1 What is the goal?
The goal of the company is to make money—plain and simple. Alex realizes this after Jonah asks him to think about what the goal of the plant is. The goal for Alex, given him by Bill Peach, is to make operations at the production plant profitable in three months time. This is quite a challenge considering the plant has been unprofitable and behind schedule for a good long while. The main challenge, as the author puts it, is not a problem of obtaining new smarts or intelligence, but rather the challenge of drumming up the courage to face the inconsistencies of life dead-on and to not look away from them. This is where the beginning of problem-solving begins to take place. No matter how many models one has or what level of education or what field of education, if one is not willing to look at the problems in the face, they will not get solved. So in essence, the goal of the book is to show people how to face their problems instead of searching for someone else to blame. It is about taking ownership of a situation and getting engaged instead of lining up the parts and hoping they just stay where they’re supposed to stay and that all goes well.
2. Comment on Alex's personal life, both with his family and his relationship with his staff,peers and superiors.
Alex is in trouble with his wife: since they moved, she has not been happy. He is always at the plant, late into the night, and she feels neglected. He promises to take her out to dinner but keeps putting it off as though she will keep—or as though she comes in second in his life and the plant comes in first. Clearly, he does not have his priorities right. People should come before profits—that is what makes profit come in the first place. Alex needs to focus on the people in his life and start giving them more support. This goes both up and down the ladder. His relationship with Bill Peach is strained, for example: Peach brought him in to do a job and fix and bad situation and Alex so far has not managed to do it. In fact, the situation has gotten worse, not better, over the past 6 months. Alex keeps wanting to blame the problem on personnel, but Peach won’t have it. Alex looks at the model and the figures and feels that everything looks good, so he cannot understand why shipments are too slow in getting out the door. His whole life is focused on numbers and systems instead of on people.
That is why when he first runs into an old friend and physicist named Jonah, it is the beginning of Alex’s movement in the right direction. It gets him thinking about people instead of problems and profits. For example, Alex thinks that the use of robots, as he tells Jonah, is helping the plant increase its efficiency—but Jonah disagrees. It is after reflecting on Jonah’s words that Alex begins to seriously start to get engaged with his employees. He strikes up a conversation with Lou the plant controller, and they both agree that the goal of the plant is to make money. By talking things out with his guys in the plant, he is beginning to get them involved in the problem solving process too. The goal becomes getting everyone involved to think of where problems are and to see what inefficiencies are occurring in real life rather than on paper.
3.What triggered his understanding of his plant's dilemma?
Alex’s understanding of his plant’s dilemma started with his chance encounter with Jonah who recommended to Alex that he start thinking more seriously about the goal of the plant. Alex was under the assumption that having a great new robot was all that was needed, but Jonah started telling him to think about throughput and bottlenecks and non-bottlenecks. That got Alex thinking about the real problems of the plant a little bit more. Then, after having to take his son to his Boy Scout hike, Alex began to try an experiment with the hikers to see if he could close some of the gaps that he was seeing in the line. Instead of putting the fastest person at the lead, he put the slowest walker at the lead. This helped to close the gaps and keep everyone moving more uniformly. It also helped to speed up...
References
The Goal By Eliyahu M.Goldratt and Jeff Cox
Goal "gym" Define the Goal The goal that I am setting for myself for the next three-four months is to go the gym regularly. I feel that going to the gym and getting exercise is very important for one's health. I have seen the impact that going to the gym has made on some people in my life, and want to have the same positive experience. I know that inherently, exercise is
Goal Theory Components of goal theory and its benefits in the workplace The goal theory suggests that by allowing employees to set goals, they can be influenced to work harder to meet these goals by motivating them. This will lead to a significant boost in employee performance and translate to benefits for the organization as well. The basic principles of the goal setting theory are clarity, commitment, challenge, complexity, and feedback. The
Goal Setting Theory Application The goal setting theory was a product of the research conducted by Edwin Locke and Gary Latham who carried out more than 400 separate studies in this regard. They indicated that goals have a pervasive effect on the behavior of the people working within a given organization hence there is need for care and attention while setting goals since with the right conditions, goals can be powerful
Goal - setting theory (Curtis 37) starts with the situationally specific, conscious motivational factors closest to action: goals and intentions. Goal theory then works backward to determine what causes goals and makes them effective. The specific, close-to-action goal - setting approaches have been more successful in explaining performance than the general, far from-action motivational approaches that stress general needs and motives based on subconscious values. Only when ideas become goals
Goal-Setting & Task Performance In the journal article "Managing time: the effects of personal goal setting on resource allocation strategy and task performance," authors Strickland and Galimba (2001) centered their discussion on the relationship between goal setting and task performance among undergraduate students. Using an experimental design for the study, the authors explored whether goal-setting influences task performance or not. Furthermore, they also determined whether there are differences between the task
Goal Translation at STM The concept of "goal translation" in the context of the STM case is critical to the success of the entire TQM initiative and strategy. The single most critical success factor for any TQM initiative is change management (Svensson, 2005). The goal translation component or concept of the STM methodology concentrates on combining as many of the diverse, existing initiatives in place and leaving only a single set
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