Discuss the ethical issues involved in this situation, describe your options for how to proceed, and identify the option(s) you would choose.

You are in an agency setting in which your supervision consists
of a weekly staff meeting. At these meetings, agency policies,
procedures, and other administrative issues are discussed. You are
uneasy with this situation because you believe that the true
clinical supervision would help you improve your counseling skills
and your current work with clients. You are also aware that you
need a minimum number of documented hours of clinical supervision
in order to obtain your independent counseling license, and you
wonder if your supervisor’s brief notes about “staffing cases” as
the activity in these staff meetings are sufficient documentation.
Discuss the ethical issues involved in this situation, describe
your options for how to proceed, and identify the option(s) you
would choose. Explain your reasoning.

How difficult is it to implement a pull system in a plant set up for a push system?

What is the advantage of the pull
system? How difficult is it to implement a pull system in a plant
set up for a push system? How does Goldratt’s theory of constraints
relate to lean and JIT process systems and the pull system? The 10
guidelines of the theory are detailed on pp. 188–190 of the text.
Include examples to support your analysis.
the 10 Guidelines of the Theroy :
1. Flows rather than capacities should
be balanced throughout the shop. The objec-tive is to move material
quickly and smoothly through the production system, not to balance
capacities or utilization of equipment or human resources. 2.
Fluctuations in a tightly connected, sequence-dependent system add
to each other rather than averaging out. 3. Utilization of a
non-bottleneck is determined by other constraints in the sys-tern,
such as bottlenecks. Non-bottleneck resources do not restrict the
amount of output that a production system can create. Thus, these
resources should be managed to support the operation those
resources (i.e., the bottle- neck resource at a higher rate of
output than the bottleneck resource does put. Clearly, operating, a
nonfat to increase the output produced by the entire production
system. 4. Utilizing a workstation (producing when material is not
yet ,leetled) is not the same as activation. Traditionally,
managers have not made a distinction between “using” a resource and
“activating” it. However, according to the theory of constraints, a
resource is considered utilized only if it is helping the entire
system create more output. if a machine is independently producing
more output than the rest of the system, the time the machine is
operated to produce outputs over and above what the overall system
is pro-ducing is considered activation, not utilization. 5. An hour
lost at a bottleneck is an hour lost for the whole shop. Since the
bottleneck resource limits the amount of output the entire system
can create, time when this resource is not producing output is a
loss to the entire system that cannot be made up. Lost time at a
bottleneck resource can result because of downtime for maintenance
or because the resource for work. For example, if a hair stylist is
idle for an hour becaus weansostcustom-ersarvecl arrive, this hour
of lost haircuts cannot be made up, even if twice as many customers
as usual arrive in the neytpielo 6. An hour saved at a
nonbottieneck is a mirage. Since nonbottlenecks have plenty of
capacity and do net limit the o production system, sav-ing time at
these resources does not in- crueapcuttcAatllike)utout. The
implication for managers is that time-saving improvements-ceotto
the ‘system should be directed at bottleneck resources. 7.
Bottlenecks govern shop throughput and work-in–process
inventories. 8. The transfer batch need not be the same size as the
process batch. The size of the process batch is the size of the
batch produced each time a ob is run. Often, this size is
determined by trading off various costs, as is done with the
economic order quantity (E0Q) model discussed in Chapter 7, Supp.
B. On the other hand, the size of the of the batch transfer batch
is the size of parts moved from one work center to another work
center. Clearly, parts can be moved • smaller batches than the
process batch. Indeed, consider-able reductions in batch flow times
can often be obtained by using a transfer batch that is smaller
than the process batch. For example, assume that a manufacturer
produces a part in batches of 10. This part requires three
oper-ations, each performed on a different machine. The operation
time is 5 min-utes per part per operation. Figure 5.4a demonstrates
the effect on flow time when a process batch of 10 units is reduced
to a transfer batch of one unit. Specifically, in Figure 5.4a the
transfer batch is the same size as the process batch, and a flow
time of 150 minutes results. In Figure 5.4b, the one-unit transfer
batch reduces flow time to 60 minutes. The reason for long flow
time with a large transfer batch is that in anypbraotcceh, the
first part must always wait for all the other parts to complete
their processing before it is started on the batch has to wait 45
next machine. In Figinuerepa5rtAsa. ,wthheefirst part in the * the
n the transfer batch is reduced to one unit, the parts in batch do
to wait for the other parts in the minutes for the other ni not
have process batch. 9. The size of the process batch should be
variable, not fixed. Because the eco-nomics of different resources
can vary, the process batch does not need to be the same size at
all stages of production. For example, consider an item that is
produced on an injection molding machine and then visits a trimming
department. Because the time and cost to set up injection molding
equip-ment are likely to be very different from the time and cost
to set up the trim-ming equipment, there is no reason why the batch
size should be the same at each of these stages. Thus, batch size
at each stage should be determined by the specific economics of
that stage. 10. A shop schedule should be set by examining all the
shop constraints simulta-neously. Traditionally, schedules are
determined sequentially. First, the batch size is determined. Next,
lead times are calculated and priorities set. Finally, schedules
are adjusted on the basis of capacity constraints. The theory of
constraints advocates

What are the benefits that Agua Fabric realized after ISO certification?

