How can Africa reduce waste specially Liberia my Country?
You need a good team that can promote recycling.
What are non recyclables?
Before putting together a team, state the company’s goals.
• What is the current situation and what does the business want to achieve?
• Zero-percent waste?
• The replacement of toxic substances with safe alternatives?
• A reduction in production times?
• A revised budgeting system that charges the cost of waste to the department that creates it?
Examine the difference between what exists and what is wanted. Assume that everything being examined is broken and must be improved.
Do not turn away volunteers. Enthusiasm should not be curtailed and no one should be made to feel left out. For example, the Scandic hotel chain involved its employees in reducing unnecessary costs and discovered that most ideas came from the maids that cleaned the rooms (proving yet again that workers on the front lines often know more than most).
Keep team sizes at a manageable level. Research shows that team sizes should be limited to less than 10 or 12 individuals for maximum effect. Larger groupings are usually difficult to handle.
Involve individuals who are knowledgeable about what is being examined. Input will probably be needed from front-line workers, suppliers, maintenance crews, health and safety personnel, the purchasing department, engineers, the legal department, research and development staff, paying customers, the community where you are located, environmental specialists, etc. Bring these people on board.
For example, Proctor & Gamble set a goal of sourcing 50% of its innovation ideas from outside the company in a bid to shake things up and create new ways of thinking.
Provide continuous communication, results verification and training. Consolidate training and information distributions to allow different groups to meet and communicate. Ensure that every employee (including shift workers) is aware of what needs to be done, what is being done, what has been done, and why.
Start off small. If energy saving is the goal, take a look at the company’s electricity meter then go around and switch off all unneeded lights and equipment. Read the meter again and determine the savings. Multiply the daily savings by the days of the year the business is in operation and you’ll end up with a rough estimate of how much money can be saved in a year just be turning off the lights and equipment you don’t use. That should provide enough motivation to keep going.
Agree on motivational tools. Determine how employees will be motivated. Recognition, extra holiday time, cash bonuses or award ceremonies are all valid motivators.
A business might display team achievements on giant scoreboards. Points could be awarded for reducing kilowatt-hours of electricity, saving amounts of raw materials, reducing production minutes, and so on. Other companies tie annual bonuses to the waste minimisation performance of employees.
Maintain links between your teams and the rest of the organisation. Learn the fears and needs of the individuals involved. Be aware and share what every team is attempting and accomplishing.
Update goals as they are achieved. Emphasise the notion of on-going, no-finish-line improvement, build on previous successes, and measure and track all progress no matter how small. Fifteen or twenty ideas that can each save 1% of costs will quickly add up.
Sometimes the enthusiasm and work of even the best teams can slow or falter. Typical comments associated with stalled efforts include: ‘We don’t have time for this ’, ‘This isn’t working’, or ‘This stuff isn’t relevant’. Additional examples include the development of a ‘committee mentality’ where too much analysis leads to paralysis and nothing gets done.
Further problems can develop when the smug air of superiority creeps into a team or when the team refuses to consider different viewpoints from outsiders. As a result, contradictory data is ignored or shelved, other alternatives are not considered, and a jumping to conclusions or inactivity dominates. More often than not, this usually results from a lack of clear goals and leadership.
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