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Dr. W. Edwards Deming's ideas are at the core of this blog. In, Deming on management, we take various ideas Dr. Deming presented and explore them. Deming's 14 Points - Deming's 7 Deadly Diseases
Recommended posts: The Purpose of an Organization - Management is Prediction - Distorting the System - Managing Fear - Performance Without Appraisal - Deming Companies - Eliminate Slogans - Improve the System Instead of Blaming the Person - Deming and Six Sigma - Dangers with Data - Management: Geeks and Deming

May 7, 2008

Toyota Execution Not Close to Being Copied

The Open Secret of Success

Toyota’s innovations, by contrast, have [focused] on process rather than on product, on the factory floor rather than on the showroom. That has made those innovations hard to see. But it hasn’t made them any less powerful.

At the core of the company’s success is the Toyota Production System, which took shape in the years after the Second World War, when Japan was literally rebuilding itself, and capital and equipment were hard to come by. A Toyota engineer named Taiichi Ohno turned necessity into virtue, coming up with a system to get as much as possible out of every part, every machine, and every worker. The principles were simple, even obvious - do away with waste, have parts arrive precisely when workers need them, fix problems as soon as they arise. And they weren’t even entirely new - Ohno himself cited Henry Ford and American supermarkets as inspirations. But what Toyota has done, better than any other manufacturing company, is turn principle into practice. In some cases, it has done so with inventions, like the andon cord, which any worker can pull to stop the assembly line if he notices a problem, or kanban, a card system that allows workers to signal when new parts are needed.

Very true, except one thing. Toyota’s innovation is not limited to process and execution. Toyota’s long term vision results in very dramatic innovation (that granted is not getting the press today - check back in 20 years, I think you will be reading about it then). For some examples see: Toyota’s Partner Robot, Toyota as Homebuilder, Toyota Engineers a New Plant: the Living Kind and The Birth of Prius.

A company truly driven by a focus on continual improvement, respect for all employees and reasonable executive compensation might be a company serious about adopting Deming and Toyota management principles. It is hard for me to imagine such a situation that doesn’t truly seek, as the primary aim of the organization, to benefit many stakeholders (workers, owners, suppliers, customers…) not just executives (or just executives, board and owners…).

Related: Toyota Management Develops the New Camry - Better and Different - Deming and Toyota - Toyota Keeps Improving - More Positive Press for Toyota Management - Good Execution is Important

May 5, 2008

I Don’t Know

Guest post by David Kerridge (originally posted to the Deming Electronic Network):

This is part of a series in which I recall striking or thought-provoking things that W. Edwards Deming said, but did not put into his books.

I remember taking a manager to his first Deming 4-day seminar. Afterwards my friend said to me “I was very impressed with that man. He said ‘I don’t know.’”

Something in our culture makes us ashamed to admit ignorance. We expect quick, slick answers, whether from politicians, managers, or consultants.

Deming said “I don’t know” more often than anyone I have ever known. Sometimes you heard the answer about two years later, in his seminar.

I also remember him saying “I have learned more in the last six months than in the previous ten years.”

Maybe one quotation explains the other.

Related: Dr. Deming quotes - Instant Pudding - Deming on being Destroyed by Best Efforts - Where to Start Improvement

April 29, 2008

Post Number 1,000

This is the 1,000th post to the Curious Cat Management Improvement Blog. Here are some highlights:

April 22, 2008

Deming and Performance Appraisal

Guest post by Ron Kingen (originally posted to the Deming Electronic Network)

Several weeks ago someone in the DEN list ask what did Dr. Deming recommend about this issue, well I ask that very question of Dr. Deming back in the 80’s when I had the good fortune to work with him. I had expressed my concern to Dr. Deming about several of his fourteen points that I either didn’t understand completely or did not fit with my experience and/or education. Dr. Deming suggested we talk about it over dinner – during the subsequent dinner discussion Dr. Deming made several points relative to performance improvement (not appraisal):

  1. Hire good people – one of the most critical decisions we all make.
  2. Train and educate them – even if they come from the best universities and are at the top of their class.
  3. Coach them, constantly, don’t wait for an annual appraisal to correct an issue or behavior.
  4. It is the system that must be improved to ensure people work to their potential.
  5. Recognize your top performers, but money isn’t the best method of recognition, in fact, it can be counterproductive.
  6. Work with your low performers to understand their issues and difficulties; give them support and assistance. If they can’t improve and are truly performance outliers , don’t keep them, they will affect the over system.

