Software & It's Technologies
Software for the 21st Century, WTS Paradigm
In highly competitive environments, adapting efficient
processes and systems can be the difference between
success and failure for some companies. The voracious
pace of business change is inevitable and should be
embraced. In the millwork industry providing a paper based
pricing/option catalog is quickly becoming inadequate
against competition that provide a robust quoting/ordering
tool for their customers.
Like all software technologies, field based quoting tools
have different generations of sophistication.
First generation – Allows quoting to be done in the field
but the user has to print out the quote and fax it in. It then
needs to be checked and re-keyed into the manufacturer’s
backend system. Another problem is the system in the field
is not in control of the manufacturer and cannot be updated
remotely. This can result in a companies electronic catalog
being used against them by dealers who are using it to sell
a competitor’s product. It also means nothing stops people
from using old prices or obsolete products.
Second generation-Is the first generation application with
rudimentary order submittal process (such as via email to
be rekeyed in). Updating is also possible via some crude
methods (such as downloading the application again in some
Third generation – The application is released to the field
and can intelligently maintain itself. It also makes ordering
secure and completely integrated into the manufacturer’s
production system and does not require the manufacturer
to change their business processes to match their system.
Software systems should allow a company to be agile and
adapt to changes that the business faces, not dictate the
business process. Using a first or second generation
application will not allow a company to react and be agile.
Companies all have web sites, and they all have questions
on how to avoid legal problems in operating their web sites.
A few simple rules can keep companies out of trouble.
1. The Internet is Not the Wild West. The words and
images on the Internet all belong to someone, either the
authors, their employers, or the party that paid for them.
Just because documents or images are posted on the Internet
does not mean that they are in the “public domain.”
Permission is needed to copy anything from another’s web
site and put it on your company’s web site.
2. Remind Users that What’s On Your Web Site Belongs
to You. Not everyone will know that the copyright laws of
the United States apply to the Internet. It is a good idea to
remind them by putting a copyright notice directly on the
company’s home page and making it clear that all materials
on the web site are covered.
3. Links to Other Web Sites May Require Permission.
When an company uses a link on its web site, it typically uses
the name or logo of the linked site, which in most cases will
involve use of a trademark. The names of other
organizations or companies belong to them, and cannot
be used without permission. When in doubt, send an email
to the sponsor of the other site and ask “May we
have permission to link to your site?”, briefly describing
your mission. Most of the time, the answer will come
4. Other Use of Company or Organization
Trademarks. The same rule applies to other uses of names
or logos of companies or other organizations. They
constitute trademarks, and legally cannot be used without
permission. It is best to get permission in writing, to
avoid later disputes.
5. Jump Pages Should be Used with Links. Let the
users know that they are leaving your site and going to a
site over which you have no control. A message such as “You are now leaving the XYZ Company web site. The
XYZ Company cannot control or monitor linked sites and
takes no responsibility for their content” can prevent
misunderstanding and liability.
Following these simple rules will help keep your
company healthy, happy, and out of legal trouble with
respect to its web site.
First Second Third
NSDJA News May 2003
There we’ve been: In the
1900’s, industrial accidents
Legislation, precedent and
public opinion favored
Management with little
concern for the worker. The
Industrial Revolution produced
significant changes in
technology and specialization
of work, which has rapidly
increased in the last century.
Safety could not be buried.
Legislative pressure and rising costs
of accidents and injuries pushed
Safety closer and closer to wider
recognition. Some companies
focused on Safety more than others.
Dupont, in the extreme, required its
Management to live right by the
explosive plants to try to ensure
Safety. Yet, on the whole, the Safety
Movement remained slow. Workers’
Compensation was founded in 1908
but the Occupational Safety &
Health Act was not passed until
1970. Compliance and Engineering
for Safety have strengthened
significantly over the years. Non-
Profit organizations promoting
Safety have grown, as well as the
number of Professionals in the field.
Where we are: In the past 10 years,
the Behavioral Approach has been
considered innovative and in many
companies has made significant
headway in improving Safety.
However, while the process of
pinpointing desired behaviors and
observing/measuring them has been
a strong movement…the “loveaffair”
is waning. Although most
statistics show that between 85-95%
of all injuries are caused by unsafe
behaviors, the term
Safety has encountered skeptics and
critics. Most of the criticism centers
around the perception of “blaming the
workforce”; “ignoring physical/
conditional causes”; “letting
Management off the hook.” We see a
re-emergence of the “Human Error”
theories and development of programs
centered on this concept. Efforts are
being made to avoid the word “behavior”. It appears, in part, to be
a matter of semantics. But foremost
there is a misunderstanding of what a
true behavior-based process is.
Surveys reveal that a significant
number of the workforce sum up
behavioral approaches as an “observation/feedback” system. It is
also believed by some to be a substitute
for environmental and engineering
fixes. Talking about behaviors
sometimes puts people on the
defensive…the parental throwback
“Behave yourself!” Uppermost is the
belief that only the “worker-bees” are
being measured and Management/
Supervision is out of the
support any process will fail. Another
dangerous perception is that
Behavioral Safety is a magic cure and
will happen quickly. Behavioral based
processes should deal with Culture
and culture does not change
Some of the missing links in both
the Traditional and Behavioral
With so much progress made in the
Safety movement and with behaviorbased
processes, we must be vigilant
not to abandon something that makes
a difference because of
misunderstanding and improper
implementation. Shifting from a
reactive, outcome process to a
proactive measurement process is not
easy. Implementing a behavioral
process is a significant undertaking,
but one well worth it when done right.
Caution is recommended in trying to
take this effort on totally in-house,
considering the scope, issues of time,
expertise and credibility.
Where have we been?
Where are we now?
Where can we go?
1) Lack of full utilization of the
most valuable resources: all the
people in the workforce.
2) A balance and consistency of
compliance (reprimanding) and
safe performance reinforcement.
3) Focus on “Lead by Example
Supervision equally responsible
for safe behaviors and
4) Systematic, organized methods
of defining, measuring and
communicating safe practices/
behaviors and conditions
designed for individual facilities
and job activities.
5) Dispelling the perception that the “B” in behavior stands for “Blaming” the workers and that
Compliance always stands for
6) Taking the time required to
implement and sustain the
Where can we go: What is the
future? The future is a
concentrated effort to marry the
technical/compliance with the
human/behavioral factors in the
work environment. Move from
trying to divorce the two. We need
to rebuild trust and re-educate to
form a solid Safety Marriage that
procreates better/safer work
environments and profits everyone.
We need commitment of time and
support by All to make the marriage
work. Utilizing Safety Behavioral
C o n s u l t a n t s , “ M a r r i a g e
Counselors”, is not a bad
thing…when trust has diminished.
Outside intervention is often
necessary. Most importantly, let’s
not discard a process that measures
safety on a daily basis like
productivity and quality. Let’s fully
understand it and continually make