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Reward Recognition

Six Sigma – iSixSigma Forums Old Forums General Reward Recognition

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  • #37770

    Holly
    Participant

    Can anyone share some ideas or practice about rewarding & recongnizing teams when they successfully complete the projects?  I heard that some company would give amount percentage of savings from projects to teams. Is it true?
    That is really important for me.  I am preparing a promotion program to enhance the six sigma depolyment in our company.
    Thanks.

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    #111871

    Mike R.
    Participant

    Your company culture should dictate. I personally prefer pizza to either promotion or bonus.  People WANT to do this stuff.  Money only creates resentment.
    Just a late night thought.
    Again, look at your culture, don’t listen to the forum.

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    #111880

    Johnny Guilherme
    Participant

    Holly
    Our company has a reward system. Its based purely on achieving over and above the normal routine functions we do on a day to day basis. The incentive is based on the following: 1. Achieve company objectives, 2 Achieve objectives within the team that I am part of and 3. achievement of personal objectives set. All this equates to an extra 3 months of salary. All three have different “weights” and form a percentage of the 3 months. So if all objectives are achieved I can then get and extra 3 months of salary-it works quite well and encourages the team to work together.
    Johnny
     
     

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    #111923

    Bob J
    Participant

    Holly,
    My company decided not to bonus a percentage of the savings because we felt it drove a lot of the wrong behavior.  It makes it hard for a team or process owner to support the effort when someone else gets the bonus… 
    We also found that all projects are not created equal in potential savings and the amount of the savings did not necessarily correlate to the level of effort by the BB or the BB capability…
    Hope this helps…
    Best Regards,
    Bob J

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    #112276

    John DeVries
    Participant

    We have integrated Six Sigma recognition into our improvement recognition and documentation system at our community healthcare system.  Improvement projects are recognized if they are implemented and, in management’s judgment, produced a substantial, commendable result.  We hold quarterly recognition events where each team briefly tells their story, receives a $25 mail order gift album, and is photographed with our COO for recognition and promotional purposes.  All projects recognized at these quarterly events are automatically candidates for 6 categories of Strategic Improvement of the Year awards at our annual Quality Awards luncheon.  This luncheon is attended by Board, major payer(s), medical staff, other stakeholders.  Our Six Sigma sub-projects tend to be recognized at quarterly events.  4 of 5 completed Six Sigma projects have received Improvement of the Year awards.  Documentation of our Improvements of the Year is often successfully used to apply for local, state, or national awards, publications, presentations.
    John DeVries
     

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    #112302

    Deanb
    Participant

    Holly,
    I agree with Mike and BobJ’s posts that money can be anti-cultural and cause unwanted behavior or resentment. I also agree with BobJ’s recognition of effort, that it may be as important or even more important to recognize effort rather than just the dollars saved.
    I find each group needs a mix of monetary, non-monetary, and intrinsic rewards to feel loved. The key is getting the right balance for your situation. Monetary doesn’t have to be a bonus or wage raise, it can be gift certificates or sport tickets in the company box. Non-monetary can be letters of appreciation, awards, company tee-shirts, etc. Intrinsic is the goodwill and respect earned between team members, pride of accomplishment, job satisfaction, sense of helping others, etc.
    In the statistical survey work I have done, intrinsic rewards have consistently correlated most with total organizational improvement and satisfaction, followed by monetary, and lastly by non-monetary. Hope this helps.  Good luck.

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    #112321

    sathyakumar
    Member

    Hi
    I my company we are introduce reward scheme. the person who give the suggesion. price will gived to that person.
    operator who perform well in means of quality (less rejection, good improvements) they will rewarded onence in 6 month.
    the  above scheme will lead them to work in a proper with quality , intrest mind.
    if you have any suggstion please share with me .
    suggestions are always welcome.
     
    thanks
    R.Sathya kumar.
     
