Material Handling BIZ
Information for Working Professionals in Business and Industry

 

July 2006

Boost in Customer Service Cited

Stock Rack Program Saves Client
As the sun rose on a steamy June morning, Cal was unaware of the challenge he’d have to overcome that day. Poor planning by someone else in his company was going to cause Cal considerable stress.

Cal works as a warehouse manager for a wholesaler of truck parts. Based in Ohio, his company also has branches in California and Texas. A decision by the sales manager to change where a particular line of products is stocked will mean reprofiling Cal’s Ohio warehouse.

About 7:45 AM Cal pulls into work to find a trailer backed up to his one and only dock bay. After a short conversation with the driver, Cal realizes this is one of four trucks that will need to be unloaded in the next three days. The news Cal never received was the Texas warehouse will no longer be the main distribution point for their accessories product line.

A call to Morrison Company’s inside sales desk began what Cal can only be described as a miracle. The first task Cal did was to sketch the existing layout of his 10,000 sq. ft. warehouse. After faxing it, Cal received a call from an inside sales representative. After a short conversation, it was determined Cal needed to expand his warehouse by an additional 40 bays or 80 pallet positions to accommodate his enhanced product line.

By the next morning Cal had a new drawing showing how his existing warehouse could be laid out with the expanded racking. Because Morrison Company is a stocking distributor for Interlake rack, the rack uprights were in stock. The beams Cal needed were not, however they were ordered on Interlake’s express shipping program and arrived in two days.

By day four, a Morrison Company installation team was onsite making the necessary changes to Cal’s existing rack so the new rack could be installed. By week’s end Cal had the space to accept and store the expanded product line.

Word has it Cal’s sales manager owes him lunch.

Do your plans include the expansion, consolidation or a new distribution center? Ask for details of how Morrison Company’s integrated handling solutions can positively impact your logistics goals.


US Chamber of Commerce Lobbying Efforts

Americans with Disabilities Act
Title III of the Americans with Disabilities Act (ADA) requires that any entity providing services to the public, such as hotels, restaurants, theaters, stadiums, offices, and retailers, be accessible to persons with disabilities, subject to certain limitations. Requirements cover existing facilities, remodeling, and new construction.

In 1999, the Architectural and Transportation Barriers Compliance Board (ATBCB) published proposed revisions to Title III ADA Accessibility Guidelines that would make it more difficult to meet the minimum specifications for accessibility of a business' physical premises. The U.S. Chamber and other business groups were concerned with the substantive changes to the guidelines, as well as the procedural flaws that the ATBCB adopted throughout the course of this rulemaking, including the lack of a regulatory flexibility analysis as required by law.

In April 2002, the ATBCB published a draft of the final Title III ADA Accessibility Guidelines. The ATBCB met again on September 10, 2002, and approved the proposal—with some key abstentions—but later decided to drastically revise its cost estimates before submitting the guidelines to the Office of Management and Budget (OMB), which it did in spring 2004.

Further complicating matters, the Department of Justice (DOJ) has included in its regulatory agenda its intention to engage in rulemaking that would revise the ADA Title III regulations. However, before DOJ can proceed, the ATBCB must first complete its own process. Since OMB will have 90 days to review the ATBCB’s proposal, we expect the ATBCB’s final guidelines in mid to late 2004. At that point, DOJ may undertake its own rulemaking.

One issue of importance that DOJ’s rulemaking will have to address is how, if at all, the Accessibility Guidelines will apply to existing facilities. The Chamber has testified during past hearings on this and other related issues, and plans to submit comments during DOJ’s rulemaking process.

U.S. Chamber Position

Much of the justification for the proposed stricter standards is based on anecdotal evidence with no basis in fact. We are concerned that the process employed by the ATBCB in raising the standards was lacking, and that the resulting substantive standards are based on nothing more than subjective opinion. We will continue to monitor all developments, either by the ATBCB, OMB, or DOJ, related to this issue.


You Do That?

Wildeck VRCs: Follow-up to Recent Teleconference
Last month a national educational seminar was hosted by Morrison Company featuring a product line with many names. The guest speaker, Wildeck’s Regional Sales Manager, reviewed rationale to use when considering the type of vertical reciprocating conveyor to select.

Commonly known as “freight elevators”, these industrial lifts are not meant for people, but are ideal for moving palletized material. When product needs to be moved from the floor level to upper levels, a VRC may be the best option.

During the phone-in seminar logistics, warehouse managers and engineers from across the U. S. had the opportunity to discuss their particular application and discover which VRC was most appropriate.

Particular attention was paid in the seminar as to what circumstance or environment is a VRC to be used. Additionally these specifications were noted as important to understand when determining which VRC is best for a company:

  • Capacity
  • Carriage Size
  • Frequncy of Use
  • Loading and Unloading Patterns
  • Type and Location of Enclosures
  • Lift and Clear Height
  • Type of Gate Needed on Each Level
  • Power Source
  • Type of Masting and Drive System

Chances are you were not part of that tele-conference. If your company has an application for a VRC and would like to receive a copy of the presentation notes, complete the information survey on the contact us page. If you’d like to discuss your application with a Morrison Company representative, you can indicate that as well.


Operations Manager Issues

Terminating a Subordinate
Arguably, the worst job duty any manager has involves having to terminate a subordinate. Ideally, this task can be avoided, but when it is evident that termination is unavoidable there are some important steps to make the process better and safer including these:

  • Document the reasons for the termination carefully. Arrange for your human resources department to review the documentation to ensure that the reason or reasons for the termination are lawful and that the documentation is adequate.


