Showing posts with label Management. Show all posts
Showing posts with label Management. Show all posts

Sunday, May 24, 2015

Ramblings on Pricing and Selling Time

"The successful producer of an article sells it for more than it cost him to make, and that's profit. But the customer buys it only because it is worth more to him than he pays for it, and that's his profit. No one can long make a profit producing anything unless the customer makes a profit using it. " [Samuel B. Pettengill]
Price is not cost plus desired profit. Price is the mutually agreed value of exchange between buyer and seller. Further more unless there are crazy laws in place, it is not necessary to make a profit on each item, it is the over all business which needs to make a profit. Considered another way the contents of a retail store are an assembly of components, it is the sale of this assembly which has to make a profit, not the sale of an individual component within the assembly. If a sole proprietor does not make a profit then they will not get fed: profits are their bread and butter. If a proprietary limited  (Pty Ltd) company with owner-operators does not make a profit, it does not matter as the owners are paid wages by the company which is a different entity than the owners themselves. Therefore a Pty Ltd company can operate as a zero profit company. If there are non-working shareholders then the company needs to make profits.

Desired weekly wages, annual salary or hourly pay rate, are simply numbers pulled out off a hat, they are subjective opinions, they are not a matter of science. At any point in time, there are items in the market place available at some currently defined price. Some of these things are essential to the individual for  survival, others are imposed needs by society, and still others are optional extras. Thus we can identify 3 different levels of income:

1) Survival
2) Social
3) Optional

For an individual can also identify their current level of income, this may be higher than the minimum social level but less than the desired optional level. Whilst we can calculate these levels based on prices in the market place none of these levels are fixed. The survival income for one person can be considerably different than that for another. There will also be differences between different geographical locations, and different cultures. The income levels are therefore relative values not absolute values. Further more individuals have differing capacities to adapt and improvise: so that whilst one person may struggle with a specified minimum wage, another person may flourish or at least get by comfortably. As I have mentioned many times before, once something is released to the market and environment, people will find uses for it way beyond the original intents of the designer.

In similar manner to the income levels for individuals, it is possible to work out different price levels for goods and/or services. However when working these prices out we should also give consideration to the entire assembly of goods and services, or the over all product mix, and  the over all performance of the business. Most important of all is what the buyer is willing to pay. An amount for the price which exceeds what the customer is willing to pay, isn't a price. The amount the customer is willing to pay, is an impression, a feeling, a perception of worth: something pulled out off a hat. That whimsical intangible perception of worth, is transient and can be changed.

So can work out accurately how long a job is going to take and then multiply by an hourly rate, the resultant value however is not the price unless a customer is willing to pay such amount. There should be no buts or may be's about it, the hourly rate was pulled out off a hat. Sure may have checked industrial awards for minimum rates, and checked job advertisements for market rates in excess of the minima: but at the end  of the day all the numbers were dreamed up by someone, and the numbers felt right, or they were all they could afford. Not much point conducting complex mathematical calculations with fiction.

So calculated an amount from time and hourly rate, and the customer perceives it as way too high. If the customer can perceive it is too high, then the person doing the calculation should also be equally able  to perceive that it is too high. Now could review the project, reduce feature's and thus reduce total time, or otherwise revise estimates of times for the existing features, however the real problem is that not every hour is worth the same value.

By being focused on selling time and using a constant hourly rate as a measure of self worth, proposed prices are exceeding the markets willingness to buy. If can pull a number out off a hat for desired annual salary or for hourly rate, then can also pull a number out off a hat to define a fixed price for a project.

Prices placed on goods in a retail store are an indirect negotiation with the customer. If they like the proposed prices they will buy, if they do not like the proposed prices then they will not buy. The retailer therefore has to adjust their prices in response to the market behaviour.

In a more traditional market place, there is a more direct negotiation between buyer and seller. Further more the buyers go to the sellers: there is no annoying people who are not in the market to buy. Such people have no stated need for the items, and no stated discretionary income they are willing to spend on such items, then some seller comes disturbing them: the negotiation has one major outcome no current sale and no future sale. No future sale because there is no price low enough to encourage keeping such an annoying enterprise in business.

Like a retail store, or mail order catalogue, the proposed price has to be there to be found by the potential customer. That means that potential customers need to have reason to visit the vicinity of the stores even though they have no need or intention of buying anything. Shopping malls, plaza's and precincts draw people in with regular consumable services, and whilst there, they may then become buyers of more discretionary items.

So for example, the confectionery stall in a department store draws parents, with kids, into the store. If the confectionery stall is near the middle of the store, the customers then have to pass more expensive items, where upon there is potential to buy such things. The confectionery may not make much profit itself, but it is essential to the over all experience of the store which ultimately results in sale of high value items. Similarly the cafe, potentially makes less profit than the department store selling electrical gadgets and operating from the same precinct. But without the cafe, the precinct is likely to be empty and no one buying tthe electrical goods. Owners of such shopping centres should take such things into consideration before charging the shop rents which are typically seen as extortionate. Be certain as to who is generating the traffic, and who is benefiting from such traffic.

The point is, that price, cannot be calculated. Calculate expected times, give consideration to the cashflow requirements over the time frame of the project., use an hourly rate if must do, but make the final proposed price a judgement. This can be done by applying weightings either to the over all calculated price or to the components of the calculated price.

It should also be noted that whether selling goods or services, there is a component of work which is not directly attributed to the product being sold. The cost of this work needs to be recovered by applying an overhead charge to each item sold. Say for example that intend to spend 2000 hours per year, but only 1000 of those hours are directly billable. The other 1000 hours is used up on adiministration, research design and development of product made available, marketing and finding new projects to work on, learning and training to keep up to date and develop greater proficiency, and a multitude of other minor activities too small to identify or otherwise track. So every hour billed has to cover the cost of every two hours worked. if throw sick days and vacation time in, then every hour worked has to cover even more indirect costs.

That a product has to be designed before it can be made, isn't always noted by the customer, plus many products are just repetitive copies, so there is an expectation that costs of design have been recovered already. Additionally such costs of design are hidden from the customer with respect to physical goods like cars and electrical gadgets, whilst with services it is not all that apparent that design is required in the first place. So can end up formulating an hourly rate which is heavily weighted by factors which have little value to the buyer of services.

Consider a retail store again. The store sits there and people come in and either buy or don't buy the goods which are on display. At the end of the year either the shop made enough money to cover the living expenses of the owner or it didn't. One major problem for the store owner is not so much the price of the items, but the mix of the items and whether or not they are of any value to any of the people who visit the store. If have the wrong product then it won't sell at any price. If have the right product but wrong price then it won't sell.