     

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    #112322

    Alwin Rajeev
    Participant

    Hi Satya,
    I suggest you check your English before you post messages on this forum
    Regards
     

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    #112326

    howe
    Participant

    I find each group needs a mix of monetary, non-monetary, and intrinsic rewards to feel loved. The key is getting the right balance for your situation. Monetary doesn’t have to be a bonus or wage raise, it can be gift certificates or sport tickets in the company box. Non-monetary can be letters of appreciation, awards, company tee-shirts, etc. Intrinsic is the goodwill and respect earned between team members, pride of accomplishment, job satisfaction, sense of helping others, etc.
    In the statistical survey work I have done, intrinsic rewards have consistently correlated most with total organizational improvement and satisfaction, followed by monetary, and lastly by non-monetary. Hope this helps.  Good luck.
    In your analysis, how did you separate non-monetary and intrinsic awards because the way you defined it, they could be tapping the same construct of job satisfaction. Then, based on your defintions above, you should find a correlation between intrinsic & total org satisfaction.
    If you could also talk about this survey you refer to above: how many items in your item pool, what type of responses were available, how many factors, what was your overall alpha for the entire survey, etc.
     

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    #112328

    The Unknown Black Belt
    Member

    Hi Alwin,
    I suggest you check your attitude before you post messages on this forum
    Regards
    “Give a man a fish and he will eat for a day, teach a man to fish and he will eat for a lifetime, insulting a man for his casting technique isn’t going to do him a damn bit of good.” -Unknown

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    #112330

    Mikel
    Member

    With al due respect Alwin, Darth and Phil are the grammar police here.
    Other than the two of them, we are generally interested in a persons thoughts, not their grammar. The two of them also let grammar slide if they think the person is making a contribution.
    Just to keep the record straight, the following roles are filled:
    Grammar and spelling – Darth and Phil
    Good help until you really get him riled – Mike Carnell
    Generally good help anytime – Darth and mjones
    Help while slapping you – Dog Sxxt
    Help sometimes, idiotic behavior othertimes – Stan
    Generally rambling idiotic behavior (in the fine spirit of Dr. Hunter Thompson), but occasional good advice – Phil
    Pretend to know things you don’t know – Position open as of yesterday, but hurry there are many applicants and the job does not seem to have any longivity.

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    #112334

    Darth
    Participant

    This was obviously a post by a Pseudo Stan since it was very humorous.
    We must also recognize that this is an International Forum with posters from around the globe.  This means that posters, whose native language is not English, will struggle with grammar and spelling.  That is certainly understandable and the fact that they are trying to post in English is admirable and should be respected.  Make the distinction between those whose first language is English but are too illiterate, sloppy, lazy or unprofessional to re-read their post before sending and those that struggle to get their point across because of language differences.  Thus, I believe Alwin’s post was out of line.

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    #112339

    Markert
    Participant

    Stan:
    I was quite unaware of my responsibilities tending to the policing of spelling and grammar. But I am merely a specialist in the spelling of ‘old versus olde.’ I believe I will perform at a level of less than one sigma if asked to fulfill said duties.
    While I am not entirely pleased about my other duties, I am begrudgingly updating my CV to reflect my responsibilities as one who provides “generally rambling idiotic behavior, but occasional good advice.” This will appear in leading paragraph two, just before my current job responsibilities. I would have prefered, “crafter of humorous stories, relevant-topic thread starter, and suggester of fine holiday gift ideas,” but as I indicated in another response, ya gotta use what you’re given.
    BTW, what are the rewards for this responsibility? Need I post a routing number for my BofA checking account or my complete home address to recieve compensation?
    Speaking of BofA, does anyone know how it was founded? Seeing there is some correlation to misunderstanding in language, here’s the story:
    An Italian immigrant, A.P. Giannini, walked into a bank in SF and said “pardona mia – I’d like to talk with the fella what arranges loans.” The bank guard replied, “I’m sorry, but the loan arranger is out to lunch.”
    Giannini replied, “in data case, I talk to Tonto.”
    He was unimpressed with the guard’s response and went out to found his own bank, which later became BofA.

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    #112340

    Mikel
    Member

    The rewards, of course, are intrinsic. You get to expand the minds of the occasional person that shows up on here not looking for fairy dust to solve organizational problems. The is also the fairly fun, but short lived, reward of messing with those who come on here who think they possess or have found the holy graile in Six Sigma.
    Hunter Thompson would also see his job as “crafter of humorous stories, relevant-topic thread starter, and suggester of fine holiday gift ideas”. Do you like the comparison? In my mind, it is a compliment.
    In a strange coincidence, the film makers of the Holy Graile and Fear and Loathing are one in the same. Coincidence? Or fate?

