Here are some interesting Solutions to difficult problems. Just Read
 
 Case 1(The famous one!!!!)
 
 When NASA began the launch of astronauts into
 space,they found out that the pens wouldn't work at
 zero gravity (ink won't flow down to the writing
 surface). To solve this problem, it took them one
 decade and $12 million.
 They developed a pen that worked at zero gravity,
 upside down,underwater, in practically any surface
 including crystal and in a temperature range from
 below freezing to over 300 degrees C.
 
 And what did the Russians do...?? They used a pencil
 .....!!!!!!
 
 Case 2
 
 One of the most memorable case studies on Japanese
 management was the Case of the empty soap box, which
 happened in one of Japan's biggest Cosmetics companies.
 The company received a complaint that a consumer had bought a
 soap box that was empty. Immediately the authorities
 isolated the problem to the assembly line, which
 transported all the packaged boxes of soap to the
 delivery department.For some reason, one soap
 box went through the assembly line empty. Management
 asked its engineers to solve the problem.
 Post-haste,the engineers worked hard to devise an X-ray machine
 with high-resolution monitors manned by two people
 to  watch all the soap boxes that passed through the
 line  to make sure they were not empty. No
 doubt, they worked hard and they worked fast but
 they  spent a  whopping amount to do so.
 But when a rank-and-file employee in a small company
 was posed with the same problem, he did not get into
 complications of X-rays, etc., but instead came out with another
 solution. He bought a strong industrial electric fan
 and pointed it at the assembly line. He switched the
 fan on, and as each soap box passed the fan, it
 simply  blew the empty boxes out of the line.
 
  
 ONE MORE ON THIS ONE .....
 
 OTIS ...... A Lift manufacturing Giant ...... had a
 complain from the customer that their lifts were
 very very slow, and that it took a long time to go up 60 stories........



 Otis Engineers were fired and asked to solve the
 problem at the earliest and replace all the liftss
 accordingly. Engineers started working on the chain mechanism, the puuley
 systems, the power drives, the weight to speed
 ratio, and other such hi tech parts......
 The problem had no solution, as in increasing speed,
 weight had to be reduced, or the safety was an
 issue,or other such thing.
 But, one newly appointed engineer solved the problem
 in 2 days. He fitted the mirror in the lifts.
 Suddenly the Complaints reduced drastically to 10%. The director
 asked for the young engineer, and asked him about
 this solution.
 The young man said, The problem is not that the
 lifts are slow,but that People feel that our Lifts are
 slow.


Moral:
 
 Always look for simple solutions. Devise the
 simplest possible solution that solves the problems


 Hence, Always analyse the Problems from all view
 points.......
 "Think Simply  ,  Think Effectively"

This article was originally written by Kate Lorenz .

There are many reasons why good employees quit, most are preventable.  I've identified a "Top Ten" list of reasons why people leave jobs:
 
1. Management demands that one person do the jobs of two or more people, resulting in longer days and weekend work.
 
2. Management cuts back on administrative help, forcing professional workers to use their time copying, stapling, collating, filing and other clerical duties.
 
3. Management puts a freeze on raises and promotions, when an employee can easily find a job earning 20-30 percent more somewhere else.
 
4. Management doesn't allow the rank and file to make decisions or allow them pride of ownership. A visitor to my website e-mailed me a message that said, "Forget about the "professional" decisions - how about when you can't even select the company's holiday card without the President rejecting it for one of his own taste?"
 
5. Management constantly reorganizes, shuffles people around, and changes direction constantly.
 
6. Management doesn't have or take the time to clarify goals and decisions. Therefore, it rejects work after it was completed, damaging the morale and esteem of those who prepared it.
 
7. Management shows favoritism and gives some workers better offices, trips to conferences, etc.
 
8. Management relocates the offices to another location, forcing employees to quit or double their commute.
 
9. Management promotes someone who lacks training and/or necessary experience to supervisor, alienating staff and driving away good employees.
 
10. Management creates a rigid structure and then allows departments to compete against each other while at the same time preaching teamwork and cooperation.
 
Interesting, isn't it, that all ten factors begin with the phrase "Management…."
 
Interesting, too, just how many of these high-turnover factors are preventable? My retention survey confirmed the truth of the saying,
 
"Employees don't quit their companies, they quit their bosses." Thirty five percent of the respondents answered yes to the question, Was the attitude of your direct supervisor/manager the primary factor in your quitting a previous job?
 
Soft management skills-people skills - are the critical element in battling high turnover and creating a high-retention workforce or what I call, "retentionship."
 
 
By  Gregory P. Smith

Lucy Doss