Now goods and services are interchangeable. A product previously offered as a goods, can be converted to a service or substituted/complemented by a service. A product previously offered as a service can be changed into a physical goods. For example when lawnmowers are few and expensive, then more likely to hire someone to cut the lawn with a mower. When lawn mowers are plentiful and low cost then people more likely to cut their own lawn, if they have the time. There are thus competing  circumstances which shift the demand in favour of either the service or the dependent product.

Similarly designing a building is time consuming activity, but if design the building once and distribute the cost of design across many buildings then the cost of design per item is considerably reduced. This is essential for small buildings, as the cost of engineering is not proportional to the size of the building but to the complexity and risk involved. Small buildings with the same structural form as large buildings require the same design effort. With small buildings therefore the cost of engineering can exceed the cost of the building. With large building projects, fees are likely to be a proportion of the capital value of the project: this can be far in excess of the costs and therefore highly profitable. Whilst for the small buildings the cost exceeds the market price of the engineering: and therefore its is not a viable business to engineer small buildings on a one-off project basis. There has to be repetitious use of the engineering, in the form of documentation, so that the cost of the engineering can be recovered by the sales of multiple documents. Price is therefore intimately tied to the product definition.

Another example is the design and development of web sites, this can be a time consuming exercise and expensive. However today there are many blogging platforms, and more general purpose platforms like WordPress. Almost everyone can build themselves a website in a few minutes. The value of the services offered by the website designers/builders thus decreases significantly. The web designers can jump up and down and complain about the quality of such sites, identify flaws, wish for regulations and monopolies, talk about solutioneering and insist that custom design is a must: but at the end of the day they have to prove the value of their services. Just like architects and engineers of buildings the majority just talk about custom design for the site, they don't actually do it.

A general principle is to introduce no more than 20% of the total features as new, novel and original. These 20% of the features will take 80% of the time. The implication is that if we therefore know 80% of the features or characteristics with certainty then we can calculate the total time for the project: however doing so is likely to generate an unacceptable time frame and unreasonable price if we resort to selling time.

Rather what it tells us, is that the time for 80% of the characteristics is relatively certain, and that it effectively defines a fixed product with a fixed price. The other 20% of the characteristics involve a high level of uncertainty, and therefore a highly variable cost and consequently unknown ultimate price to the buyer. I would contend that the majority of people want to buy off-the-shelf exactly what they want. They do not want the uncertainty of custom design at the point in time they seek suitable product to satisfy their needs. Designers and makers therefore need to be pro-active and make product available for selection. Concept documents are easier to produce than full production documentation, and documentation is easier than actual manufacture of physical object. When it comes to computers and digital products then production and distribution are relatively low costs.

A society built around selling time is going to be in big trouble when production times are cut to near zero. Whilst time may be a measure of an employees work, it is not a measure of the employees contribution to the income of the business. People become self-employed so that they get a greater share of the income that they perceive their work actually generates: though without all the resources of their previous employer the usual result is that the self-employed person earns less but possibly with less pressure. Some employees have to generate income to cover wages of other employees: employees who do not produce directly billable or saleable work.

If don't sell time then what do you sell? In the main sell expertise and know how, and willingness to do the work required. For example the person selling lawn mowing services could charge by the hour or sell at a fixed price. They have a willingness to do work that the home owner may not be interested in, further more they can develop expertise in grass and weeds, they can turn a weed ridden patchy lawn, into a well manicured lawn. Household lawns have relatively similar sizes therefore all take similar time to complete, so a fixed fee would be possible. However different lawns irrespective of the size may require different amounts of work to maintain depending on the environment, and depending on whether in a poor state needing improvement or a good state needing maintenance. This may therefore suggest having hourly rates and selling time. I suggest this is a bad idea.

To start with most things have a minimum fee. So for example say that decide want $30/hour and determine that the time required for the job is 0.5 hours, therefore the fee for the job is $15. From a perspective of convenience however people are likely to have more $20 dollar notes in their wallets than fives and tens, at a sale price of $15 the supplier needs a ready supply of $5 dollar notes to provide change to the customers. The hourly rate was a desired rate, its not an absolute. Does $20 seem unreasonable for the work? Note that people go into stores and hand over a lot more than that, for physical goods, in a few minutes.

Take from another perspective the job takes 2 hours and therefore the fee would be $60, does that seem reasonable and is it convenient to pay? Would it be better if the fee was dropped back to $50? Similarly is an hourly rate of $29.95 a sensible rate to have? It may mislead some people into working with blocks of 20 instead of 30, which is roughly the marketing objective of such prices: however the customer is not going to be happy with the final price if they believe they have been misled.

Note that it is the seller setting the buyer up with perceptions of price. A seller should have some awarenesss of average incomes, and disposable portion of income, for their market sector. Also if accept cheques or credit cards then the inconvenience of various denominations is removed, but then again there are minimum fees which are acceptable.

Given that in an industrialised nation less than 10% of population is involved in agricultural, can assume that the majority of the population is attempting to grab a share of the disposable portion of peoples income, that portion not required for food or other essentials. Assuming that with time all the other essentials also only requires a small portion of the population: housing for example, once it is built it can last for 50 to 100 years possibly longer: so with the bulk of the housing existing already do not expect many people involved in housing construction. So have a relatively small percentage of population supplying essentials, and rest trying to find something to supply.

Time isn't really something that people want to buy, especially if the output of the work effort is lower quality than they could produce themselves, and their own hourly pay rate is less than that of the service purchased. The funds available to the buyer are an important aspect of how they perceive value. For example say that a person can put $50 away each week, then they can save $2600 per year. Then chances are they are not going to be impressed paying some $1800 for a weeks worth of design producing a few drawings and some calculations: if the perception concerns selling and buying time and the report they get turns out to be defective relative to their needs but otherwise what they asked for. The longer it takes to save the money the more discerning the buyer is likely to be about the purchases they make: on the other hand they may lack adequate knowledge to make a proper selection of suitable supplier.

{... lost my track.}


However, just because should avoid selling time, doesn't mean shouldn't measure time.

