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Metro
25-05-2025
- Automotive
- Metro
I'm one of the UK's longest-serving workers - here's what has kept me going
To view this video please enable JavaScript, and consider upgrading to a web browser that supports HTML5 video When Peter Flitney was 15-years-old, he rolled up his sleeves for the first time. He had just taken up an apprenticeship as a mechanic at the small, unassuming garages of G. Grace & Son in Tring, Hertfordshire. 'I walked up the road with my mother and asked for a job. The boss, Mr Grace, said: 'The boy can start Monday.' and that was it,' he told Metro. 'The first job I ever did was cleaning down the back half of a tractor.' At the time, Peter didn't overthink it too much. It was his first job. He'd work here for a bit, and then see what happens. Little did he know, the apprenticeship ended up leading him to a long career of 75 years, making him one of the longest-serving workers at a single business in the UK. Established in 1750, G. Grace & Son is one of the UK's oldest family businesses. It's a shop that does it all – it sells hardware, painting and decorating supplies, household products, gardening tools and specialises in classic car maintenance. Now, after decades of hard graft in a career that's seen three generations of ownership come and go before him, Peter finally hung up his overalls earlier this month at the age of 90. 'There was all sorts [to work on] back then. Tractors, combines. I'd sharpen tools and mower blades. All sorts. We were helping the farmers at the time,' he said. When Peter began his career, it was 1950. As the nation was still recovering from the economic impacts of WWII, he quickly learned to mend and maintain agricultural machinery. His job was to keep tractors running – a tricky feat as parts were scarce and rationing was still very much in place for much of the country. It wouldn't be until 1958 that the UK saw the completion of its first motorway and at the time, car ownership was still a luxury for most households – which made the few vehicles around all the more in need of regular fixing. Leaving only for two years of mandatory national service, Peter later returned to the tools for his career. He went from an odd-job apprentice to master mechanic – later specialising in some of the world's most iconic classic sports cars, including the Jaguar E-Type. Their work on a beloved Riley 2.5 would help the then-owner and racing driver Harold Grace win many of his 400 of racing trophies. 'I remember finishing work late and Harold Grace would pop his head out and say 'Peter have you got time to wash my car down?'' Peter laughed. By 2000, Peter had already been awarded Dacorum Borough Council's Employee of the Year for reaching his 50th work year at the company, all while taking just three days sick since his first shift. His prevalence led him to being featured in newspaper articles as the years ticked on. It wasn't until a cancer diagnosis in recent years that Peter pumped the brakes; reducing his hours to a few days a week. ' I started doing less work for a while, just small jobs like sharpening knives and putting handles on forks, but eventually decided 'that's enough now',' he said. Peter's since received the all clear and credits his wife of 67 years, Sheila, for being his rock over the years. 'You couldn't get a better one,' Peter said. 'She's always been there. She's always been supportive.' The couple married in 1958 and in 1960 their son, Paul, was born. Following his dad in his footsteps, he soon also took a keen interest in machinery and cars, peering over his dad's shoulder as he worked away in the garage. The exposure to the trade from an early age led to Paul getting his own job at the garage in 1976, starting off with part time work during the school holidays. Today, the father and son duo have worked side by side for a staggering 50 years. 'It's incredible, really,' Paul told Metro. 'We've always got on. Some fathers and sons don't work out, do they? We're lucky, in that sense.' Gilbert Grace, the eigth generation owner of G. Grace & Son, praised Peter for his diligence over the years. 'Peter knows hard work. He really does know hard work,' he told Metro. 'He has common sense, you know? 'I'll never forget – we had a problem with a gearbox strewn across in bits and pieces. Peter immediately had a solution. He just…had the answer. 'His work here must be a record of some sort.' While Peter himself is embedded in the history of British mechanics thanks to his long service, the Grace family have also earned their place in the history books too. From starting off as local blacksmiths, the Graces forged their way through Britain's first industrial revolution. In the 1890s, they were sent to Paris by Lord Rothschild to study the Eiffel Tower – inspiration that later shaped their ironwork of what became the Rothschild Museum in Tring. By 1953, their evolution from forge to front-runners in the sports-car industry had them tuning a Riley 2.5 that finished just behind British racing legend Stirling Moss at Silverstone — with Harold Grace himself behind the wheel. 