All posts about management techniques, success stories, failures, etc.
This is the second post of a two-post series on shop floor etiquette (first post here). I find this a very necessary post, as I have way too often observed visitors to the shop floor lacking manners (and occasionally, I may have lacked manners myself 🙁 ). Hence, please do not treat this post as optional, but try to incorporate it into your daily shop floor work. Being accepted on the shop floor is crucial for any successful change on the shop floor.
There is often a distinct lack of appreciation and good manners toward shop floor employees. Yet, lean manufacturing happens on the shop floor. Not in Excel, not in PowerPoint, not in meeting rooms. As such, you need to become part of the shop floor in order to change the shop floor. For this, you need the support and goodwill of the people on the shop floor. The first step to getting their support is to have good shop floor manners. Due to the length of the post, I have divided it into two posts. These two posts will give you some guidelines on how to behave on the shop floor. (The second post is here)
Eliyahu Goldratt developed different methods on how to manage production systems. These methods are nowadays known as the Theory of Constraints, or TOC for short. One key method described is called Drum-Buffer-Rope, or DBM for short. Similar to Kanban or CONWIP, it aims to constrain the work in progress (WIP) in the system. There is much discussion on which method is better than the other, although the result often depends heavily on with which method the respective author earns its living. In this post I will present how Drum-Buffer-Rope works, and discuss its advantages and shortcomings.
I occasionally watch the reality show Undercover Boss, where top executives work undercover in their own companies. Over and over again I see these managers making the same mistake: They have no understanding whatsoever of what is really happening on the front lines. It is a typical case of not going to the shop floor often enough, or in lean speak, no genchi genbutsu (Japanese for “go and see”). So, <dramatic voice> Why do bosses all make the same mistake? Will they ever learn? Will you enjoy this post? See for yourself in the post below! </dramatic voice>.
There is an excellent and highly sarcastic video around by Prof. Dr. Peter Kruse, professor of organizational psychology at the University of Bremen. In this, he describes his Eight Rules for Total Gridlock in the Organization (8 Regeln für den totalen Stillstand). Since these eight rules are quite relevant to the lean change process, I have transcribed, translated, and subtitled the German video for you into English.
Half a century ago, Toyota started to develop its Toyota Production System, the archetype of every lean manufacturing system. Almost every manufacturing company nowadays seems to try to implement lean manufacturing. At the same time, most also seem to fail miserably, creating a lot of huff and puff with little benefit. However, occasionally there are (very) few companies that have implemented lean manufacturing successfully. Trumpf and its Synchro production system is such a successful example of Lean manufacturing, and one of the finest production system for machine tool builders. Due to the length I have split this post into two parts. This is the second part.
Almost a century ago, Toyota started to develop its Toyota Production System, the archetype of every lean manufacturing system. Almost every manufacturing company nowadays seems to try to implement lean manufacturing. At the same time, most also seem to fail miserably, creating a lot of huff and puff with little benefit. However, occasionally there are (very) few companies that have implemented lean manufacturing successfully. Trumpf and its Synchro production system is such a successful example of Lean manufacturing, and one of the finest production system for machine tool builders. Due to the length I have split this post into two parts, the second part being available here.
Quality starts at the top with management. Top executives like to talk about quality, but employees below usually know very well if the manager only talks the talk or also walks the walk. Words are cheap. Quality (and pretty much everything else that is important) requires attention by management.