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    #112342

    Darth
    Participant

    Is your spelling of Holy Graile some lost ancient Gallic version or another of your hasty typos?  Just doing my job.

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    #112346

    Mikel
    Member

    I don’t know – Monty Python taught me how to spell Graile.
    Is there another way?

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    #112351

    Deanb
    Participant

    Mike,
    I can see how my dual usage of the term “satisfaction” might make you curious. Though I unwisely comingled the terms in my post, they are not explicitly comingled in the instrument. They are comingled implicitly however, as these kinds of soft measures typically have a high level of collinearity. I had some time at lunch, so I dug out some of the details for you to chew on. I welcome your and other’s inputs.
    This survey had 497 survey takers from about 35 departments from over 20 different organizations. Response rate was over 98% (was not an elective survey, obviously). There were 34 questions using a 5 point Likert Scale measuring how 29 factors correlated with organizational readiness and improvement trend. All factors tested showed normal distributions in the data (though data is Ordinal, it is used as Interval). Like I indicated, I have done this using many different survey methodologies and statistical approaches, and in spite of my variations, errors and omissions, (no survey is perfect) the relationships seem to be robust enough to provide very repeatable results. I have validated responses using interviews and FMEA’s in specific groups and have found 3 specific general findings to be repeatable in the widest range of organizational types:
    -Intrinsic rewards (defined as a deep sense of fulfullment) are more powerfull and relevant to organizational improvement than monetary and non-monetary rewards. Monetary rewards are defined as compensation commensurate with experience, education, tenure and effort. Non-monetary rewards are defined as recognition and honest praise commensurate with accomplishment and effort. All 3, however, are significant to improvement to the P .05 level .
    -Risks (defined as risks to job security and negative experiences) are more powerful and relevant to organizational improvement than intrinsic, monetary and nonmonetary rewards combined. Hence, reducing risks to participants often is more important to success than pumping up the rewards.
    -While non-monetary rewards show nearly equal relevance with monetary rewards in some factor comparisons, the preponderance of factor comparisons and face to face interviews strongly favor monetary rewards over non-monetary. While there are always exceptions, most people like trinkets and atta boys – but love hard cash more. They may even love the cash too much and for the wrong reasons (potential for the negative behavior).
    The summary of one regression model showing the relationship of 2 Risk factors and 3 Reward factors on Journey health, is offered below. I tried to cut and paste the output but it did not paste very well, so I typed it.
    Model Terms:
    -Journey (J2):  (avg of Readiness + Improvement Trend)
    -Risks: (Risks to Job security, Negative Experiences)
    -Rewards: (Monetary, Non-monetary, Intrinsic)
    N = 493-497
    Adj R-Squared: .365
    F = 56.766
    Dependent Y Variable: Journey (J2)
    Independent X Variables:
    -Constant: B=1.508; t=11.001; Sig.=.000
    Negative Exp: B=.174; t=6.265; Sig.=.000
    -Intrinsic: B=.170; t=6.180; Sig.=.000
    -JobSec: B=.134; t=5.032; Sig.=.000
    -Monetary: B=.083; t=3.030; Sig.=.003
    -NonMonetary: B=.0906; t=2.921; Sig.=.004

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    #112352

    Markert
    Participant

    Did the “Knights that say ‘Knee'” provide you with yesterday’s advice on ‘one who hoes for a living?’
    “Bring me a shrubbery. Knee..Knee”
    “not something big, but something tastefull and easy to maintain.”

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    #112353

    Mikel
    Member

    Dean,
    This is interesting and I can tell you have done more than a trivial study of this.
    Have you looked at the underlying personalities of the people and organizations you surveyed? I ask because my experience says that different personalities respond to different reward structures. For example, dominant folks respond to both  money and greater freedom. Folks that get self confidence from external recognition respond to both money and public praise. Process oriented folks respond to a sense of team and belonging and so just participating in a successful goal oriented teams is the reward. And so on.
    Organizations definitely can take on personalities – for example GE is predominately dominant, impatient people. They would answer your survey completely different than a process oriented company like Toyota.
    What do you think?