'You could stand a chance of fixing a car back then,' Paul said. 'It was a guessing game. But these days you need computers plugged into them just to find out what's wrong.' In 1994, the business was brought to its knees after two catastrophic fires destroyed many of their workshops. They eventually made the full recovery and picked up business again. Since then, they have adapted to the changes that would've seen most in their trade shut down, selling new products and expanding their stock to include household goods. Carol Woodstock, who runs and maintains the DIY & Hardware section, retires this year after 30 years of work at the business. For 20 of those years she's spent them working alongside her daughter, Jackie. 'Everything was make and mend,' Carol said, reflecting on the changes that have seen disposability become something of the norm. 'We had this Saturday lad come in. Lovely lad. I said to him, 'Just think — doing this kind of work, you'll be able to do your own one day.' 'He turned to me and said, 'When I'm rich and famous, I'm just going to pay someone to do it for me.' I thought… oh… alright,' she laughed. 'My first job was with my mum and her last job is with me — it's really special,' Jackie said. Between Peter, Paul, Carol and Jackie, the tireless family foursome has quietly amassed a staggering 175 years of hard work between them. Back in April, the group had a dinner marking Peter and Carol's retirement, all the while toasting their decades of success, as well as the new chapter as G. Grace & Son towards the future. The reins have now been handed to Gilbert's grandson, Jordan Grace – he is the 10th generation family member to take charge of the business. What's next for Peter? Well, he's still driving his little red Rover 200 around and finds ways to keep himself occupied. More Trending 'I keep busy when I can now. I do puzzles, go for walks and do some gardening. I used to go to allotment but I can't do it now,' he said. So what's Peter's secret for holding down a career for 75 years? Turns out it's loving what you do and who you work with. 'Coming to work was a pleasure because everybody got on with everybody and well, we're like one family really,' he said. 'I'm so proud. I'm proud of my son. I'm proud of all of us.' Get in touch with our news team by emailing us at webnews@ For more stories like this, check our news page. MORE: Chicken wine, pizza and indoor rollerskating: The rise of the adult sleepover MORE: 'I thought it was a hangover – but then my headache didn't stop' MORE: The grainy 70s photo that could help police solve a missing person case
Barnama
14-05-2025
- Business
- Barnama
- Bonus Payouts: Motivating Or Demotivating Your Workforce?
14/05/2025 10:16 AM Opinions on topical issues from thought leaders, columnists and editors. By : Affezah Ali When an employee opens an email titled 'Your Bonus Statement', anticipation runs high. However, does the actual bonus match the reward envisioned? Bonuses are often seen as a recognition for hard work and commitment, a tangible acknowledgment of effort. While bonuses can boost morale and motivation, they also carry a psychological catch: expectations versus reality. Research shows that bonuses can catalyse increased effort, but when they fall short of expectations, it can lead to dissatisfaction. Employees often view bonuses not only as financial rewards but as a reflection of their value to the organisation. A bonus perceived as inadequate or unfair can harm morale, cause burnout, bring down trust in management, and foster resentment among colleagues. This phenomenon, known as the 'contrast effect', explains how employee's expectations – based on verbal praise, past payouts, or industry benchmarks – can make a lower-than-anticipated bonus feel like a loss, even if it is objectively generous. In collectivist cultures like Malaysia, bonuses are often viewed as communal rewards. Employees may use bonuses to support their extended families, which increases the emotional significance of the payout. In contrast, in individualistic cultures such as the United States, bonuses are typically seen as personal achievements, where fairness and transparency in allocation is crucial. While bonuses can boost short-term productivity, if they are seen as inconsistent or tied to unrealistic targets, they can undermine long-term performance. Some employees experience a 'bonus hangover', where motivation spikes during bonus season but dips significantly afterward. This cycle can hinder sustainable performance and creativity. Moreover, when bonuses become the primary focus, intrinsic motivation – driven by meaningful or enjoyable work – may diminish. Employees may start asking, 'What's in it for me?' rather than 