The advice seemed valid, but I told him my company insisted we do performance appraisals. He laughed, he suggested I change the system; but Dr. Deming knew I worked for General Motors and that wouldn’t be easy. So he recommended I become a rebel and change my part of the system; which I did try. At the time I worked for one of the most progressive divisions within GM and was fortunate to work with many talented GM people and several well know and recognized experts, but I was convinced the best system change option was to leave GM.
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April 21, 2008

Find Joy and Success in Business

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David Heinemeier Hansson Talk at Startup School 2008 (Paul Graham’s Y-combinator school). It is helpful to appreciate the importance of some simple ideas. Working on web focused businesses people often get carried away with the huge potential and sometimes lose touch with reality. While the ideas are more obvious when looking at web related business their is plenty here for many companies (the second half might be more helpful for many).

In this talk David does a great job of explaining how 37 signals has chosen to work. They are not concerned with becoming large. They focus on doing what they want to do - creating great software solutions (see: Systemic Workplace Experiments). And on making money to allow them to stay in business.

Some tidbits of advice: create great applications, charge people money, make a profit. Yes to those outside the web world this might seem obvious… He discusses a very similar idea to the idea of 1,000 true fans. He mentions to bring in a $1 million, all you need is 2,000 customers paying $40/month. 37 Signals has done well focusing on small business. Don’t be in such a hurry.

Related: Why is 37signals so arrogant? - Complicating Simplicity - Joy in Software Development - Great Marissa Mayer Webcast on Google Innovation

April 18, 2008

The Defect Black Market

The Defect Black Market

It all started a week before, when the CTO of Damon’s midsize warehousing and transportation company in Northern California announced an innovative program to motivate employees and boost the quality of their logistics software. For every bug found by a tester and fixed by a programmer, both would get $10.

Well, this doesn’t sound very well thought out. Bonuses often distort behavior. Dr. Deming was not against such targets and bonuses because he thought they would not result in bugs being fixed: Dr. Deming on the problems with targets or goals. It is a question of how that will happen. The system being distorted is the most likely result of any such system.

Everyone worked a bit harder the next day. Testers made sure to check and double-check every test case they ran, while developers worked through lunch to fix their assigned bugs. And it paid off. On that second day each had earned an average bonus of $50.

Everyone worked even harder on the third day. On the fourth day, however, the well had started to dry up. The testers ran, re-ran, and re-ran again the test cases, but they could only find a handful of issues. The developers strained the issue-tracking system, constantly reloading the “unassigned bugs” page and rushing to self-assign anything that appeared.

And then something strange happened at lunch. Instead of going out to eat with his usual teammates, one of the developers went out with a tester. Soon after, another developer went out with another tester. Within a few minutes, almost all of the developers had paired up with testers.

As the developers returned from lunch, they immediately got to work. Instead of scavenging for newly found bugs, they worked on “code refactoring” and new functionality. And as soon as they deployed their changes, testers found bugs — minor, obscure bugs that a developer could easily overlook. And just as quickly as testers found bugs, the developers were able to fix them and re-deploy. By the end of the day, developers and testers had earned an average of $120.

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April 7, 2008

Management Seminar in May

The Deming Institute is sponsoring, How to Create Unethical, Ineffective Organizations That Go Out of Business, 12-14 May, 2008 in Colorado Springs, Colorado. Kelly Allan and I will be presenting the seminar. Please let me know if you sign up.

Twenty-seven faulty management and corporate governance practices create most of the problems in any organization. These practices will be identified, and better practices recommended. It will be shown that as better practices are introduced, quality of products and services increases, costs decline, and you create a globally competitive advantage for your organization.

Learn how governance practice leads to the heaviest losses, how inconsistencies between policy and strategy create sub-optimal outcomes, how mismanagement of people leads to unethical and ineffective behavior, and how to overcome these problems. Study the theory and practice of management. Not quality management, not good management, not excellent management, not knowledge management, not risk management, not process management, not performance management, not supply or asset management, not technology management, not time management, not emergency management, just plain management.