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    #112356

    Markert
    Participant

    Stan,
    Now that Kerry has lost the election, perhaps you may get his flip-flopping speechwriting staff to join Stan Inc. to assist you in your posting flip-flops.
    Your observation should read, using your orginal words from the previous post for a real comparison, “Would Dr. Hunter Thompson appreciate being refered to as one who exhibits ‘gennerally rambling idiotic behavior,’ occasionally providing good advice?”
    My answer would be, “Dr. Hunter Thompson would probably rather see his job as a crafter of humorous stories, relevant-topic thread starter, and suggester of fine holiday gift ideas.”
    Didn’t Dr. Thompson at times rely on something beyond experience to expand his mind, more along the cactus munching left-coast educated down with the man tie-dyed and Muffin wearing past life of our beloved Vinny?
    Tell us a bit about Darth’s table manners. Did he talk with his mouth full? Did he happen to order the roast pork, or have bacon bits on his salad? Did he insist on wearing his black cape at the restaurant? Amuse us, please.
    Yours in accepting a complement, appreciating and enjoying everything but the idiotic part,
    Phil

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    #112358

    Deanb
    Participant

    Stan,
    My focus has been on the aggregates, or the few universalizable factors that can apply just about anywhere. The point you make, about the individualized and unique nature of people, is at least as important. Much in management is knowing when to deal in aggregates, and when to individualize appropriately. Doing either improperly when the other more correctly applies may be one of the greatest failure modes in all of management.
    I would suggest the individual behavior differences are explained by more than just personality types, and includes many, many factors such as leader and follower styles, communication styles, reasoning and rhetoric styles, learning styles, and so on. I do think the organization’s culture has a huge influence on the personalities that emerge as dominant, and how influential these personalities are in an organization.  

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    #112359

    Mikel
    Member

    Okay, I was embellishing on the idiotic part. I was just trying to paint a picture that maybe someone besides me acts that way. You seemed to be an easy target that folks could make the leap to. I was wrong, I did not expect you to protest.
    Are you suggesting that Dr. Thompson used mind altering substances? I am shocked!
    Darth had very good table matters until he fell over in a tequila induced stupor and no, no pork was ingested by anyone. No Mogan David wine was consumed. I was amazed to learn, however, that he always orders that same thing at every place he eats. He was in all black although the cape was tucked neatly in his coat. We did learn that the Darth mobile is really a pansy blue car and he really enjoyed riding in the backseat of the new non-Ford Stan mobile – and it really is a black car.

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    #112364

    howe
    Participant

    DeanB,
    Nice response, I too believe that an organization’s culture is highly influential on an employee’s personality type. With one caveat: this influenced personality may be a result of either:
    1) A hiring manager looking for and hiring this specific type of personality in applicants.
    2) People changing and adapting to the culture of the company although adapting to the culture doesn’t happen 100% of the time. We are talking averages here.
    One more thing, you said there were 29 factors for this measure. Why so many factors? Are they each explaining that much variance so you kept them? I’m curious as to why there are so many factors.
    Thanks,
    Mike

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    #112365

    Markert
    Participant

    I believe since there were few typographical errors, and less Stan-nish edge in some previous posts, and you were able to string together several cogent sentances, including humor and some honesty, Olde Stan has left the building and the Uber-intellegent Helga IQ160 has begun the Olde Stan afternoon mop-up and damage control phase. :-)
    Nevertheless, I always enjoy co-idiotic behavior and self-depreciating humor. I just rather not include it in paragraph two of my CV.
    Wondering if Darth’s enjoyment of traveling in said new Stan-mobile have a core reason, a why, using the 5Why’s, relating to a dislike of other domestic car companies, being chauffered around by a big-time bronc riding cowboy and holder of the mechanical bull in the family room, or perhaps already consuming way too much Don Julio before being picked up, or riding in the back with twice mentioned “Babe sister of Helga?” Tell us all. I don’t think Mrs. Darth is in our industry. Feel free to use your embellishing skills here.
     