'How can I contribute to the organisation's success?' Leveraging Bonuses for Motivation To leverage bonuses effectively, organisations must focus on transparency. Employees should understand how their bonuses are calculated, whether based on individual performance, team results, or company-wide profits. Clarity eliminates speculation and helps align expectations with reality. Personalising bonuses, by linking them to specific milestones, reinforces the connection between effort and reward, while recognising individual contributions can boost morale. Bonuses do not always need to be financial. Paid time off, professional development opportunities, or symbolic rewards such as 'Employee of the Year' can be equally motivating and foster long-term loyalty. Organisations operating across diverse cultures should tailor their bonus structures to local customs and expectations. In collectivist cultures, team-based bonuses may be more effective, whereas individual incentives may work better in individualistic cultures. A combination of annual bonuses and long-term incentives, like stock options or profit-sharing, encourages employees to focus on sustained organisational success, fostering loyalty and reducing short-term thinking. The Bigger Picture Bonuses should reinforce an organisation's values and goals. A well-designed bonus system is not just about the payout; it communicates key messages to employees. For example, if innovation is a core value, linking bonuses to creative problem-solving or successful project launches can encourage desired behaviours. If teamwork is emphasised, team-based bonuses can foster collaboration and shared success. In an era where employees increasingly seek work-life balance and personal growth, rigid bonus systems may no longer suffice. Flexible and personalised incentives, aligned with individual career aspirations, are becoming the new norm. Bonuses can be powerful motivators, but their effectiveness depends on how they are structured and perceived. By aligning bonus systems with clear expectations, cultural sensitivities, and long-term goals, organisations can turn bonuses into tools for sustained engagement and performance. As employers, remember, a bonus is not just a number. It reflects value, trust, and mutual respect. When done right, it fosters a motivated, satisfied, and loyal workforce capable of achieving great things. -- BERNAMA Affezah Ali is an Industrial and Organisational Psychologist, and a Senior Lecturer at the School of Liberal Arts and Sciences, Faculty of Social Sciences and Leisure Management, Taylor's University. (The views expressed in this article are those of the author(s) and do not reflect the official policy or position of BERNAMA)
Yahoo
13-05-2025
- Business
- Yahoo
Cumbrian firms scoop prizes at region's family business awards
Cumbria family businesses have been recognised for their success at the North West Family Business Awards 2025. The event, held at The Rum Warehouse, Titanic Hotel, Liverpool, on Friday, May 9, celebrated the achievements of family-owned businesses across the region. More than 400 people attended the ceremony, which was organised by The Family Business Community. The awards were presented by food writer and broadcaster Nigel Barden, alongside co-founders of the Family Business Community, Dave Clarkson and Sue Howorth. Widdop & Co (Image: Supplied) Mr Clarkson and Ms Howorth said: "We always want to create an unforgettable experience for all attendees, and bringing the awards back to Liverpool added an extra layer of magic to the occasion. "The turnout was our largest to date and the energy in the room was incredible. "We're so grateful to everyone who came out to support the awards and recognise the hard work and dedication of our North West family businesses. "It was truly an unforgettable night for everyone in the room." Cumbria businesses were among the winners, with The Plastic Bottles Company in Ulverston winning the Business Services Excellence (Small) award. Penningtons Tea & Coffee Ltd in Kendal was named the best Food & Drink Producer, while The Quiet Site in Penrith won the Leisure & Tourism award. The People's Choice award, which was decided by public votes, went to Marina View Cafe in Maryport. The judges said they were impressed by the high calibre of entries this year, making the selection process both challenging and rewarding. There were 23 categories in total, including sector-specific categories, the People's Choice, and Employee of the Year awards. The overall North West Family Business of the Year award was presented to Oldham-based fifth-generation family business Widdop & Co. Mr Clarkson and Ms Howorth added: "We would like to give thanks to our judges, events team, our sponsors, and all the incredible individuals and organisations who participated in our awards. "Your support and dedication made this event a tremendous success once again, and we are truly grateful."
