By David L. Burton, Elite Workforce PR
TORONTO, April 20 /CNW/ - Can it be this easy, this fast? One hour of
employee time…one month of employer time can turn this 'Titanic'
around. According to Dr. Tom Barker, a leadership specialist and Tom
Davis, a workforce communication specialist, it's easy and fast when
you appreciate the human brain as a computer and PRODUCTIVITY is more
than a word describing numbers.
In their new eBook "The Productivity Revolution," Barker and Davis
suggest there is a brand new, learning based, industry for human
factoring productivity, begging to be born. The new industry will
employ thousands of workers and provide the guidance and weapons needed
for American workers to compete and win in the competition between
The Productivity Revolution eBook can be purchased at www.tomsstore.com for $4.95. (Introductory offer)
In order to attract investment, to communities, that create good paying
sustainable jobs, workforces must provide the best potential return on
investment to entrepreneurs. This is achieved through productive
outcomes. Barker and Davis discovered that productive outcomes are a
result of a series of linked human factors.
American workers are being misled. Their leaders are either locked
inside a systemic problem or the powers that be want the destruction of
the middleclass to create lower cost workers. "Whatever!" American
workers can control their own destiny. The culprit causing the problem
is an obsolete management model based on employee compliance. This
management model has created a global marketplace imbalance where
cheaper workforces achieve similar productive outcomes to American
Japanese manufacturers recognized the problem, in the early sixties, and
discontinued using the compliant model in favor of a communication
based, employee participative model. As a result, the Japanese took
market share of most large ticket consumer products by the mid
eighties. In 1992, for the first time in modern history, the Japanese
surpassed Americans in asset holdings, (Japanese $44 Trillion…Americans
Davis saw the problem forming, in the late eighties, when he realized
the American Total Quality Management (TQM) initiative was failing to
provide the competitive answer for America. When he compared the two
he felt that employee communication was a big issue.
Davis decided to examine the communication issue from a different
angle. He approached it as a computer software programmer would a
series of unique, man-made, computers that needed to communicate…after
all, the human brain is a computer. He looked for commonalities and
found them in the elements of judgment and self-centeredness. He
concluded that prejudgment was interfering with worker communication
and self-centeredness caused undesirable behaviors and attitudes. To
handle the judgment issue, he developed a simple interactive process
between a supervisor and each worker that nurtured communication
between them. He used the principles of Johari Window, a cognitive
psychological tool created by Joseph Luft and Harry Ingham at
University of California, to remove self-centeredness.
To say he hit the nail on the head would be an understatement.
Employers in all business sectors including retail, financial services,
utilities and manufacturing saw immediate improvement. Change took
place overnight with an average exponential improvement of 25%
When Dr. Barker attended a Davis seminar in 2004, he was so impressed by
Davis' nurturing/communication concept he included reference in his
book "Leadership for Results." As a senior member of the American
Society for Quality (ASQ), a Black Belt Six Sigma consultant, Barker
was influenced by American industrial gurus like Edwards Deming and
Joseph Juran. He realized that Davis had made a major breakthrough and
concluded that Davis had created a natural appetite for learning in
workforces using his process. Barker compared Davis' achievement to
that of Karou Ishikawa, the creator of Japan's Quality Circle program.
Once Ishikawa got the communication going, he used Edwards Deming's
teachings to support the quality journey.
Soon-after, Barker and Davis developed a professional relationship and
formed Elite Workforce Inc. (www.eliteworkforce.com). It led to collaboration on a management model better suited for
American culture. They both recognized that Davis' communication model
generated positive attitudes and an abundance of worker ideas.
Barker's expertise was required to develop programs and structure for
manifesting ideas. Ideas lead to innovation and continuous
improvement. Both outcomes are essential for global competitiveness.
The American middle-class is in a tailspin…fighting the battle of their
lives. Political leaders are ill-equipped to lead the battle and must
acknowledge their productivity ignorance. This is one matter that
can't be bluffed with handshakes and smiles. "The new game in town is an old game!"…it's called productivity! America was once the leader and they can lead again! What's changed
is the introduction of globalization and human factors. The human
factors determine outcomes. Outcomes determine potential investment.
If American workers don't learn how the game is played, and get
involved, the community devastation will continue.
SOURCE The Elite Workforce Inc.
For further information:
David Burton, 905-708-2872