One of the most poorly understood and ineffectively used tools in the Lean arsenal is 5S. It is a common misbelief that 5S is just housekeeping.
5S is a tool comprising 5 steps where the descriptor for each step starts with a letter S. Originally, they were Japanese words which have subsequently been translated into English, again all starting with a letter S hence its name 5S.
In last month’s article I put forward that “Respect for People,” one of the key pillars in any Lean organisation, was more than being polite and courteous. It was in fact involving your team in the business by giving them an opportunity or even actively encouraging them to solve their problems. In this newsletter, I will briefly describe some of the different problem solving techniques you can use to more effectively coach your people and build trust and enhance how you display “Respect for People”.
RESPECT FOR PEOPLE
Improve your business (Part 4)
Over the past few months we have provided a series of newsletters introducing the business philosophy called Lean Thinking. We have discussed “Value” as a concept from a customer or consumer perspective and concluded the most simplistic way to create Value for our organisations was to eliminate waste.
Waste Elimination – Understanding what TIM WOODS is Costing YOU
In our last Newsletter, we introduced the concept of waste and that this exists in every business. If you are to be competitive by delivering a product or service which the consumer or customers are prepared to pay for while ensuring the organisation makes money, you have to focus on the cost of production or service. We used the acronym TIM WOODS to facilitate the easy remembering of the many different forms of waste.
In this newsletter I will use examples to try and illustrate how much TIM WOODS is costing your business. The examples have been made up, but hopefully they are close enough to reality that it gives you impetus to calculate the cost of some of your waste and provide the stimulus to drive TIM WOODS out of your business so he can take up residence somewhere else. (more…)
The West Gate Bridge Disaster
On the 15th of October 1970 at 11.50 a.m. a 367-ft. span of the West Gate Bridge collapsed without warning killing 35 men. (more…)
Annual Wage Review decision by Fair Work Commission has resulted in a 3.3% increase.
Article by Grant Winter
In today’s business environment competitiveness is constantly increasing, whether it’s the rapidly changing legislative landscape or the greater number of competitors, many of which could be international in nature having much lower cost structures and inputs. Add to this, advances in technology plus the changes in our demographics leads to a very complex and at times unpredictable competitive business landscape.
To keep pace with all of these changes, business owners and leaders in addition to running their companies, must be constantly improving and changing in order to survive financially. You often hear business owners say “even though our business is growing, we are working harder for less return”. (more…)
The True Cost of Work-Related Injury, Illness and Disease in Australia
Work-related injuries, illnesses and deaths impose real and significant costs on employers, workers and the community.
These include both direct costs and indirect costs. Direct costs include items such as workers’ compensation premiums paid by employers or payments to injured or incapacitated workers. (more…)
The Fair Work Commission has dismissed an employee’s application for unfair dismissal, finding that the employer’s decision to terminate the employee for serious misconduct was reasonable as the employee’s action can be construed as constituting a breach of the confidentiality obligations in her employment contract.
An employee who held the position of Account Executive was terminated by her employer for serious misconduct after she submitted her resignation. The employee subsequently lodged an unfair dismissal claim.
The Account Executive tendered her resignation on 28 April 2016 indicating that her last day would be 31 May 2016. On 3 May 2016, she was immediately dismissed when the employer discovered that she had emailed the employer’s client list to her private email account on two separate occasions after she provided notice of her resignation. (more…)