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    #112366

    Darth
    Participant

    So much to do and so little time to do it.  I have used Monty Python’s Holy GRAIL quite extensively in training in previous lives.  Despite his accent, the CD cover clearly spells it GRAIL.  As for Phil’s Chapter on the “Knights who say Ni”, the quote is “We want a shrubbery…Ni”.  They also specify, “One that looks nice…and not too expensive.”  Some of my favorite chapters and their application to SS are:
    The Black Knight – dealing with the behavioral issues
    Witch Village – Hypothesis Testing
    French Taunts – Talking to the Customer
    Trojan Rabbit – Project planning
    Tim the Enchanter – qualifications for a MBB
    Holy Hand Grenade – writing good operational definitions
    The Bridge of Death – don’t think you have all the answers

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    #112368

    Darth
    Participant

    Phil, now we are stepping over the line.  What transpired between Don Julio, Olde Stan, Helga and Helga’s Babe of a Sister is irrelevant to this Forum and is a personal matter not to be shared with the world…..Mrs. Darth’s lawyer might read these posts…can’t take the chance.  Plus, I have already revealed that she is in law enforcement so double trouble.  You are instigating discussions without revealing anymore of who you are.  All we know to this point is that you are troubled, don’t spell real good and prefer humor over content….all of which I’m OK with.

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    #112369

    Mikel
    Member

    Google gives 74 hits when I spell it Graile and 319,000 hits when I spell it Grail. My natural inclination would be to assume that there were 319,000 idiots that created web pages, but since you voted with 319,000, I decided to go for the source of all things grammar and spelling – Amazon.com.
    You win. Now I will really have to embellish my story for Phil.

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    #112370

    Markert
    Participant

    Darth:
    Serious??? You actually have developed correlating material using Monty Python’s Holy Grail? How much of it have you developed? You’re sitting on a gold mine. Every aspect of SS has been overpromoted except, it’s linkage to learning while being entertained with the madcap antics of a high-energy British comedy company, one which requires at least an IQ nearing Uber-intelligent Helga’s too understand, let alone appreciate.  
    I myself have looked into SS’s application to Benny Hill’s olde stuff.
    If Mike Carnell’s book is worth less than $2 in China, this certainly would get at least $2.25 blackmarketed. Ni…..What do you say about posting some of your MP stuff here? Ni…..Ni….

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    #112371

    Markert
    Participant

    Point well taken.

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    #112372

    Deanb
    Participant

    Mike,
    The survey was designed to be a culture diagnostic, tracking 5 major factors that previous OD studies indicated moved together. Each major factor had sub-factors (hence, the 29). The 5 main factors were: leadership style, ethics, process capability, risk-rewards, and satisfaction. The ethics factor was my own addition. Each main factor was computed as the average of the sub-factors.
    Actually, several sub-factors did get dropped. The bottom line was that the main factors DO move together, and some quite robustly. Leadership style was significant in some groups as a driver, but in aggregate was not as universally significant as expected. Ethics, Risk-Rewards, and Process Capability were like peas in a pod.

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    #112373

    Darth
    Participant

    Buy a dozen packs of Statistician Cards and you get a copy of MP’s Application of the Holy Grail to SS.  Seriously….can’t believe I am using that word….the interpretation of many of the Chapters in a SS context is not difficult to do.  Since most training material is boringgggggggg, I would reinforce a concept with a few minutes of video.  The accent sometimes threw the class off depending on the acoustics and speakers.  I always travel with a set since I insert animations, talking animadudes and sound bites into my training materials.  Pick up a copy of the CD and see how easy it correlates.
     

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    #112374

    Mikel
    Member

    Training is boring? You should try sarcasm, poking fun at management, and if you have a miker in the class, you can also just plain make fun of them. Combine that with catapults with real golf balls, instead of those pansy balls they play with on South Beach, and you have a recipe for real fun and a few black eyes.
    I will subscribe to the Monty Python meets Dr. Mikel training course. John Cleese telling Joe Smuckatelli jokes should be a hoot.