Related: Deming on Management - Curious Cat Management Improvement Calendar - Deming Seminar and Conference - Deming Companies

March 28, 2008

Deming’s 14 Points (for software development)

Deming’s 14 points (for software development) by Jamie Dinkelacker (Geo/Maps Engineering Program Manager at Google Inc. Focus on lean principles and agile practices for software development):

W. Edwards Deming’s work on quality, while widely misinterpreted and misapplied in the USA, was nonetheless a watershed that Japanese companies, especially Toyota, took to heart…
Below are Deming’s 14 points accompanied by commentary related to software development.

Design quality in, don’t use inspection to find errors. Mistake proof the system.

In a fearful environment, workers do not operate in the organization’s best interest; instead their energies are by necessity focused on self-protection.

Mistakes typically come from bad systems not bad workers. Don’t exhort people to work harder or smarter; instead create a more intelligent workflow and system tailored tot he essential nature of software development as human collaboration (not just coordination) such that people can excel.

A good read. Also a good blog on management improvement ideas and software development (though not very active). See my Deming on Management resource where I try to explain what Dr. Deming actually said and meant and dispel some misconceptions.

Related: Dr. Deming’s 14 Points - Deming’s Ideas at Markey’s Audio Visual - Lean, Toyota and Deming for Software Development - Google: Ten Golden Rules

March 27, 2008

How Downsizing is Handled When Management Respects People

Three Amazing PHP/MySQL/Perl Developers Now Available - Posting on Craigslist. The url will expire so I included everything but the contact info below (follow the link for contact info).

Yesterday I had to do one of the more difficult things — lay off three of my good friends, all of whom are talented and professional developers.

I’m posting here today in hopes that someone out in the world is looking for some seasoned talent, people who can get things done for you. I will personally recommend all three of these guys, and I’ll detail below each of them. If you are interested, I’m including my phone number. I’ll take your contact information and give it to the person(s) you are interested in, and you can take it from there.

Here goes.

Developer #1
I’ve worked with Developer #1 since 2005. He’s worked for Fortune 500 companies and small startups. His strengths are conceptualizing and implementing complex systems using PHP and MySQL. These systems are not limited to the web, however the web is where most of his work has been for the last few years. During his employment with me, he:
* Designed a complex billing system, complete with audit trails
* Developed a site-wide internationalization system, allowing us to easily translate any phrase on the system to a different language
* Designed and successfully implemented several difficult projects based on half-way decent specifications documents (my fault)

Related: People are Our Most Important Asset - Bad Management Results in Layoffs - Hiring the Right People - Severance Plans to Respect People - Curious Cat Management Improvement Jobs
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March 24, 2008

Losses Covered Up to Protect Bonuses

Does it surprise you to learn traders would cover up losses to protect bonuses? It shouldn’t, it happens over and over. Would it surprise you that almost any bonus (or quota) scheme increases the odds that the data will be doctored to meet the goals? It shouldn’t. Intelligent measures to make such doctoring difficult can help reduce the practice. But it is a likely risk of any such goal. As we have quoted Brian Joiner as saying: there are: “3 ways to improve the figures: distort the data, distort the system and improve the system. Improving the system is the most difficult.” So it is no shock that distorting the data is often the tacit people use (especially when the rewards are great or the punishment for missing is severe).

Of course the people that take unethical or illegal action are responsible for their actions. But managers that set up poor systems and then get poor results should not be surprised. You mainly read about the exciting distortion of data - but there is much more such distortion that doesn’t seem interesting enough for the press.

Traders at top investment bank ‘covered up losses to protect their bonuses in £1.4 bn scam’

A top investment bank said yesterday that some of its traders had tried to protect their massive bonuses with a £1.4billion scam. Credit Suisse was forced to admit it will pay the price for the traders’ ruthless scheming by sinking into the red. All the traders involved - some of them based in London - have been fired or suspended.

Shares in the bank, which is based in Zurich, tumbled 7.5 per cent yesterday. Credit Suisse admitted it had discovered intentional “pricing errors” by a small number of traders involved in complex investments linked to the mortgage market.