AGUA FABRICS LIMITED
Agua Fabrics is a privately owned company based in London. The
company has built its reputation in the healthcare, education,
leisure and custodial markets by providing quality products and
excellent service to customers for over 70 years. The origins of
the company date back to the 1930’s, supplying linens, textiles and
uniforms to the health service. As the linens and textile market
became more commodity orientated, the company began to develop a
branded portfolio of products. In 2002 the Agua brand was created
to encompass a collection of waterproof upholstery fabrics. The
company chose to implement ISO 9001 because it is the world’s most
established quality framework. ISO 9001 seemed an appropriate means
to demonstrate that Agua Fabrics had processes in place to monitor
and improve performance in the purchase and supply of textile
products in their expanding product portfolio. ISO 9001
certification also provided independent assurance of reliability to
customers. Agua Fabrics selected BSI as its certification partner
due to the reassurance that BSI’s market-leading position and brand
reputation would give to its customers.
Agua Fabrics made initial investigations at the end of 2007
with the process getting underway at the start of 2008. The first
certification was achieved in September 2008 and then extended in
January 2009 and February 2011 upon review. Agua Fabrics
acknowledges that changes to internal systems and processes were
initially met with some resistance. Staff had concerns about the
potential increase in administrative duties. However, benefits soon
became apparent once the new systems were implemented which
assisted with staff buy-in. Involving staff in the development and
implementation also helped.
ISO 9001 certification is becoming a pre-requisite for many
customers. Certification therefore meant new business opportunities
and increased profits for Agua Fabrics. Adhering to the ISO 9001
framework enabled the company to simplify some internal processes
and improve efficiency. For example, the retrieval of data needed
to follow up customer queries was made easier and quicker leading
to improved customer relationships. Regular reporting on debtors
reduced debtor days by five, which also impacted positively on cash
flow. By introducing the practice of minute keeping business
meetings became formalized which kept the management team focused
on their objectives and helped with supplier negotiations.
Highlighting the significance of key performance indicators also
boosted internal motivation to achieve and improve results.

Q.1. What are the benefits that Agua Fabric realized after ISO
certification?

Q.2. How ISO 9000:2005 and 9004:2009, 19011:2011 would have
helped Agua Fabric in getting ISO Certification?

Q.3. According to ISO 9001:2008, Agua Fabrics need to focus on
which four generic business processes?

Q.4. ISO stands for International organization for
standardizations. Why do standard matter in Agua Fabrics?

Q.5. Explain five quality management principles that are
utilized as an input by ISO 9001:2008?

Q.6. How does ISO certification will provide business
excellence to Agua Fabrics?

Q.7. Mention various criticism that Agua Fabric will face from
its employees?

What should a manager do when an employee who has performed satisfactorily for prolonged period and has always gotten along with others begins to show signs of performance and relationship problems?

In addition to hiring, what other employee-related task was associated with many earlier “employment offices”? Payroll Firing Policy development Benefit administration What should a manager do when an employee who has performed satisfactorily for prolonged period and has always gotten along with others begins to show signs of performance and relationship problems? Deliver a no-nonsense warning requiring the unacceptable conduct to cease Meet with the employee and try to isolate the cause of the changes in behavior Immediately refer the individual to human resource Meet with the employee to specifically address the employees recent job performance as it relates to the mangers expectation. Which of the following thought leaders believed most people lack ambition, dislike responsibility, and prefer to be led? Taylor Likert Maslow McGregor Which of the following is not a function of the department manager in obtaining new employees? Reviewing employment applications Interviewing prospective employees Creating or updating job descriptions Checking applicants’ references Which of the following best describes the department manager who is consistently perceived as “facility upward” toward higher management? They are usually well positioned to obtain advantages and favors for the department. The managers team members will inherently provide the best customer service The manager is likely to be seen as identifying more with “management” than with the department The department manager will accomplish more for organizations customers Most employees are more likely to remain their jobs if they: Work as an individual rather than as a contributing member of a team Don’t concern themselves with looking for growth and advancement opportunities Consider themselves lacking value as individuals and as producer Find an acceptable amount of challenge and interest in the work4|