We have this edifice which represents sound management practices; it’s a concrete sidewalk which leads to nothing. It leads to nothing now but at one time it leads to a double wide job trailer which was going to house a component of the firm.
This was not a grand double wide, but one like most which had seen better days. With it’s broken windows and duct tap on the walls. Like most things there was a grand vision behind the idea, but was it wise management decision?
Much like war, business decisions are based on sound decisions, based on analysis of market data, demand, planning, long range business plan and execution. Not like firing a scud missile and then trying to aim it once it’s in flight.
As you may now guess, the double wide trailer was not clearly thought out or a success. Once you have the trailer in place with its walk, there are still many things which need to be put in place to support it. Utilities have to be installed to support life functions of those who will inhabit it. They will also need access to the tools which they to use to perform their task to keep things moving forward. And, as you may now also guess, that was more expensive than thought.
We all make decisions on a whim, not to say that some are not good ones, but more likely than not they fall short of the mark. Now technology is viewed in the same light as the double wide trailer.
To be on the technology edge and not still using stone tablets and chiseled is a tough decision for anyone to make. This shooting from the hip should not be the same management process for making decisions about this.
For a period of time (around eight years) the most production was put out on the oldest and slowest computer in house. Pressed into service in the summer of 1999, this machine served loyally and faithfully until fall of 2007. At which time it was replaced with a newer old machine.
With the rage of the latest bim software, (a little behind the time for some) and all that it will do, informed decisions still need to be made on how to implement this into the work place. Resources have been used to acquire, train and implement its use. But, they have fallen short of the goal even with the younger generations.
Between the generations there seems to e some misunderstanding about what it will do. Boomer’s think that it will turn the tide of battle and will boost the momentum forward. It will do more with less, and anyone can run it. Gen X & Y understand it and all it will do. They will be able to work much the way they have grown up-in a digital, three-dimensional world.
There is one factor that escapes all the generation’s, you can have the fastest machine with latest software, and when operator sits down in front of it, it is only as good as the knowledge of it’s operator. Integration needs to be a uniform process where a knowledge base comes along also.
Least we forget the lessons learned, knowledge and continued training are what shape our future. Unless we continue to invest in those resources and assets which day-in and day-out has gotten us through the battle and on to the next one? We are doomed to repeat lessons from the past.
Let us not forget our sidewalk which leads to no where.
Monday, August 25, 2008
Tuesday, August 19, 2008
Tex-Mex Part II
Following photo's were taken August 17, 2008. Day before they had a strong thunder storm go through town and mess things up a little. Project site on South Frontage Road along I20, go visibility from interstate and frontage road. Sets back off of frontage road on a slight rise.
Photo shows framing of porch dining area.
Photo shot from Dining Area C looking towards Dining Area B. Dining Area B is located in tower area. Creates a two story dining area.
Photo shot in the direction of Dining Area A.As photo indicates, contractor needs to get building dried in.
This is a continuation of July 26 post.
Monday, August 18, 2008
Starks Residence:
Site is a narrow long sires of small lots in the at the corner of 7th Street and 3rd Avenue in Historical District of Columbus, Mississippi. Property is within walking distance to downtown shopping, dining and various church denominations, and within four blocks of the owners office.
Ground floor consists of main public/family areas of the home.
Second floor consists of the private areas of the home
West exterior elevation facing 7th Street.
Exterior elevation facing west 7th Street. Original plans were to elevate the ground floor on a base. Due to escalating construction cost (25% in the past six months) the base was omitted from the plans.
Exterior elevation at the corner of 7th Street and 3rd Avenue.
South elevation facing 3rd Avenue.
The Amzi Love home and garden is on the south side of 3rd Avenue from the Starks Residence. Amzi Love was built in 1848. This is typical of the historical homes which are spread throughout this area.Tuesday, August 12, 2008
Generations at Work
Currently there are four generations at work in the firm as follows:
In keeping with national trends, over half of the workforce is Generation X and Y.
The approach each of these generations brings to the work environment varies with respect to expectations, capabilities, and loyalty. Raised by the Greatest Generation, the Schwarzkopf Generation is duty first. This group has lived through the Great Depression and World War II or was raised by parents who did.
This generation considers duty to be a primary value and security is very important to them. Their reward or praise is receiving their paycheck on time. They plan to stay with their firm for the long-term.
Earlier this year we lost one from this group who had always said that they would take him out feet first. He walked out one day, saying that this wasn’t the firm he went to work for.
This is the generation who’s parents wanted to given them a better way of life with respect to theirs, with education as a primary value and freedom of expression and independence very important to them. Much like the generation before, Boomers tend to be loyal to a firm and plan to stay for the long term.
Growing up with mass media and television, this is the first generation which has seen and lived through massive changes in the workplace and been very adaptable to change. With that said, this is also keeping them in leadership roles longer than others, it’s their experience and willingness to learn and change which had led to this.