Related: Problems with Bonuses - Be Careful What You Measure - Measuring and Managing Performance in Organizations - Another Quota Failure Example

March 19, 2008

Unconscionable Executive Pay

WaMu: Skip customers; save the execs

Since last summer, the company’s shares have lost nearly 80% of their value. But the bank is a softy when it comes to bonus pay for top brass. After CEO Kerry Killinger and other top executives missed all or a big part of their bonus pay last year, Washington Mutual wasted little time taking steps to apparently make sure it won’t happen again — even if the mortgage market and the company remain in the tank.

The board decided in February to use different performance yardsticks that could make it look like Killinger and other top executives were doing great jobs — and all but ensure them millions of dollars in bonuses for 2008. Those huge losses piling up because of subprime loans and foreclosures? At bonus time, the bank will ignore them.

The behavior of executives that take what they have no right to in unjustifiable pay schemes continues to be a disgrace. Thankfully more people are shedding light on the unconscionable behavior. Excessive executive pay is both a sign of awful ethics and a driver of bad management action. I add two new diseases of western management to Dr. Deming’s 7 deadly diseases; massively overpaid executives is one.

Related: Tilting at Ludicrous CEO Pay - Obscene CEO Pay - “Too often, executive compensation in the U.S. is ridiculously out of line with performance” Warren Buffett

March 6, 2008

Systemic Workplace Experiments

Workplace Experiments

At our company-wide get together last December we decided that 2008 was going to be a year of workplace experiments. Among other things, we discussed how we could make 37signals one of the best places in the world to work, learn, and generally be happy.

Last summer we experimented with 4-day work weeks. People should enjoy the weather in the summer. We found that just about the same amount of work gets done in four days vs. five days.

So recently we’ve instituted a four-day work week as standard. We take Fridays off. We’re around for emergencies, and we still do customer service/support on Fridays, and but other than that work is not required on Fridays.

We decided that 37signals would help people pay for their passions, interests, or other curiosities. We want our people to experience new things, discover new hobbies, and generally be interesting people. For example, Mark has recently taken up flight lessons. 37signals is helping him pay for those. If someone wants to take cooking lessons, we’ll help pay for those. If someone wants to take a woodworking class, we’ll help pay for that.

Part of the deal is that if 37signals helps you pay, you have to share what you’ve learned with everyone. Not just everyone at 37signals, but everyone who reads our blog. So expect to see some blog posts about these experiences.

We just ask people to be reasonable with their spending. If there’s a problem, we’ll let the person know. We’d rather trust people to make reasonable spending decisions than assume people will abuse the privilege by default.

Dr. Deming proposed supporting education of any type for employees (point 13 in the 14 points). That is not often done, but 37 signals is not alone in doing this. Great stuff. Create a great environment for people to work in and you can get great things done. Also good old PDSA at work - try things on a small scale and then institute those experiments that succeed on a wider scale.

Related: Google Experiments Quickly and Often - Vacation: Systems Thinking - Getting and Keeping Great Employees - Joy in Work - Complicating Simplicity - Workplace Management

March 5, 2008

Quotas are Not the Answer

Rich Sharpe posted to his blog on his recent reading of Dr. Deming – The American Who Taught the Japanese About Quality by Rafael Aguayo in Lean Programming and Dr. Deming. And he posted a response he received from Rafael Aguayo with some good points including:

But in your case you have a company that demands quotas or targets. Maybe there is a belief within management that this will help the stock. It will not, but that is a different matter that would require a much lengthier explanation.

But the whole point of this is to bring back intrinsic motivation. People should be coming to work to because they love being there. They love the work, they love the respect and appreciation they get, they love the team environment, they love that the company is looking after them and it is a two way agreement. And in this environment people and teams perform miracles. The quotas and targets become meaningless, which is what they are anyway.

Related: Another Failure Due to Quotas - Targets Distort the System - Goodbye Quarterly Targets - Books on Deming’s management ideas - Making Changes and Taking Risks

February 28, 2008

Customers Get Dissed and Tell

There are those rare companies where interacting with them is not a dreaded experience: Trader Joe’s, Southwest Airlines, Ritz Carlton, Crutchfield, Cannon, Groovix. There are not many. And even just providing something that just works is seen as a treat. The all too common dis-service, combined with the internet, leads to Consumer Vigilantes:

a growing disconnect between the experience companies promise and customers’ perceptions of what they actually get.

A swell of corporate distrust - exacerbated by high executive pay, accounting lapses, and the offshoring of jobs - has people feeling more at odds with companies than ever before.