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    #112375

    Thai
    Participant

    Foreign commercials are also great to throw in for the training.  I agree with Darth that much of the material is boring and it is a sign of a good instructor to throw in some humor to keep the class awake (especially after lunch….)
    If there was someway to get around copywrite issues, iSixSigma should start a repository (or is it depository…or maybe sypository…I can never remember) of Six Sigma oriented clips…
    Kirk

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    #112376

    Darth
    Participant

    Stan, I have tried all that you suggested….which is one reason I was probably looking for new employment.  Screw’em if they can’t take a joke, eh?  Did the catapults with real golf balls and two rubber bands.  That sucker went two inches into the wall and just missed the guy they were aiming at.  But, then again, it was a class in S. California, so what else would you expect.  With all the enhancing pharmaceuticals, the ball appeared to be going real slowwwwwwhttp://www.

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    #112380

    Stan Not!
    Member

    Wow!
    What a bunch of “I have nothing else to do’s” on this post!  Is there any substance to your posts or is this forum just an opportunity to see you name in lights?  I have been amazed by the number of posts that start out on a legitimate topic only to be diverted by the three stooges (anyone who has posted to this sight knows who they are) to someplace knowone else cares to go.  Check it out sometime.  Simply check back to the forum section on the front page of this site periodically and refresh the page.  I would bet real money that you will not find an instance where one of the three stooges has not replied to someones post – most of the time you will find them having a conversation with themselves (maybe even literally).
    With all my best regards,
    Stan (Not!)

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    #112381

    Stan Real One
    Member

    Hey, here’s a thought….If the thread doesn’t interest you, don’t read it.  Nobody appointed you Forum Manager.  And your contributions have been…..???????

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    #112383

    Curly
    Participant

    Nyuk, nyuk, nyuk!

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    #112384

    Stan the others are fake
    Member

    I don’t understand – the thread is about recognition and I was trying to get some. Seems to have worked.
    Note to Stan – Real One — Although I like your style, I would never post with that big of a font. Try to keep it to 12 – 14 point and keep up the attitude and I promise not to protest.

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    #112397

    Mike Carnell
    Participant

    Dean,
    As much as we are driven by data I would have to go with a look at your survey because it doesn’t ring true with our experience. As difficult as this is for me to say I do agree with Mike R’s comment about the culture dictating the appropriate system.
    I would be willing to make a bet that the position on money would change dramatically if you were to look outside the US. There is still a major portion of this world that lives in mind boggling poverty that is still operating at biological needs on Maslows Hierarchy which means that money works. Actually if you look at the average factory worker in the US they are still living, frequently, paycheck to paycheck. We worry about motivating them and they are the one that need it the least. They are trying to survive.
    Our biggewst problem is with the psuedo self actualizing middle management people who have 5 figures in the bank and think they are living large.
    What I have seen is if you speak to certain portions of companies (they can be easily identified by a cup of herbal tea, frequently some lame aroma therapy stuff in their office and some rridiculous Fast Company pleasing BS title) that they will pontificate for hours on their tallest poppy syndrome when you put up a1% savings bonus plan. Someone puts up an $18,000,000 project and then you see a little genetic diversity in the poppy height. Then it is the self actualizing POS’s trying to cover their idiotic position during the planning stage that don’t want to write the check. You have a recognized savings of $9,000,000 before the check is due – where is the logic. In the words of Jesse James “Pay up sucker.”
    Personally I liked the Motorola RONA bonus better than any other I worked under but we have pretty much always been at least the next step up from basic biological needs. The corporate gate opened the Sector gate which opened the division gate …. (that whole knee bone, ankle bone thing) but it went top down so the self actualizing little suckers in the middle actually had to care about more than just their silo.
    It’s 4 am. This is day 3 of jet lag – thats why it is 4 am – and  I am sure my poor spelling and grammer got significantly worse. I can live with that. If I would have cured it with cheap tequilla rather than red wine (Thunderbird is still considered wine, right? I like the screw on tops. They are a lot more convenient than the cork.) it coulda-woulda-shoulda been over by now. 
    Just my opinion.
    Good luck

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    #112398

    Mike Carnell
    Participant

    Alwin,
    This is just my opinion but I think your opinion is pretty stupid. I will guarantee that there was some point where your English was bad and it only got better with practice – basically where my Spanish is right now.
    Its communication which means he is delivering a message. I understood it which means he was communicating effectively regarless of the perfection of his English. I have been speaking American for 52 years and I don’t do significantly better that is why we have spell check and editors.
     The guy had the guts to post so leave him alone.
    Just my opinion.

