Oklahoma: A Story Through Her People

The Siegfrieds hold
firm in Ray’s belief that
NORDAM was at its beginning—and
always will
be—what it is because of
its stakeholders. In the
early 1990s, Ray and
Milann had the foresight
to ask their kids what they
thought was needed for
the company to endure
from generation to generation.
During a family
vacation, it was the kids
themselves who outlined
the family bylaws, which among many other
rules includes a list of prerequisites for any
second-generation Siegfried wishing to apply
for a position at NORDAM: A college degree;
at least three years of prior employment with
another company; and completion of an
employment application, just like any other
candidate for any open position. Also, any
position applied for by a Siegfried family
member must be of equal or lesser responsibility
than one currently held at an outside
company. Further leveling the playing field,
the bylaws require that any career growth a
second-generation Siegfried attains within
the company must be earned by performance,
just as it must be for any other stakeholder.
These requirements demonstrate the
new generation’s respect for the culture of
NORDAM stakeholders and ensure the
most-qualified individuals—regardless of
who they may be—rise to positions of leadership
within the company.
This page: Stakeholders at work.
O K L A H O M A P A R T N E R S
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