Tuesday, September 10, 2013

State of Play 2013/wk37

Been working setting up wordpress for business website. Having closed down the office and retracted the business back home, now need to make better use of the Internet. Most especially with the intended future move over to Maitland on the York Peninsula. The business exists mainly because we are local. That is people attempt DIY building development applications, council advises they need structural engineering. They ask what is that and they are given a list of consultants who submit work for the area. Only one of the consultants is actually in the area, and as both individuals and small builders, have no desire to go into the city or the other side of the city, they come to us. Moving over to Maitland therefore is potentially a major stumbling block.

On the other hand there has been a down turn in work, our regular clients have experienced a reduction in work and that has flowed onto us. As for private individuals, and small builders with one-off projects, whilst they represent some 80% of projects, they represent very little in terms of income, like around 20%, yet they consume a disproportionate amount of time. Their emergencies and urgencies tend to result in them applying pressure to jump to the front of the queue, and otherwise cause delays for our regular clients. Their projects also interfere with our capacity to pursue larger projects. They contribute to keeping our earnings low and barely scraping in incomes equal to the Federal minimum wage. That I don't so much mind, but I object to the hassle and the pressure.

I mean, there are people in the world who don't have housing and our time is wasted by people who don't follow the rules get into a mess and expect we dig them out off a hole for a low fee. Meanwhile people who try to do the right thing, have to have extreme patience, as they keep getting pushed further and further along the queue.

To me it seems there is a need for some means of providing engineering services like legal aid. Though I did take a look at legal aid services, they seem to have highly restrictive requirements as to who can get such aid.

The alternative is to design a service which properly informs people, so that they don't build stuff without approval, and so that they don't produce DIY applications. More prescriptive building solutions are required along with the necessary evidence-of-suitability.

The problem however are people who do not care, think they know what is required, and do not do any research. Such people are always going to be around, the main people to serve are those who go looking for information but cannot find anything suitable. Those who don't do the research, and think they can do what ever they want on their property no matter what hazards it poses to the rest of the community, will hit a bigger problem. That problem, will be no one to get them out off a mess. Since they don't see any reason to get building approval in the first place, they also don't see any reason to pay for the design and engineering services required to get approval. So this bunch are not really worth while clients. Can generally tell who they are from the start by their attitude, the difficulty is telling them to take a hike at the first meeting, and that not interested in their project. I believe it is preferable to refuse service to these people, Assisting them just encourages them to continue disregarding the rest of the community. Members of the Engineering team have sworn to a code of ethics, which typically places the community first, above the client and above the employer.

Sure much of the time, the city councils are just being picky, and its all a matter of just getting paper work in place.  The city council doesn't really want to enforce a demolition order: it makes them look mean. But there are some members of the community who need to learn that their property is part of the greater environment and just about everything they do to their  property has an impact on their neighbours.

Any case there has been a down turn in work load, and locality is not really a major issue any more. As most work has always flowed in from regular clients either by the telephone, fax, post, or email. In terms of post that is often in the way of clients dropping documents off in our post box after hours. We have lost our land line telephone number, but most clients already have either our email address or mobile phone number: and for a while now most work has flowed in via email. With only occasionally seeing people in person. Not getting out off the office can be some what depressing.

Still it would appear that an Internet based information resource, both with information provided gratis and other information provided for an up front fee, would resolve many issues. Admittedly there are plenty of sites already, but few providing the engineering information, and further more it is clear that people are not finding the information that is available.

Informing people has always been a problem for small business and organisations. Mail leaflet drops can be expensive, and reach few people, with the leaflets typically going straight in the bin. Yellow pages advertisements don't really attract much attention, may be good for some services but not much use for engineering: its too specialised. People may look in yellow pages when told they need an engineer, but they don't look otherwise, they don't know what they are or that they need such services. Engineers services are thus not altogether in the appropriate place in the phone directory. Being elitist not necessarily a good thing: engineers really need to be along side the drafters, fabricators and the builders.

Door knocking just presents the individual as a nuisance, as does phone calls. Advertisements in local paper can be useful, but delivery of  this paper is poor, with it just being thrown into gardens, the plastic wrap is not much protection. So during winter the paper gets soaked with rain,  during summer it can soaked by sprinklers watering the gardens. The result the paper often just gets picked up and thrown straight in the bin. Advertisements in other papers more useful, but can otherwise be expensive.

The fundamental problem is that engineering is relatively abstract and esoteric, and consequently of little interest and value to the community. Engineering services need to be made more accessible, more tangible and more value to the community which they serve.

Not sure how I can do that, but if do not seek, will not find.




Earlier in the year I created some additional blogs. I have now modified this blog, removing some of the pages and changing their menu tab to link to these other blogs. I have also added some extra tabs to link to other sites where I have uploaded stuff.






Sunday, January 06, 2013

ORGANISATIONAL-CULTURE


{Originally Submitted for Business Psychology Assignment January 1993, UniSA}





TABLE OF CONTENTS

1 ABSTRACT      4

2 INTRODUCTION            4
THE IDEAS AND LANGUAGE      4
EVOLUTION OF IDEAS    4
BORROWING OF CONCEPTS AND THE CONFUSION OF MEANING         5

3 EVOLUTION OF ORGANISATIONAL‑CULTURE               6
VIEWS OF ORGANISATIONAL‑CULTURE             7

4 ORGANISATIONAL-CULTURE   7
CULTURE AND CHANGE             8

5 REFERENCES           10

6 BIBLIOGRAPHY         12






1. ABSTRACT

The concept of organisational-culture is born out of culture, and its acceptance and application is dependent upon culture. Further more any particular form of the idea, of organisational-culture, is dependent upon which culture adopts the idea, and how they adapt it to suit their particular needs. There are thus many different and useful views of organisational-culture, but by far, the most useful is the original study of culture and organisations by social anthropologists.

2. INTRODUCTION

3. THE IDEAS AND LANGUAGE

Organisations are both effected by, and affected by the needs of human society and culture. Therefore :

...I find it difficult to separate "management thought" from the broader literature dealing with man and society. I think it relevant that those who dominate the literature that is labeled[sic] "management thought" frequently claim that their intellectual heritage is outside of management literature (Wolf,1974)[1].

The concept of organisational-culture follows this trend of coming from outside the narrow field of organisational theory, in that 'The study of cultural influences, a topic that is central to social anthropology, has existed for some time, buts its application to business organisations is a fairly recent phenomenon (Vecchio,Hearn,Southey, 1992, pp 574).'

4. EVOLUTION OF IDEAS

But why so long to apply the concept of culture to business organisations ? The answer to this question lies with the culture of society itself. First an idea needs to be distributed and otherwise communicated to the members of society. Second the society needs to beable to comprehend the idea :

Inventions born before their time must remain useless until the level of common intellect rises to comprehend them( Louis Napoleon quoted by Smiles, 1863)[2].