  • Most companies in the United States are at will employers and this means that technically they are not required to have a reason to fire an employee. However, most experts agree that employees expect to know why they are being fired and refusing to reveal the reason for the termination can result in the fired employee filing a wrongful termination complaint or lawsuit.


  • Ask the human resources department to review the employee's personnel file to make certain there is nothing in it [like an employment contract] that would prevent the firing.


  • Arrange to meet with the employee being fired in private. Always have a witness...preferably someone from the human resources department.


  • Get to the point of the meeting quickly. Don't get drawn into a debate, discussion or negotiation about the decision to fire your subordinate. Make it clear that the decision is final.


  • If you are unsure of exactly what to say, ask the human resources representative to do some role playing with you before you meet with the employee being fired.


  • Make sure that you are well organized. Be sure that you have all the relevant documents before calling the employee to the meeting.


  • Don't harp on the employee's shortcomings. Be as sensitive and professional as possible, but as direct and in control as you need to be to keep the termination meeting focused.


One final thought: If you make a mistake in hiring the wrong person, don't compound your mistake by keeping them. Do yourself, your subordinates and your company a favor by cutting your losses and terminating any newly hired employee that does not demonstrate the enthusiasm, the work ethic, or the skills necessary to succeed in the position they were hired for.


Business School Book Review

University of Pennsylvania
Are you a reader? If so this article will feature book reviews by some the county’s best and brightest business school professors. While they’re recommendations may not always be about business, the books do have something to say about perseverance and integrity. This month’s featured professor is Michael Useem Professor of Management and Director of the Center for Leadership and Change Management at the Wharton School of the University of Pennsylvania.

His university teaching includes MBA and executive-MBA courses on management and leadership, and he offers programs on leadership and change for managers in the United States, Asia, Europe, and Latin America. As such, Michael Useem’s favorite books are:

EXECUTION: THE DISCIPLINE OF GETTING THINGS DONE by Larry Bossidy and Ram Charan

"The actions that translate good strategies into great results."

GOOD TO GREAT: WHY SOME COMPANIES MAKE THE LEAP...AND OTHERS DON'T by Jim Collins

"How effective leaders combine personal humility with firm determination to move average performers into great producers."

CLICKS AND MORTAR: PASSION DRIVEN GROWTH IN AN INTERNET DRIVEN WORLD by David S. Pottruck and Terry Pearce

"How the now CEO of Charles Schwab lead the company into the internet age and beyond."

DUTY FIRST: WEST POINT AND THE MAKING OF AMERICAN LEADERS by Ed Ruggero

"How cadets going through the U.S. Military Academy learn to lead, with lessons for all who seek to develop their own leadership."


Industry Trends

Lean Manufacturing Can Save American Manufacturing
Today, it seems no industry is safe from the drive to lower costs by relocating to developing countries. Even highly skilled jobs in design, research and technical development that once seemed untouchable are finding their way to the Third World, such as IBM which announced that 5,000 high-tech American jobs would be moving offshore.

The statistics are staggering. Since 2000, some estimates are that nearly 3 million U.S. jobs have moved overseas. Interestingly, we now seem to be in the second wave of relocations.

A recent visit to a manufacturer of computer devices in a low-cost labor region of Mexico provided another insight. They had just finished research on emerging competitors and found that similar products were being offered for sale in China at 30 percent of their selling price. The manufacturer was convinced it had to lower its cost structure to compete in the long run and was actively working to improve productivity. Ironically, the same arguments probably were the very reason it was established decades ago.

The lean answer

Lean manufacturing has evolved from its roots as almost a cult-like philosophy spread by a small group of dedicated disciples. Those early advocates learned most of the techniques from the teachings of Japanese masters of the Toyota Production System. Today, virtually all major manufacturing companies have some form of lean initiative. Smaller companies and non-manufacturers have been generally slower to adopt the technology but several notable exceptions exist.

The power of lean lies in its ability to reduce costs in all areas. This is accomplished not through traditional cost reduction efforts but by challenging every activity to determine if it adds value in the eyes of the customer. This seemingly simple approach has powerful implications. Business processes that may have been taken for granted for decades are candidates for elimination. The emphasis is not on doing things more efficiently – instead, the first question is why an operation must be done at all.

The benefits of lean

The drive to eliminate non-value-added activities has obvious benefits. Almost invariably, preventing a defect is more efficient than finding and fixing it. Fewer errors mean less rework. More reliable processes lead to less work-in-process (WIP) inventory and reduced space requirements. As wasteful activities are eliminated, the elapsed time to manufacture a product is reduced. The bottom line is that customers receive a better product, at lower cost and in less time.

The ultimate payoff of lean

As the economics of Lean Technology reduce the incentive to focus strictly on low labor and direct costs, other factor begin to become more significant. Excess inventory is another form of waste since it is expensive to store, is subject to damage and has a nasty habit of becoming obsolete. Lean companies work hard to reduce inventories to the minimum level required to meet customer demand. However, offshore manufacturing almost always adds to inventory – either because it is sitting in containers or because extra inventory is needed to meet changes in actual demand.

The future according to lean

There is little doubt that lean technology will continue to spread in the coming years. Many manufacturing companies are just starting to see the benefits of Lean and even those that are considered leaders today realize that they have just scratched the surface of opportunities.

The lure of low-cost labor will always exist somewhere in the world, and a reasonable distribution of business investment makes economic and political sense. However, locating business based solely on finding the rock-bottom lowest price of labor (if only for the moment) is a destabilizing approach. By eliminating the waste that drives companies to low-cost regions, lean technology has the potential to stem the recent tide of job loses.

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