Chicago Tribune
09-05-2025
- General
- Chicago Tribune
Crown Point schools salute top employees
The Crown Point Community School Corp. has honored two teachers and a staff member as its teachers and employee of the year. Officials said in a release that Carrie Quinn, art teacher at Crown Point High School, has been named the 2025 Secondary Teacher of the Year. Quinn, who teaches in the same classroom that inspired her teaching dream, leads the art department, sponsors the National Art Honor Society, the junior and sophomore classes, the events committee and Summer Engage. 'Carrie understands that each student brings different talents and interests to her class,' said Principal Russ Marcinek. 'She is an instructional leader and an example of the teaching excellence we value in our district.' Hannah Rizzo, a special education teacher at Solon Robinson Elementary, is the 2025 Elementary Teacher of the Year. Rizzo teaches in an applied skills setting, serving students with intense needs. She's pursuing a master's in applied behavior analysis from Purdue University and she brings compassion and high expectations to her classroom. 'Hannah is a passionate advocate for inclusive education,' said Melanie Pociask, assistant principal at Solon Robinson. 'She is an exceptional communicator and unrelentingly dedicated to her students and our school community.' Kristen Maurer, treasurer at Eisenhower Elementary, has been named Employee of the Year. Eisenhower principal Calli Dado described her as 'the heart of our school's front office,' adding, 'Kristen's positive attitude makes everyone-staff, parents, and students-feel valued and supported. She goes above and beyond, stepping in wherever help is needed, always with a smile.' The three honorees were selected from a group of finalists. Employee of the Year Finalists included: Brandee Newell – Media Center, Colonel Wheeler Middle School; Mandy Adams – PBIS paraprofessional, Winfield Elementary. Secondary Teacher of the Year Finalists: Tammy Betz – Colonel Wheeler Middle School; Ryan Voss – Taft Middle School. Elementary Teacher of the Year Finalists: Jennifer Ciochina – Eisenhower Elementary; Sheridan Moore – Lake Street Elementary; Jennifer Hochstetler – MacArthur Elementary; Kate Chance – Timothy Ball Elementary; Beth Morey – Winfield Elementary and Shira Murzyn – Jerry Ross Elementary. The winners and finalists will be honored at the May 19 school board meeting.
Time of India
30-04-2025
- Business
- Time of India
JNARDDC's new partnership to help India tap critical minerals
1 2 3 Nagpur: A significant push for collaborative mineral research emerged on Friday as the Jawaharlal Nehru Aluminium Research Development and Design Centre (JNARDDC), Nagpur, signed a memorandum of understanding (MoU) with CSIR-NIIST, Thiruvananthapuram. The signing, held during the centre's 36th foundation day celebration, signals a strong move towards innovation, knowledge sharing, and self-reliance in critical mineral technologies. "This partnership is a game-changer," said Anupam Agnihotri, director, JNARDDC. "We are expanding beyond aluminium to support the national mission on critical minerals. Through this MoU, we aim to jointly address challenges and harness opportunities in strategic materials that will drive the country's energy and technological future ." The day's theme 'Unveiling the Power of Critical Minerals for the Next Generation' set the tone for a high-powered technical session, which brought together experts from JNARDDC, Indian Bureau of Mines (IBM), Mineral Exploration and Consultancy Ltd (MECL), Atomic Minerals Directorate (AMD), CSIR-NIIST, and Nagpur University. Upendra Singh, head, analytical division, JNARDDC, coordinated the session. Jai Prakash Dwivedi, CMD, Western Coalfields Ltd (WCL), who graced the event as chief guest, praised the centre's efforts to link research with national priorities. "Institutions like JNARDDC must take the lead in bridging research with industrial needs, particularly in coal testing, mineral beneficiation, and sustainability," he said. Guest of honour Anil Kumar Singh, director (technical), WCL, also applauded the centre's future-centric vision. "Inter-institutional cooperation is not a luxury anymore, it's a necessity. JNARDDC is a model for how focused research can align with national growth," he remarked. Adding his perspective, SK Adhikari, chief mining geologist, WCL, said, "I am impressed with the Centre's continuous efforts in scientific innovation. Their work will play a crucial role in the emerging mineral economy." The technical session saw lively participation from scientists and academicians, all echoing the urgent need to secure India's critical mineral base in a geopolitically shifting world. The presence of researchers from across departments added a vibrant academic flavour to the session. Celebrating in-house excellence, the JNARDDC Technical Awards were presented to several staff members for their remarkable contributions in research projects, patents, and publications. A moment of cheer lit up the hall when GB Bhaskar, AAO (accounts), was conferred with the 'Employee of the Year 2024-25" award for his committed service. What's in the MOU? * JNARDDC is a national centre working on aluminium research, recycling, and mineral processing * CSIR-NIIST specialises in advanced materials, sustainable technologies, and applied sciences Both are experts in mineral science and innovation crucial for India's tech and energy needs * The MoU will allow joint research on critical minerals used in smartphones, solar panels, and e-vehicles * It will help develop eco-friendly, cost-effective technologies for mineral extraction and processing * This is crucial for India's goal of becoming self-reliant in key resources needed for a greener future