Third, on comprehending the idea, the idea then has to be accepted :

But advancements often appear to wait until the times are ready. There is something in the environment that causes certain concepts to flourish. There is a zeitgeist ‑ a climate of opinion ‑ which admits new conceptualizations[sic]. (Wolf,1974)

During this time of comprehension and acceptance, however, the ideas do not remain static and independent of cultural influences.

"The canon"[study of culture in this case] is an ineluctable facet of the dynamics of cultural change, in a world in which culture is an artifact[sic] and therefore a product of the social reconstruction of extant reality (Samuels, 1991)[3]'

The ideas get moulded until they are comprehended and accepted by those groups which find some use in the ideas. Thus one idea may take on as many forms as there are groups interested in the idea.

5. BORROWING OF CONCEPTS AND THE CONFUSION OF MEANING

When considering this borrowing, moulding and evolution of ideas, to gain acceptance and comprehension by some other group, it should be noted :

There is a danger that, when one area of study borrows key concepts from other disciplines, the concepts become either stereotyped or distorted in the transfer. Also, when concepts are borrowed from other disciplines, they may not be borrowed in toto: that is rather than accepting an entire 'package' ‑ which include the historical debates surrounding 'proper' uses of concepts ‑ people only select aspects of the concepts that suit their interests and thinking at a particular time. (Meek, 1988, pp455‑473, cited in Vecchio,Hearn,Southey, 1992, pp587)[4]

Part of the distortion occurs with the meanings of words.

... the semantics of management are [still] horrible. Terms are used in different senses without precise definition ‑ eg., organization[sic] can be a noun synonymous with firm, or company, or it can be a process of management such as organizing[sic] the management of work. (Wolf,1974)

Now, not only is there confusion as to whether organisation is something a group : does, has, or is, the various uses of the word 'culture' is now added. Culture being what a group has, or is. In social anthropology there is apparent clarity on this point, culture is what a society has.

A society consists of people interacting in the many tasks necessary for survival. ... Culture is the way of life a society creates to satisfy its basic needs. There is no human society that does not have a culture. ... Culture is a total pattern. ... culture refers to a people's total way of life. (Newhill, La Paglia, 1974)[5]

Given such a seemingly all inclusive description of culture, it is easy to see why a group with a particular culture is referred to as the culture. And so the culture, becomes what the society is, rather than what it has. Hence, Meeks(1998, cited in Vecchio,Hearn,Southey, 1992, pp587) view that 'Culture should be regarded as something an organization[sic] 'is', not as something that an organization[sic] 'has' : it is not an independent variable, nor can it be created, discovered or destroyed by the whims of management.'



6. EVOLUTION OF ORGANISATIONAL‑CULTURE

If organisational‑culture is a concept evolving within a cultural perspective, then the current confusion of terminology is potentially of little concern. But is the idea evolving, or is it hidden in some book, lost in a library, collecting dust ?

It would appear that the concept of organisational‑culture is evolving. According to Guptara(1992)[6] the idea has been spread far and wide by Peters and Waterman's book "In Search of Excellence" . The "zeitgeist" that allowed this was

a time when it[America] was beginning to doubt its economic pre‑eminence for the first time since the Second World War : In Search of Excellence provided reassurance that there was much which was still excellent in America. (Guptara, 1992)

However, whilst the concept is popular and known by many managers, its usefulness and acceptance is still under question. Since 'the vast majority of managers who use the word do not understand what 'culture' means ‑ or indeed how penetrating a way culture provides into the guts of any organization[sic](Guptara,1992)'.

One of the problems preventing acceptance, is that organisational‑culture follows in the path of many other management ideas, such as quality circles and total quality management, all of which were treated as a 'quick fix' to management problems. Since the 'quick fixes' didn't eventuate, most new management ideas are considered to be fads.

There is [thus] the expectation that it is just a matter of time before the culture fad will be dropped, and a new "hot" management topic will emerge. (Kilmann, Saxton, Serpa, 1986, cited in Newstrom & Davis, 1989)[7]

Kilmann, Saxton and Serpa(1986, cited in Newstrom & Davis, 1989) however consider that organisational culture is not a fad and that '... culture will continue to be studied but will be called something else'. They further point out that organisational culture is itself related to previous topics of study in management, such as the human relations movement, participatory management and democratisation of work.

This relationship to previous topics of management, however, would seem to be a confusion between organisational-culture and change of culture through organisational-development. That is to say that culture itself is not dependent upon participatory management, nor democratic processes, though organisational-development tends to be. A culture, however, can be either highly autocratic or democratic.



7. VIEWS OF ORGANISATIONAL‑CULTURE

Most writers on the subject of organisational‑culture frame the subject in terms of myths and legends about heroes of the organisation, plus the rites and rituals that all members of the group are expected to carry out (Kreitner[8], 1989; Kreitner & Kinicki[9], 1989; Megginson,Mosley,Pietri jr[10], 1989). They talk about symbols which allow a person to identify themselves with the organisation. Such concepts of culture whilst colourful are rather superficial and trivial. 'Cultural features do not exist merely as badges of identity to which we have some emotional attachment. They exist to meet the necessities and to forward the purposes of human life. (Sowell, 1991)[11]'

Others such as Pitre and Sims jr(1987, cited in Newstrom & Davis, 1989)[12] put culture into a cognitive framework and view it 'as consensual patterns of thought'. Still others (Kilman, Saxton,Serpa, 1986 cited in Newstrom & Davis, 1989 ) consider culture as occurring at different levels. Vecchio, Hearn and Southey(1992), cite these levels has having been identified by Schein(1985)[13], and that the three basic levels are : artefacts and creations, values, and basic assumptions.

This seems the most acceptable view of organisational-culture since it does not ignore the physical world. The technology produced by and used by an organisation, is not ignored. The importance of technology can be highlighted by Coombs, knights and Willmott's[14](1992) study of the introduction of information communication technology (ICT) into the UK national health service, where they concluded that : 'The study of I.C.T's [technology] in organisations cannot therefore plausibly be abstracted from the social practices which imbue their presence and products (e.g. information)[technology] with meaning.' Further insight to the importance of technology can be obtained from Turnbull's[15](1992) study of the containerisation of ships cargo and the consequent decline of the docker's occupational culture.

