I believe you have effectively communicated the the foul stench of the typical TDO manager's arrogance and ignorance. I have worked with these people so I can tell you that your observations are spot-on and I can point to specifc people within the organization that think and behave the way you have described. They would no sooner talk to one of the "marks" that pay their salary than they would take a swim in the sewer. They have no respect for the product and only think of it as a means of advancement for themselves to get a "real job" somewhere. Many of them have literraly never step foot inside one of the parks accept when they were forced to for orientation. I'm talking some high level managers here; many of whom that make decisions directly impacting the guest experience.
While it's extremely disappointing to fans of Walt Disney World with the disconnect between those executing the product and their lack of any involvement in the product itself, it also speaks to corporations throughout this country. It's something that many of us have touched upon time after time here, the Wall St. mentality and just like you mentioned above.
Without going too far off the cliff here, I was once in print and television media and at that time, no matter the outfit, big or small, from the top to the bottom, the employees knew and many times breathed their product whether it was film or television. For the past decade and a half, I've owned a successful retail company and there are many parallels between the two businesses and truthfully all business. What I've seen over the past two decades is a complete collapse in caring or buying into a company's philosophy by a disproportionately high number of employees. It's quite honestly to the point that it makes anyone that is a die-hard fan of a particular company or product look like an idiot because they care so much about a product that the suits on down could care less about and only look at the spreadsheets related to that item or entity. Now, I can understand why many lower ranking employees don't care about their company because so many are treated like dirt today by the management ranks, but when management doesn't even know their product, it's incredible.
Our company deals with manufacturers across the country and world and I even see it in that business. No understanding of the customer base, not listening to retailers, and then the complete utter lack of even knowing their own product. It's so, so frustrating to see how business, for a lack of a better term, is broken. Without debating the ethos of Apple, their manufacturing, etc., there is one clear Walt Disney Company of the past vibe here, their employees top to bottom, live and breathe the company. They buy into what Apple is and what they do. It's incredibly rare in our business world today. The only company that I've ever seen that amount of employees buy-in was the Walt Disney Company before its de-evolution. And, for retail, Costco here in the States is an example of a retailer that has the top to bottom buy-in as well. It doesn't take a genius to figure out why it's the case with Costco. They have extremely healthy numbers, pay all their employees a living wage, and cut out the ridiculous corporate fatcat paychecks and have execs mingle with the "little people."
As it's always been said, change comes from the top in corporate America, and it's so, so true. My father was a high level executive and once he got to that level, he worked relentlessly to address issues of all the rank and file and to right the many wrongs that corporate had done. He didn't reward the MBA crowd that looked at the company as merely a stepping stone and another place to gain stock options on the way out and he understood what the small things meant, whether it was eeking out an extra vacation day, or making sure that bonuses came to all levels at the expense of grossly inflated bonuses to a small number at the top tier. My point here is that from watching him and watching business myself, it's very clear that ONLY WILL TDO CHANGE, IF THOSE IN TOP POSITIONS WITHIN THE COMPANY HAVE THIS PHILOSOPHY. Middle ranking management, nope, that won't do it. It's a top down business world and only if the top sees the ills and knows the right thing to do, then will we see change.
I totally buy into @WDW1974's belief that it will get worse before it gets better. The biggest question for me, is who within the company that has true corporate power gets it? I assume John Lasseter, when he's visited Orlando, isn't blind to the problems in Florida, but besides his plate being spread thin, it seems that his true impact on the company tends to be a tad bit fanboi inflated many times. I can't image many on the Board of Directors having ever stepped into a park, akin to the TDO execs.