Years of dialing the call center for a technician yielded at least eight missed appointments by Comcast, he says, but a post on ComcastMustDie brought a phone call the next morning and, later, a lead technician who showed up on time. Now, Salup says: “Anytime I have a problem, I also post it on the blog.”

Pretty lousy systems thinking (or really failures to think systemically). Pay executives obscenely and cut service until customers literally can’t stand you so much they don’t just want to avoid you they want you out of business.

And then instead of fixing the system, just burn the toast (follow the link for an explanation). Then wait from those that get the burnt toast to tell everyone that you sold them burnt toast. Then, after they do that, go scrape it for them. This is not what Dr. Deming meant when he encouraged companies to eliminate the need to inspect for quality. Of course you know that (you are reading this blog after all). Maybe the business schools decided to cut down Deming’s ideas to just eliminating inspection and a couple other sound bites. And then tell the MBA’s not to bother reading all the rest of that… we have to get on to the cost reduction strategies that will make sure you move into the c-level and get the real money.

Most customers, of course, don’t have the time or energy to go that far in their service insurgencies. They want an apology, a human being who answers the phone, or simply some bottled water after a few hours sitting on the airport tarmac

But some companies just push people so far they have to let people know about how poorly they have been treated. Some past posts highlight the frustrating experiences bloggers, including me, share about how badly we have been treated: Ritz Carlton (good) and Home Depot (bad) - Incredibly Bad Customer Service from Discover Card - More Bad Customer Service Examples - Poor Service, an Industry Standard? (HP) - Comcast HD DVR Is Simply, Terribly Awful

Consumerist, is a great site, doing what it can to counter some of the horrible service.

February 26, 2008

Corporations Do Not Exist Solely to Maximize the Bottom Line

Do corporations exist solely to maximize their bottom lines? We don’t think so., Forbes Magazine:

When Bill Gates suggested recently that corporations should sacrifice profits to the public welfare, practicing what he called “creative capitalism,” he wasn’t the first robber baron with the idea. Henry Ford made a similar proposal in 1916, but he was defeated in court by shareholders who preferred he simply issue dividends. The countervailing view, famously expounded by Milton Friedman, is that the only responsibility of business is to increase profits.

Customers are also demanding products that show a commitment to the public welfare. About 10% of new product introductions are environmentally sensitive–green lightbulbs and cars, for example.

Starbucks pays Ethiopian coffee farmers a 75% premium over market prices, believing this is better than passing out the equivalent in welfare. Pfizer is spending $570 million to develop and deliver treatment in the Third World for fungal infections caused by AIDS. This outlay won’t be recovered in product sales.

They don’t mention the importance of other stakeholder (employees, customers, suppliers - other than the Starbucks example) but still it is nice to read some support for the principles Deming supported: the corporation seeking to benefit all stakeholders.

Related: Curious Cat management search engine - Deming on Management - Focus on Customers and Employees

February 20, 2008

USA Spent $2.1 Trillion on Health Care in 2006

The percent of GDP spent on health care in the USA increased again in 2006 - to 16%. Health care spending reached a total of $2.1 trillion, or $7,026 per person in 2006, up from $6,649 per person in 2005.

Related: USA Healthcare Costs Now 16% of GDP - Measuring the Health of Nations - USA Paying More for Health Care

February 11, 2008

Don’t Use Performance Appraisals

I like to continue to push for some things that might not seem achievable to many. It is too easy to accept that things have to stay the way they are. Several of Dr. Deming’s list of Seven Deadly Management Diseases are now accepted as serious problems by most. Performance appraisal is a strange disease: most people agree performance appraisals are not effective and indeed are harmful. Yet, most still don’t think anything can be done about it. But we can, and should, take steps to improve. Just don’t do it.

Managers are from Mars, Performance Appraisals from Venus discusses Mary Poppendieck’s recent presentation - Appraisals and Compensation: The Elephant in the Room

Mary says that there is no valid research showing benefits of performance appraisals. Simply said, “it doesn’t work”. Her biggest complain is that appraisals target individuals (sometimes teams) rather the system itself. She also condemns judgment rather than feedback (system dynamic).

Mary went over the false assumptions behind individual pay-for-performance (money, motivation, individual assessment), and the negative effects they have on the system.

