ÿþ<?xml version="1.0" encoding="utf-8"?> <!DOCTYPE html PUBLIC "-//W3C//DTD XHTML 1.0 Strict//EN" "http://www.w3.org/TR/xhtml1/DTD/xhtml1-strict.dtd"> <html xmlns="http://www.w3.org/1999/xhtml" xmlns:v="urn:schemas-microsoft-com:vml" > <head> <title>TWI Job Relations Training Manual - JRT - Training Within Industry</title> <meta http-equiv="Content-Type" content="application/xhtml+xml; charset=utf-8" /> <meta name="description" content="The source for Job Relations Training Manuals. Download any the original TWI Job Methods Manuals here in the public domain! Learn the history of TWI and how it shaped the role of the supervisor in both the US and Japan. All materials are here in the public domain: Job Instruction, Job Methods, Job Relations, Program Development and Problem Solving." /> <meta name="keywords" content="relations HR coaching mentoring leaders problems personnel absenteeism workplace teamwork twi training within industry trainingwithinindustry ojt kaizen standard work standardized 5s" /> <meta name="robots" content="index, follow" /> <link rel="shortcut icon" href="/favicon.ico" type="image/x-icon" /> <style media="screen" type="text/css"> /* <!-- */ /* General styles */ body { font-family:helvetica, arial; margin:0; padding:0; border:0; /* This removes the border around the viewport in old versions of IE */ width:100%; background:#fff; min-width:600px; /* Minimum width of layout - remove line if not required */ /* The min-width property does not work in old versions of Internet Explorer */ font-size:90%; } a { color:#369; } a:hover { color:#fff; background:#369; text-decoration:none; } h1, h2, h3 { font-family:trebuchet ms, arial; 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it only creates a new problem to be solved. And what makes you think it was a good idea to move that cheese anyway? What problem did you aim to solve by moving the cheese in the first place? And just HOW are you going to go about developing your people so that they can solve it anyway? </p> <p style="clear:left;"><blockquote><em>&quotDelegation. Empowerment. Coaching. Stewardship. Mentoring. Leadership.&quot</em></blockquote> </p> <p>These are the words of today's human relations model. But they are nothing new, a conceptual system of hollow words that have been flogged into diluted submission over the decades by  subject matter experts , blurring the distinctions between human relations, business needs, individual needs, social movements and the law. We now believe that if we simply tell a worker our expectations (all documented, of course, for legal reasons) then delegate the task of corrective action to the worker himself; well then, we are managing by objectives  leading, coaching, or mentoring, or whatever the flavor of the month is, was and will be. </p> <blockquote>Of course, much is lost in translation from pen to practice. Notably absent in today s western mainstream HR model are the concepts of <em><strong>respect for people and problem solving.</strong></em> </blockquote> <p>These are simple concepts that are difficult to grasp and practice for today's overburdened manager. No other person on this planet knows this better than the front line leader, the supervisor - the person in the middle directing the work of others - where the upstream and downstream pressures of business and individual needs threaten to crush the leadership spirit every minute of every workday. Rather than render words completely useless in an attempt to explain the strategy of Job Relations Training, it is likely the TWI directors prefer that I cite the JRT manual: </p> <blockquote><em><strong> <ol> <li>A leader gets results through people. People must be treated as individuals. Good leadership prevents many problems, but the leader must know how to handle those that do arise.</li> <p> <li>Complete facts must be known or obtained. Opinions and feelings must be found out and considered along with the facts. It is necessary to look at an individual because people are not alike.</li> <p> <li>Decisions are made on the basis of facts properly evaluated and related. And decisions do not make a solution.