8. ORGANISATIONAL-CULTURE

Given that organisational‑culture includes all aspects of organisational‑behaviour and good deal more besides, organisational‑culture could be considered as offering little more than a new title for the study‑of‑organisations.

It does however offer more than just a new title, it offers a new perspective for viewing organisations. Whilst organisational‑behaviour tends to work from a solid foundation of individual behaviour which is applied to explaining the behaviour of groups. Culture is a somewhat more vague concept, in that it argues that individual and group evolve together in total, it has no identifiable starting point. But culture is not merely the study of behaviour, it is also the study of the results of behaviour, such as the technology that it produces, and the consequent affect upon future behaviour. Culture adds historical, geographical and physical perspectives to the study of organisations. It allows artificial system boundaries to be either expanded bringing more of society within the organisational context, or for such system boundaries and views to be ignored as being totally irrelevant.

Whilst the study of cultures within organisations is new to the subject of organisational-studies, it is not new to the study of culture. 'Organisations are themselves products of a culture' (Vecchio,Hearn,Southey, 1992, p575) and as such have been studied both, as a microcosm of the greater culture of society in which they exist, and as a subculture within greater society.

This greater study of society should not be forgotten, since most texts on organisational-culture tend to have a rather narrow view of organisational culture, and may tend to imply that all organisations have a culture, and further more this culture is founded within the organisation.

This is not so. The problem is that most organisations are not isolated entities, but are instead a series of overlapping entities. In western culture these overlapping entities are,  at the minimum, the business organisation that an individual works for and the occupational organisation that the individual belongs to. And it should be noted that many occupational groups are dominated by various world cultures. For instance 'we find Jews prominent, often predominant, and usually prospering, in the apparel industry' (Sowell, 1991). Thus occupational cultures and world cultures tend to be more important when studying organisations, compared to some notion that the organisation itself has a culture.

Culture therefore gives an holistic, all encompassing view of an organisation, to restrict organisational-culture to just a few elements of organisational-behaviour is to severely diminish the power of 'culture' as a tool for analysing organisations.

9. CULTURE AND CHANGE

Organisational-culture generally precedes discussions on organisational-change and organisational-development in most texts on management or organisational-behaviour. Why, is not quite clear ? Since the methods of change given generally ignore cultural perspectives.


To quote Kreitner and Kinicki(1989, p666) 'OD is Value-Loaded. Owing to the fact that OD is rooted partially in humanistic psychology, many OD consultants carry certain values or biases into the client organisation'. That is OD consultants have their own cultural group to which they belong, and recent research by Schaller(1992)[16] suggests 'that scientists and laypersons alike are prone to motivated biases in logical and statistical reasoning, thus hiding in-group favoritism[sic] and group stereotyping behind a dangerous "cloak of objectivity".' Such biases that OD consultants bring with them being preferences for cooperation, self-control, and democratic and participative management, none of which is going to work too well in an autocratic culture.

Thus the use of organisational-development to change organisations is highly questionable, since it maybe in direct opposition to the culture of the organisation.

More importantly a culture cannot be changed, a culture is everything about a people, to change a culture is to change a people. To change something called corporate style, corporate identity or corporate symbolism is one thing. But it is not changing culture. Culture evolves, and undoubtably through deliberate action, but without an overall plan of moving from one cultural form to another. And it as already been mentioned that cultures are not founded within organisations, most especially not business organisations.



10. REFERENCES



[1]Wolf, William B, (1974), 'The Meaning of management thought' in "Contemporary Management : Issues and Viewpoints" editor Joseph W. McGuire; Prentice-Hall, Englewood Cliffs, New Jersey. pp113-115
[2]Smiles, Samuel(1863) (reprint with foreword by L.T.C Rolt, 1968), "Industrial Biography : iron workers and tool makers", August M. Kelley Publishers, New York. p170
[3]Samuels, Warren J (1992), 'Dynamics of Cultural Change', "Society" Vol 29. No. 1, Nov/Dec 1991, Transaction Publishers pp23-26
[4]Meek, V.L (1988), 'Organisational Culture : Origins and Weaknesses', "Organisational Studies", 9 (1988) pp455-473.

Vecchio, Hearn, Southey (1992), "Organisational Behaviour : Life at Work in Australia", 1st Australian Edition, Harcourt Brace Jovanovich Publishers, Sydney.
[5]Newhill and La Paglia (1974), "Exploring World Cultures", Ginn and Company(a xerox education company), Lexington, Massachusetts. pp1-5
[6]Guptara, Prabhu S,(1992), 'Corporate Culture and Competitive Advantage', in "HandBook of Management 3rd edition" edited by Dennis Lock, Gower Publishing Co. pp66-72
[7]Kilman, Saxton and Serpa (1986) 'Issues in Understanding and Changing Culture' in "Organizational Behavior : Readings and Exercises" edited by Newstrom and Davis(1989), McGraw-Hill. pp404-410
[8]Kreitner, Robert (1989), "Management, 4th edition", Houghton Mifflin Company, Boston. pp544-580
[9]Kreitner and Kinicki (1989), "Organizational Behavior", BPI Irwin. pp640-672
[10]Megginson, Mosley and Petri Jr (1989), "Management : Concepts and Applications",3rd/edition, Harper & Row Publishers Inc. pp373-399
[11]Sowell, Thomas (1991), 'A World View of Cultural Diversity', "Society" Vol 29, No. 1, Nov/Dec 1991, Transaction Publishers. pp37-44
[12]Pitre and Sims Jr (1987), 'The Thinking Organization : How Patterns of Thought Determine Organizational Culture'in "Organisational Behaviour : Readings and Exercises" edited by Newstrom and Davis (1989), McGraw-Hill. pp411-420
[13]Schein, E.H. (1985), "Organisational Culture and Leadership", Jossey-Bass, San Francisco.
[14]Coombs, Knights, Willmott (1992), 'Culture, Control and Competition; Towards a Conceptual Framework for the Study of Information Technology in Organizations', "Organisation Studies", 13 issue 1, 1992, Walter De Gruyter, Berlin/New York. pp51-71
[15]Turnbull, Peter (1992), 'Dock strikes and the demise of the docker's 'occupational culture' ', "The Sociological Review", Vol 40, No. 2, May 1992. pp294-318
[16]Schaller, Mark(1992), 'In-Group Favoritism and Statistical Reasoning in Social Inference : Implications for Formation and Maintenance of Group Stereotypes', "Journal of Personality and Social Psychology", Vol 63, No. 1, July 1992, American Psychological Association Inc. pp61-74
11. BIBLIOGRAPHY

Bartol & Martin, (1991), "Management", McGraw-Hill.

