Stand back a bit from the computer.
Thatcher Dead
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There you go John, I knew there would be a simple solution
Thats not what we find with foreign staff. Our costs stay level as we don't pay overtime in any case.
If a worker doesn't like it then they can sling their hook. No quitting time with us. Quitting time is when the jobs finished.
They work longer hours for less pay therefore they are more productive.
Same as the china man. You can't compete with that. Output and productivity is the same thing in my book. Best you adopt my work ethic as you'll need it for the years ahead.
No wonder you loved maggie so much norcon. 
Her useless son can afford to eat well thanks to his mother. She was a real paragon of fairness was maggie.
Her useless son can afford to eat well thanks to his mother. She was a real paragon of fairness was maggie.
Do YOU have a son sooey ?
if so-- does he look and think as grubby as you do ?.
Not many farmers would dislike her....massively subsidised by Thatcher, shed didnt have a personal vendetta against them, unlike other industries.
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mdf290
You have totally not grasped the difference between productivity and output.
Some sales staff are equally simplistic when they relate turnover to profit and wonder why the company they work for is going bust when the amount invoiced out to customers is more than its ever been.
On some forums, they specify a maximum size - something like 600 x 800 pixels (off the top of my head). I reduce size, if necessary, in Photoshop, but I'm sure there are lots of other programmes that can do the same.
As for this forum, I don't know. I've never posted an image on here.
naked wife photo
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What a smasher, eh?
or these?
T1ts like coconuts
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mdf290
Do you need a lesson in workforce management or what?
So everyone has to keep going until the job is finished regardless of how long it takes...
So that doesn't impact your costs in any way...
Speechless...
How much does it take to stay open in other costs, Heating , Light , security staff , ancilliary staff who have to oversee quality , hold ups for distribution etc etc.
and longer hours for less pay = higher productivity!!!
again Speechless...
Where is the incentive to increase productivity there? Have you ever thought your workforce are actually taking the ****?
If they take time to do things under that basis you will never find out what your true productivity could be. How did you actually find out what targets to set them? The only way you will find out what they are capable of to use as a future yardstick is to give them a financial incentive.
Pick a figure that greater than your existing daily output by say by 20%.
Offer a bonus on top of their wage to finish in a set time that will increase their earning potential but actually save you money in item cost. ie if they make 20% more stuff you will earn how much more profit? How much can you save in overheads and wages by making more stuff in the same time. Half that figure and that sets your bonus for them achieving the target. Their wages increase but so does your profit.
Its win win. If they hit target then you get extra PRODUCTIVITY ie the time to produce each item is reduced and your potential annual earnings have increased. If they don't hit target then you will still have had an increased productivity as they try to hit target and it hasn't cost you a bean.
when a workforce has operated in this way you will actually have found the true potential of their workrate.
You will have learned what your workforce is actually capable of in terms of throughput.
Your way how are you ever going to set them a higher target to increase productivity? They could be working slow on purpose. Your production schedule now is being dictated by the working speed of your slowest man. After all you are never going to set higher targets if half your workforce seem to be struggling with the ones you have already are you?.
Do you need a new factory manager?
"If you can measure it, you can manage it" eh? Even if it has no impact on quality, which is hard to measure. So manage something you can.
So many management mantras out there, most invented just to sell a book, most complete nonsense.
Profit sharing is a far better way to reward productivity, though it requires a degree of trust of course. That's how shareholders are rewarded, should be the same for the workers.
Or you could just fire the asses of the people who turn up to work and don't do any.... I quite like that idea myself, the chapeau management mantra (unashamedly stolen from Jack Welch, but lets keep that quiet). Fire their asses !!!! Now where do I publish my book.....
So many management mantras out there, most invented just to sell a book, most complete nonsense.
Profit sharing is a far better way to reward productivity, though it requires a degree of trust of course. That's how shareholders are rewarded, should be the same for the workers.
Or you could just fire the asses of the people who turn up to work and don't do any.... I quite like that idea myself, the chapeau management mantra (unashamedly stolen from Jack Welch, but lets keep that quiet). Fire their asses !!!! Now where do I publish my book.....
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mdf290
My post does describe a profit share. However there are other ways to increase productivity that also work successfully.
Dependent on seasonal demand for product in low demand times I used to set a weekly production target on the basis that when that overall target was met the workforce could go home.
The same weekly target was set in terms of quantity but instead of offering a profit share it was on the basis that when the target was met the staff could go home. This meant they would finish the allotted schedule by around 2.30pm on Friday instead of 5,30pm.
I also benefited because I actually got home earlier for a weekend too.
The upside of this was that factory teamwork improved as there was a common goal.
Introducing piecework where staff are paid individually for what they personally produce is great for increasing and individuals personaly output but terrible for staff morale and relations.
Getting staff working to a common goal means also half the time your staff are pushing themselves and each other instead of waiting for micromanagement and monitoring for the management team which frees management up to a monitoring role rather than a counter productive enforcing role.
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