</li> <p> <li>The leader must know his responsibility to check the results of the decision. It is necessary to watch the timing of action and follow-up, and watch for effect on the objective, on the individual, on the group, and on production.</li> <ol> </strong></em></blockquote> <p>Simple concepts, simple approach. Don t make it complicated  PLAN-DO-CHECK-ACT applies to the human relations model as well. </P> <!-- Column 1 end --> </div> <div class="col2"> <!-- Column 2 start --> <br /> <form action="http://www.trainingwithinindustry.net/search.html" id="cse-search-box"> <div> <input type="hidden" name="cx" value="partner-pub-6653199402139571:rfwil8fb80l" /> <input type="hidden" name="cof" value="FORID:9" /> <input type="hidden" name="ie" value="ISO-8859-1" /> <input type="text" name="q" size="31" /> <input type="submit" name="sa" value="Search" /> </div> </form> <script type="text/javascript" src="http://www.google.com/coop/cse/brand?form=cse-search-box&amp;lang=en"></script> <H3>JRT Materials</H3> <UL> <LI><A href="http://www.trainingwithinindustry.net/TWI_Job_Relations_Manual.pdf">Job Relations Manual</A></LI> <LI><A href="http://www.trainingwithinindustry.net/TWI_Union_Job_Relations_Manual.pdf">Union Job Relations Manual</A></LI> <LI><A href="http://www.trainingwithinindustry.net/JR-4%20Worksheet.pdf">JRT Worksheet</A></LI> <LI><A href="http://www.trainingwithinindustry.net/Participant%20cases.pdf">JRT Examples</A></LI> <LI><A href="http://www.trainingwithinindustry.net/JRT%20Card.pdf">JRT Pocket Card</A></LI> <LI><A href="http://www.trainingwithinindustry.net/JRT%20Follow-Through%20Plan.pdf">JRT Follow Through Plan</A></LI> </UL> <BR /> <h3>More TWI Materials</h3> <ul> <li><a href="http://trainingwithinindustry.net/bulletins.html">TWI Bulletin Series</a></li> <li><a href="http://trainingwithinindustry.net/JI.html">Job Instruction</a></li> <li><a href="http://trainingwithinindustry.net/JM.html">Job Methods</a></li> <li><a href="http://trainingwithinindustry.net/JS.html">Job Safety</a></li> <li><a href="http://trainingwithinindustry.net/PS.html">Problem Solving</a></li> <li><a href="http://trainingwithinindustry.net/PD.html">Program Development</a></li> <li><a href="http://trainingwithinindustry.net/MTP.html">Management Training</a></li> </ul> <br /> <h3>TWI &amp; Lean</h3> <ul> <li><a href="http://trainingwithinindustry.net/5S.html" title="Are you Ready?">5S Thinking</a></li> <li><a href="http://trainingwithinindustry.net/SW.html" title="Without a standard, there can be no kaizen!">Standard Work</a></li> <li><a href="http://trainingwithinindustry.net/kaizen.html" title="Each and Every Person...">Kaizen</a></li> <li><a href="http://trainingwithinindustry.net/history.html" title="The more things change...">History</a></li> </ul> <!-- Column 2 end --> </div> <div class="col3"> <!-- Column 3 start --> <h3>Thank You</h3> <p>Feel at ease browsing the original materials. 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Have fun, and contact us with comments and suggestions! </p> <script type="text/javascript"><!-- google_ad_client = "pub-6653199402139571"; /* 200x200, created 6/19/08 */ google_ad_slot = "0379698238"; google_ad_width = 200; google_ad_height = 200; //--> </script> <script type="text/javascript" src="http://pagead2.googlesyndication.com/pagead/show_ads.js"> </script> <h3>Fair Use &amp; You</h3> <p>TWI Service considers the wartime manuals available at this site within the public domain and free to download and use according to <a href="http://trainingwithinindustry.net/copyright.html">Fair Use</a> and current copyright law.</p> <!-- Column 3 end --> </div> </div> </div> </div> <div id="footer"> <p>&copy; 2007-2010 Bryan Lund</p> <p>TWI Service is committed to web standards and continuous improvement</p> <p><a href="http://jigsaw.w3.org/css-validator/"><img style="border:0;width:88px;height:31px" src="http://www.trainingwithinindustry.net/images/css.bmp" alt="Valid CSS 2.1!"/></a>&#32<a href="http://validator.w3.org/check?uri=referer"><img style="border:0;width:88px;height:31px" src="http://www.trainingwithinindustry.net/images/xhtml.bmp" alt="Valid XHTML 1.0 Strict!"/></a></p> </div> <script src="http://www.google-analytics.com/urchin.js" type="text/javascript"> </script> <script type="text/javascript"> _uacct = "UA-2798442-2"; urchinTracker(); </script> </body> </html>