Rachman, Mescon, Bovee & Thill, (1990), "Business Today 6th/edition", McGraw-Hill.



Thursday, January 26, 2012

Education or Experience?

There is an argument taking place on linked in Construction Management group:
Experience or Education. Choose One ? (and I know you want to say both, or depends on situation. Just choose one)
It is about as meaningful as:

 Which is bluer : blue or blue?
The contract says supply blue, you contracted to supply blue, so supply blue. We did supply blue! No you didn't? Yes we did? No you didn't? If its not blue, then what colour is it? I don't know but its not blue, supply blue!
And on and on its goes.

Obviously there must be a difference between education and experience, else the question is stupid, and our language otherwise plagued with surplus words. The difference between the two words is subtle and the refined meanings of which have not been clarified within the context of the question. Not clarifying is like relying on something as meaningless and inconsistent as "industry standard practice".

As I mentioned earlier there is a global debate on the purpose of education taking place as government after government cuts back on funding. Most of the educators generally of the view that education is not about schools, teachers, examinations or parchments. Education is about learning, and with increasing access to the internet, self learning is going to increase.

There is a saying that:
 wisdom comes with observation not age.

I think their focus on the importance of the internet and access to information is relatively narrow. Any child who has access to books, workshops and an appropriate and interesting environment to observe, has the potential to learn faster than the slow pace of the national curriculum. A child with access to history books, can be way ahead of the child restricted to the slow pace of information presented by a teacher on a blackboard. A child surrounded by stone arch bridges built by ancient Romans, may learn little about history, and little about construction, unless they have enquiring minds, and take an interest in going beyond what they can actually see.

It is not necessary to go to a university to learn, such is only necessary to obtain a parchment of evidence of such learning. There appears confusion in the community that people have to be taught, like the teacher does everything and the pupil doesn't do anything. If the pupil fails its the teachers fault. Teachers do not and cannot impart knowledge or competence.

The teachers role, is to assist the pupils and students to learn: the pupils and students do the learning. To me the difference between pupils and students is that pupils are asked questions and students ask the questions. Students have enquiring minds, pupils do not. So teachers first task is to turn pupil into a student. When I was at school, if I asked a teacher a question, the usual response was, you will learn that next year. My response was to go to the library and learn it straight away: I wanted to learn not follow a schedule. The teacher cannot answer the question, because the pupil is not considered to have adequate prior learning to understand the answer. But that is not a problem for the self learning student, it simply raises more questions to seek answers for: it drives further learning.

Words in a dictionary are defined with more words. Thus the meaning of a word is not clarified until the meanings of all words used to define one word are also equally defined within the context of the learners experience. A dictionary cannot really define hot or cold water, nor can it describe blue. Thus a first dictionary tends to be a picture dictionary. But the illustrations in the dictionary are still symbolic like the words, and thus symbols still have to be given some real world context: and not all words are dependent on the sense of vision. Ultimately the words start representing entirely abstract ideas, like democracy, and the dictionary cannot clarify meanings, entire libraries of books on the concept cannot clarify the meaning. Every individual has a subtle variation in their understanding: permitting greater or lesser freedoms than another. Similarly the words education and experience have subtly different meanings to each individual, and such perceptions and meanings also change with the passage of time. The word "experience", in particular is highly emotive.

The argument between education and experience could be equated to the ancient Greek argument between the theoretical and the empirical. Those in favour of theory contended the senses could be tricked and therefore not relied upon (education). Those in favour of the empirical contended that theory could be highly fanciful and bare no relationship to reality (experience). But not altogether. Increased education typically infers increased learning, and acquiring more competencies. Increased experience does not infer more competencies, nor more learning. Increased experience more typically infers more time on the job, more repetitions of the task, and increased proficiency at the task. Rarely does more experience relate to greater diversity of experiences. More experience is more likely to indicate stuck with an habitual way of doing things, and otherwise resistant to change.

Arguing education versus experience is unhelpful. The Australian Qualification Framework (AQF) is built around the concept of competencies and evidence of attainment. Whilst the most common way to obtain certification of competencies is to attend an educational institution or registered training organisation (RTO), it is possible to obtain certification by presenting evidence in recognition of prior learning (RPL). The learning is focused on the attainment of competencies: competencies that need to be certified to assist industry/society in appointing the right people to the job.

Education or Experience is a silly debate! Left or Right arm,  Left or Right leg: you can only keep one: make a choice. Which is actually the kind of attitude held by many at the contracting end of the construction industry. The characteristics required are typically hard nosed, uncompromising bully, to have won many rounds in the boxing ring. As the character Shark put it in the TV series of same name:
Find me a truth that works.
Contracting is highly adversarial, the truth doesn't altogether matter, its a question of who is going to pay for a variation: the buyer or the contractor. Each side trying to make the other responsible. Largely a matter of wearing the opposition down. The traditional bully tactics however are on the way out, have been so for many years now. Technical competence is of increasing importance, for increasingly we are dealing with established technologies: hence diminishing acceptable excuses for running over budget and over schedule. Not only can the project be planned, but the plan has been executed many times before. Consequently the bulk of the potential variations should be understood at the start: that is understood that is not a direct copy of previous. Such knowledge can be obtained by education, training and/or experience. It is largely a matter of observing and learning.

Some 100 years ago, engineering design was largely dependent on the scientific method, to investigate and develop predictive models for the behaviour of technologies. Today the predictive models have largely been developed, and the technologies established. Today's so called engineer, is largely dealing with minor parametric variations of established technologies, and why as a community we have high expectations of the performance of such systems. New technologies we expect to have been thoroughly tested before release to the environment. Though when it comes to the very large, each and everyone becomes a real world experiment, placing the community at risk.

Whilst mistakes are an important part of learning, there are some mistakes that we do not want to be made on the job. Hence as I indicated earlier in the debate, Engineers Australia classes the formal academic awards as evidence of attaining stage one competencies: the enabling competencies. It is not necessary to have such formal awards, but that is the preferred and easiest pathway. Providing evidence of attaining stage one competencies without formal studies and included examination is more difficult, and not fully catered for.

As I also pointed out, the institutions of engineers were also the original qualifying and examining bodies in the UK and Australia. But when industry starts requiring MICE, MIMechE, MIStructE or MIEAust before they will provide a job, then problems arise. For the only way to gain such membership was to have been employed in the practice of engineering. Hence there was, and is a need for some acknowledgement and evidence of enabling competencies, just to get started.