Accomplishment is the reward of choice, thus leading to the title “Workaholic”. Thus far this year the bell has told for two of this generation.
The first of two generations by Boomers, Generation X is attracted by life balance. This is the first generation where both parents worked and were most likely to divorce. Security is the primary value and self reliance is very important. They have seen their parent s outsourced and down-sized so loyalty to any firm is not there.
They are free agents who find security in managing their own careers and not relying on a firm or others for long term support. They are the considered to be the Bridge Generation with regards to technology and being comfortable with it.
As a whole, they understand and usually adopt the work ethic of Boomers, but connect with Generation Y and their views and culture. Typically Generation X will stay with a firm as long as it meets their needs. They don’t plan to stay with a firm long term. A key value to them is work-life balance. Those who have moved on account for one this year.
Generation Y, the second for the Boomers, was born with technology practically in their hands. This generation will have the greatest effect on our future, based upon their shear number over Generation X, and extreme difference in values and outlook.
Growing up with technology they are capable of much and are very self-focused, been told that they are the best since childhood, and they expect praise and feedback continually.
Capacity to work is very high, on the flip side they are very high maintenance, and need constant stimulation and praise. As a whole, this is the first generation which is more comfortable working in a team environment and is less competitive personally than for generations before them.
For this generation, a long-term commitment is considered to be a couple of years, work-life balance plays a key role for them, and they pride themselves on community involvement and making the world a better place. Greener pastures have taken three thus far this year.
To recap thus far this year, those who have left are as follows:
Those not taken into account during this period are part-time interns who have left to continue with school. Note that over half those who have left are in Gen X and Y.
Next installment will look at managing the generations.
In keeping with national trends, over half of the workforce is Generation X and Y.
The approach each of these generations brings to the work environment varies with respect to expectations, capabilities, and loyalty. Raised by the Greatest Generation, the Schwarzkopf Generation is duty first. This group has lived through the Great Depression and World War II or was raised by parents who did.
This generation considers duty to be a primary value and security is very important to them. Their reward or praise is receiving their paycheck on time. They plan to stay with their firm for the long-term.
Earlier this year we lost one from this group who had always said that they would take him out feet first. He walked out one day, saying that this wasn’t the firm he went to work for.
This is the generation who’s parents wanted to given them a better way of life with respect to theirs, with education as a primary value and freedom of expression and independence very important to them. Much like the generation before, Boomers tend to be loyal to a firm and plan to stay for the long term.
Growing up with mass media and television, this is the first generation which has seen and lived through massive changes in the workplace and been very adaptable to change. With that said, this is also keeping them in leadership roles longer than others, it’s their experience and willingness to learn and change which had led to this.
Accomplishment is the reward of choice, thus leading to the title “Workaholic”. Thus far this year the bell has told for two of this generation.
The first of two generations by Boomers, Generation X is attracted by life balance. This is the first generation where both parents worked and were most likely to divorce. Security is the primary value and self reliance is very important. They have seen their parent s outsourced and down-sized so loyalty to any firm is not there.
They are free agents who find security in managing their own careers and not relying on a firm or others for long term support. They are the considered to be the Bridge Generation with regards to technology and being comfortable with it.
As a whole, they understand and usually adopt the work ethic of Boomers, but connect with Generation Y and their views and culture. Typically Generation X will stay with a firm as long as it meets their needs. They don’t plan to stay with a firm long term. A key value to them is work-life balance. Those who have moved on account for one this year.
Generation Y, the second for the Boomers, was born with technology practically in their hands. This generation will have the greatest effect on our future, based upon their shear number over Generation X, and extreme difference in values and outlook.
Growing up with technology they are capable of much and are very self-focused, been told that they are the best since childhood, and they expect praise and feedback continually.
Capacity to work is very high, on the flip side they are very high maintenance, and need constant stimulation and praise. As a whole, this is the first generation which is more comfortable working in a team environment and is less competitive personally than for generations before them.
For this generation, a long-term commitment is considered to be a couple of years, work-life balance plays a key role for them, and they pride themselves on community involvement and making the world a better place. Greener pastures have taken three thus far this year.
To recap thus far this year, those who have left are as follows:
Those not taken into account during this period are part-time interns who have left to continue with school. Note that over half those who have left are in Gen X and Y.
Next installment will look at managing the generations.
Sunday, August 10, 2008
Breath of Air
The past two weeks have been tough, guess that it builds character. Now that phase of projects and submittals are now behind me, it’s time to do some things for me. I’m a little behind on my writings and post so I plan to catch up, have a lot of things floating around in my mind. I also need to catch up studying for the LEEDS exam, would like to take it by the end of August. As sort of the odd man out in the office, I’m already started incorporating some of the process into project.
It's time to do some things for myself!
It's time to do some things for myself!
Subscribe to:
Posts (Atom)