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    #112399

    Mike Carnell
    Participant

    Stan,
    I will attempt to do that job.
    Regards

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    #112402

    Mikel
    Member

    I am pretty sure you have it covered.

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    #112405

    Mike Carnell
    Participant

    Stan,
    Just trying to be ateam player.
    Regards

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    #112407

    Mikel
    Member

    Going marlin fishing in Cabo?

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    #112408

    Mike Carnell
    Participant

    Stan,
    It was in the plans but I will be spending most of my time trying to get to NC to see my children assuming that the airlines become somewhat more cooperative.
    Hopefully can catch up with Jim Lambert at the same time.

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    #112409

    Mikel
    Member

    Do you know how to contact him?
     

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    #112411

    Mike Carnell
    Participant

    Stan,
    I have his contact information and we spoke last September or October. Sounds like he is living in a great spot.
    Your name came up. I hope Kyle (spelling?) is doing well.
    Regards

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    #112414

    Mikel
    Member

    He is on the move again to Alabama, but you should be able to catch him in NC over the holidays. Let me know if you need some help.
    Kyle is doing better everyday, thanks for asking.

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    #112416

    Mike Carnell
    Participant

    Stan,
    I’ll call him today so If I don’r connect I will get back to you. As usual my email is on random access since I am back in the US.
    Regards

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    #112418

    Alwin Rajeev
    Participant

    This is a general message to all. There seems to be some kind of a Prank going around cuase i am visitng this site for the first time and i am not at all in any way have anything to do with Six Sigma.
    So who ever the message was posted for Sorry Friend but what can one say to people who get pleasure from defiling other individuals names.
    Just for the record i am a trained and certified Pastor in a Church in the Middle East.
     
    Warm Regards and God Bless.
    Rajeev
     

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    #112423

    Mikel
    Member

    Oh my god! Miker has morphed on us.

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    #112424

    Stan Not!
    Member

    Thank-you for the opportunity to prove my point!  It could not have been done better if it were deliberate :)
    Stan (Not!)

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    #112426

    Mike Carnell
    Participant

    Stan (not),Just a couple observations. Your posts (both of them) do not have anything to do with Holly’s post so ….? (draw your own conclusion)Second, as someone posted earlier most conversations in real life rarely stay with one subject.Third, it is like television. If you don’t like what is on that particular channel – don’t turn it on.Fourth, you seem to believe that your expectations of the forum take priority over other peoples expectation. I will give you credit you didn’t hide behind some glittering generality like the term “professionalism” which seems to be applied randomly when it serves their purposes. If you have ever watched children play, frequently there are conflicts and you can see a child running and throwing dirt over their shoulder because they think the dust keeps the other children from seeing them as they escape – similar behavior.Just my opinion.Good luck.

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    #112431

    Stan Not!
    Member

    Joe (Mike),
    Thanks for adding to the now overflowing pot of evidence.
    Stan (Not!)

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    #112433

    Mike Carnell
    Participant

    Stan (not),As have you added one more. Let’s see we can get really infantile and cout – you now have 3 and I have two. Try a little introspection and discretion rather than trying to control those people around you. You are causing yourself more angst than anyone else.Good luck.

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    #112446

    Stan Not!
    Member

    Curly?,
    “You are causing yourself more angst than anyone else.”
    Ahhh, but this is not true.  I am merely pointing out the known to the those of the unknown :)  Please continue adding up the score, as it all contributes to my point.
    Stan (Not!)

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    #148808

    Jeba Shaker
    Participant

    Is this Alwin Rajeev Alexander Premchand also known sa Titu, bro of Andrew Rakesh? Nephew of Prasad.
    Let me know at [email protected]
    Thanks

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