The problem is that now many see the degree as the only requirement, that is the institutions are of diminishing importance: universities are of more importance for fulfilling learned society functions. Part of that is because the stage 2 competencies are highly irrelevant to the needs of industry, society and the individual. The stage 2 competencies concern joining a profession. Also in terms of Engineers Australia the stage 2 competencies are so generic, they could apply to any one doing any job: train driver, plumber, shop assistant. Generic competencies may be beneficial if the reference to engineering discipline was removed, and additional competencies were required for such, and still further competencies for specific areas of practice. Put simply I wouldn't give a B.Eng MIEAust CPEng. NPER(struct) the job designing the structure of a singular dog kennel, let alone a multi-storey building or highway bridge. This is because I do not believe the work practice report is a reliable indicator of having achieved necessary competencies for a specific area of practice. It is far to dependent on whether the supervisor has adequate competence, or exercises adequate duty of care.

From South Australian practice where we require independent technical check, I am aware that, that one state with registration of engineers: Queensland, has far too many RPEQ's who self certify rubbish. If going to have a registration system and restrict who can and cannot practice engineering, then better have a system in place which properly assesses necessary competences. I say necessary, because the required competences are already in place and not adequate.

Neither education nor experience is developing necessary competencies. There is an additional system of training and assessment required: something far better than the engineers graduate development programme, and superior than masters degree in engineering practice. Something more akin, to military training and the way fire fighters train. Not just developing competence, but proficiency and appropriate habitual response.

There is learning simply because the world is an interesting place. Then there is learning to fulfil necessary functions within society, to provide cogs for the machinery of industrial society. The characteristics of these cogs need to be more clearly defined, and the quality of the cogs supplied significantly higher than we are currently getting. But people don't like being treated as cogs, so this has to be reconciled against peoples desire for quality of supply and desire for freedom.

We have a problem in that people do not want to pay the monetary cost of the training required to sustain the technological systems which meet their daily needs. Hence technological systems are designed to remove the need for advanced skills, and then production moved to areas of low labour costs.

A corporation is a collective, so is a city, a town and a village. A new participatory democracy is required at the local level. Education, experience and appropriate competencies for all is important to the function of democracy. Education of the ruling minority fine for a republic.

It being Australia day, no doubt there are those who will raise the republic issue, and ousting the monarchy. I have little issue with freedom from rule of a monarchy, I just oppose a republic. Rightly or wrongly, to me a republic has a ruling elite, and is not a democracy: USSR, Republic of China, etc... It also appears to me that it is the Australia government that has the more parental attitude, making this and that compulsory for all: which in many instances is just to create a market: RCD's, smoke alarms, bicycle helmets.

Population needs to get more involved: water security, food security, competition watchdog, supermarkets pushing local family business out, pressures on farmers, environmental pollution, manufacturing moving over seas, cost of formal education increasing, health care systems, aging population, housing supply, carbon tax, and energy security. No fuel to generate electricity, then pumps don't work and have no water.

Education may not provide all competencies. But it is not experience that is important it is learning. Both education and experience without learning and the development of competencies are worthless. People have to be viewing a bigger picture than simply their job, and move beyond apparent perception that employers have a responsibility to employ. They are not employers they are businesses, they do not need to employ anyone. It is people who have to convince business owners that people are better able to meet the needs of people, that people are an essential and integral part of technological systems.

I diverge. Well I diverged several paragraphs back. But hey the world is complex. To get focus I'd probably need to get a lobotomy to stop me from questioning and connecting everything.


REVISIONS:
  1. Original
PS: I know I don't have comments switched on, as explained in "About", this blog is largely about catharsis. If I wanted to continue the debate I would have posted yet another comment on the construction management forum. But there is no real debate going on, it is simply a war of attrition. Those with experience only, are not happy, since unable to get a job in current economy because they don't have a degree. Those with a degree, but not the experience, otherwise want to know how they can get experience, if they cannot get a job. Neither of the two groups have the required competencies or appropriate evidence of attained competences. Persons who do not have the competences to design work processes, or properly define jobs, are to a large extent simply insulting each other, trying to shout each other down. 


Such bickering is a distraction to my current priorities, such as required performance of aluminium balustrade. If not distracted I would have wrote about that instead. The regulations are not clear, and have lots of people running around saying this illegal and that is illegal, without really understanding the issues. One issue is clearly identifying the difference between, a wall, a partition, a barrier, guard railing, a balustrade and a hand rail: not clearly defined in the codes.


Also have one project, concerning a full height glass panel, adjacent glass balustrade. It has been certified as compliant with the glazing code by the glaziers  . Problem is the current glazing code is a design code, no longer just prescriptive, and dependent on the loading code: the design load is not mentioned on the certificate. First impression is that the glazing should be designed for crowd loading, in which case it is not compliant with the building code of Australia (BCA). But if replaced with a timber framed wall covered in plaster board, no one would probably be concerned: and yet a crowd probably more likely to knock a hole through the plaster board wall and fall to floor below.


Names of objects is important. Most South Australian pergola companies for instance do not know what  a pergola is: pergola's typically do not require development approval. The result is a significant amount of time spent assessing construction of all kinds, classified as illegal until development approval has been sought and granted. All caused largely because of misunderstanding of what the construction is, which name should be assigned?


Even so. I don't believe we should have more legislation restricting who can or cannot be in business, rather it  is necessary to further develop competencies, and learning of both suppliers and buyers. If the buyers are better informed, then they are more likely to buy from a more competent supplier: unless they want to play silly games in hopes of getting a lower price.

Tuesday, November 01, 2011

Cold-Formed Steel Shed Industry: part:#2

As explained previously an Excel/vba macro is used to generate an AutoCAD script which is written to a default folder, and then AcadLT is launched from vba using command line parameters to run the Acad script automatically as Acad loads. The model space output of the script is shown in Fig 1, and the paper space output shown in Figs 2 to 6.

Fig 1: Model Space output of script.

Fig 2: Paper Space output of script. Footing plan showing stiffened raft (not typically required).