She finished by a case study done by HP across 13 organizations over a year 4 year period where each division implemented a different type of incentive plan. The results are just mind boggling. They all failed and got canceled.

I strongly suggest chapter 9 (Performance Without Appraisal) of The Leader’s Handbook, by Peter Scholtes, for those thinking about this topic.

Related: Righter Performance Appraisal - Problems Caused by Performance Appraisal - Performance Without Appraisal - Find the Root Cause Instead of the Person to Blame

February 8, 2008

New - Different - Better

Comment on New or Different? by Matthew May:

So don’t worry about new and different. Ask yourself: Is this clearly better than what’s out there now? And if you think about it, that’s a question you should never stop asking. Because new and different isn’t always better, but better is always new and different.

I wrote a similar post on my blog awhile back: Better and Different:

The answer, as I see it, is to be better and different (when necessary). In Seth’s post he talks about challenging people to find not just better solutions but different solutions. That is fine, as long as people don’t lose focus on being better. Neither one alone is adequate (at least not always). To achieve great success you must be both better and different.” That is what Toyota does.

Frankly, if you have to choose one, just being better will work most of the time. The problem is (using an example from Deming, page 9 New Economics) when, for example, carburetors are eliminated by innovation (fuel injectors) no matter how well you make them you are out of business.

I agree with Matthew May that it is often easy to see “new things”, when you look from a different perspective, as really just an enhancement of existing things or combining existing things in a somewhat novel way. Especially since so many things are packaged as amazing new breakthroughs when really they are nice enhancements.

Even management ideas are sold this way. And, for management ideas, I think they are most often actually degradations of what Deming, Ohno, Shewhart, Ishikawa, Ackoff… said - not enhancements. See: failures of management consulting advice.

Related: Process Improvement and Innovation - Toyota, Lean, Consultants… - Google Innovation - Management Improvement History - Doing the Wrong Things Righter - Six Sigma and Innovation - leading management thinkers

February 4, 2008

Improvement Through Designed Experiments

The Rationale of Scientific Experimentation by John Dowd explains the value of designed experiments.

Another difficulty in industrial experimentation is the existence of interactions. As has been stated, manufacturing processes are complex with many factors involved. In many processes these factors interact. This is particularly so for continuous processes such as plating or sputtering. Saying that the factors interact means more than that they are related to each other. It means that the effect of one (or more) factors on the response variable(s) changes when one (or more) other factor(s) changes its value.

In order to detect interactions and understand the nature of their effects it is necessary to combine the interacting factors into the same experimental runs. The problem is not necessarily knowing in advance if the interactions exist. Sometimes they are predictable with theory. Sometimes they are discovered when the process behaves ’strangely’.

In addition to their efficiency, factorial designs also offer the only method of detecting interactions through experimentation. Because numerous factors can be combined in the same series of experimental runs, the interactions can be detected and the nature of their effects can be evaluated when they are present.

The paper also explains analytic and enumerative studies. Dr. Deming stressed the importance of understanding the distinction between the two.

Related: management improvement articles - Design of Experiments articles - Statistics for Experimenters - search statistical management improvement sites - Using Design of Experiments

January 19, 2008

Creating Jobs

Do Lean Companies Create Fewer Jobs?

No, they create more. If you assume the lean company grows sales at the same rate as some poorly management company then it may well be that the lean company creates fewer jobs. However that is not a valid assumption. Deming provided the reason in his presentations to Japan in the 1950’s with his chain reaction. From page 3 of Out of the Crisis

  • Improve Quality —>
  • Costs decrease because of less rework, fewer mistakes, fewer delays, snags, better use of machine-time and materials —>
  • Productivity Improves —>
  • Capture the market with better quality and lower price —>
  • Stay in Business —>
  • Provide jobs and more jobs

For an example of this process at work see GM, Ford and Toyota. Toyota defines lean (Toyota’s management system is what was called lean manufacturing by Jim Womack and Dan Jones). Toyota continues to add employees while Ford and GM have been shedding jobs.

It is true, for lean (and un-lean) companies alike, productivity is improving (it just improves more at lean companies) which means that fewer people are needed to produce the same amount as we have in the past. We have posted previously about the mistaken belief that jobs are moving overseas.
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