Fig 3: Framing Plan & Member Schedule


Fig 4: Side (Front) and End Elevation (Right)

Fig 5: Side (back) and End Elevation (Left)

Fig 6: Detail Section of Portal Frame

At present the script doesn't modify the paper space layouts to match the paper size. This is largely because in the first instance it requires using "print" and adjusting the layout parameters and then cancelling the print command. It can crash if invalid paper size names and printer names are provided, so it was left out. Text is all placed in paper space, with exception of the grid labels which are written in model space. The input parameters allow varying the paper size, the scale, and forcing either one view per sheet or everything to a single sheet. The scale can also be selected to be calculated. Either way the vba macro will determine one of a few different preferred layouts, and attempt to use as few sheets as possible. All the parameters to define the structural frame can be varied. Spacing of frames, girts and purlins are assumed to be constant. Except for the simplest of buildings, usually after the script has run a great deal of manual editing is required to produce finished drawings for development approval.

Fig 7: Screen Capture of Time Script Takes.


As can be seen from the screen capture, Fig 7, the script takes less than 9 seconds to run, this is significant decrease on the 5 to 20 hours that may be required for drawing such stick diagrams from scratch. Another 5 to 40 hours may be required for drawing connection details and other relevant detail sections. Given that the shed industry typically does not produce formal drawings, only a freehand sketch on square ruled paper order form, taking some 10 to 60 minutes whilst salesperson talks to customer: collapsing the drafting time is important. Whilst the freehand sketch is suitable for a small garden shed, its not suitable for a 4000 sq.m industrial warehouse with office space. But people go to the shed suppliers on the assumption that they have solved all the problems before and have standard designs which can be modified. Whilst the industry advertises custom manufacture it cannot provide custom design. The industry relies heavily on the local council, requesting further information, before they go and get architectural and engineering input. This results in delays for the customer as issues of  non-compliance with building codes are resolved.

Whilst high end building information modelling (BIM) software may be useful for the task, it is too complex for sales people to be using at the point-of-sale, and with costs from $5000 to $25,000 (AUD) per license it is also far too expensive. {Though any shed supplier setting up own engineering staff and making  use of such software, has the potential to make it financially viable, taking advantage of the software to improve their product and increase sales.}

Whilst the suppliers run around from one consultant to another, requesting standard designs for one shed or a range of sheds, there is a need to develop low cost, highly product specific software which produces drawings, and structural calculation reports, along with material take-off's,  cost estimates, and work shop details, along with any CNC machine instructions if appropriate, to resolve the problems of not using standard designs correctly.

There is already precedent for such software with the nail plated timber roof truss manufacturers, however their software started in the wrong direction: it failed to provide adequate evidence-of-suitability and was proprietary. This made it difficult for council to check the adequacy of the proposed trusses, and there is still need for improvement, but there is now a guide line for such software, put out by Planning SA.

Minister’s Specification: SA A2.2 : Structural engineering software


The problem with such software is that it tends to only produce specifications, and it can do so in a short period of time, a few minutes. Compare this to a few hours to check all the different roof trusses in a typical house, using either manual methods or standard frame analysis software. It seems no consultants providing technical certification services has automated their standard frame analysis software for checking timber roof trusses. Similarly they also haven't produced automation for sheds, carports and verandahs. So the industry can do fast, but the checkers and certifiers are slow. The big question though is the industry fast because its not doing engineering checks, or because it has fast design tools, and have those design tools been checked and are they being used correctly. Hence developing and releasing the software not just a matter of writing source code. Hence these things tend to get part developed as useful in-house productivity tools rather than commercial products. But not everyone has the time to develop such tools in-house, and that causes hindrance, and delays, when at the certifier level. So tools need to be readily available to all, not just limited to manufacturers, possibly under a GPL, so that source code viewable by all.

Any case primary task at moment is to reduce the drafting effort, since calculation effort has largely been reduced already for the typical gable frame shed.

AutoCAD Speed Test

As a simple test of the comparison between speed of manual CAD drafting and scripting (*.scr), a simple test can be carried out. This test comprises of drawing a rectangle and then diagonal lines and bisectors of the sides. All entities should be ordinary lines, no polylines or rectangles, and no drawing as such and exploding to ordinary lines. Running osnaps can be switched on to save time. I typically have osnaps switched off, it interferes with running scripts, and otherwise tends to waste time in manual drafting selecting the wrong points, so I typically select snaps manually, the right one at the right time. Anycase for the test I used running osnaps, because it is a situation where it clearly provides benefit rather than an hindrance. The dimensions of the rectangle are @10000,5000.

It should be noted that the larger the screen the longer the distance to travel from one corner to the other and therefore the longer the drawing time. So larger screens not altogether a benefit. Faster times can be achieved by reducing the size of the AutoCAD window, or by zooming to a fraction of the screen (eg. zoom 0.5x).

Fig 1: Screen image of finished drawing test.
{NB: click image to enlarge and scroll all images.}

Fig 2: Screen capture of time taken for manual drafting

The time taken with manual drafting is approx 26 seconds. With practice it may be possible to get the time down further. Starting out today it took 55 seconds, but for some reason I was typing the command "Line" rather than using the alias "L", also wasn't using running osnaps. But since I knew last time I did the test I did it in 26 seconds, I kept trying until could capture such time from screen. Faster  computers and faster operators may be able to get lower times, but unlikely to achieve the less than 1 second that the script takes to run.

Fig 3: Screen capture time taken by script, drag and drop onto CAD drawing.

Fig 4: Screen capture time taken when macro added to a toolbar button.

Not sure why but the script runs slower when called from a toolbar button than when script file is "drag and dropped" onto the drawing. However the button saves operator  time finding the script.

The script:
;---------------------------------
TIME RESET

LINE 0,0
0,5000
10000,5000
10000,0
C
LINE 0,0 10000,5000

LINE 0,5000 10000,0

LINE 5000,0 5000,5000

LINE 0,2500 10000,2500

ZOOM E
ZOOM s 0.5x
TIME

;---------------------------------

The button macro:

'_script speedTest1.scr 


Faster computers and larger monitors save time, but only when there is a great deal of interaction between the operator and the machine. To really save time and increase productivity need to get the computer to do the work, and a slow computer may be adequate for such purpose. If it takes a person 2 minutes to enter data, and the computer 1 second to respond, it does not make any perceptible difference if get a computer twice as fast to complete its task in 0.5 seconds. Its the 2 minutes of human interaction with the machine that needs to be reduced: and that is likely to become a political issue. There has to be some acceptable need to reduce the production time before effort gets applied to do so. After all what are you going to do with the free time if just reduce production time just because you can.


Related Posts:

Programming/Automating #Autocad LT
Automated Drawing List Update Acad LT (revised)

Cold-Formed Steel Shed Industry: part:#1 (Shed Framing Drawings)
Cold-Formed Steel Shed Industry: part:#2 (Shed Framing Drawings)