Olin
What Makes Quality Circles Work
Ecusta Paper and Film recently marked its third Quality Circle year. Since
its beginning in 1981 the program has grown from eight circles to twenty-six.
There are 184 employees involved as members and leaders. To date over 70
presentations have been made to management and circles have made hun
dreds of improvements to Ecusta operations.
Mike Epperson, Manager of Production in Film, and Dave Brott, Manager
of Machines 1-9 and Refining, have seen circles make major contributions to
the success of their operations. They offer these comments on what makes
Quality Circles a success.
How do you define a
successful Quality Cir
cle?
Brott: A circle’s success is not
measured by the size or the cost of
the projects it is working on. A suc
cessful circle grasps those problems
they know can be solved and takes
charge, as much as possible, of im
plementing the solution. As circles
get more experience and confidence
they start seeing solutions to the day-
to-day problems that are the heart of
our business.
Epperson: As a circle hits its stride it
becomes a way of life rather than
weekly meetings and management
presentations. As routine problems
arise on a shift, the circle members
immediately become involved in seek
ing a solution rather than just turning
the problem over to maintenance or
engineering.
Mike Epperson, Manager of Production —
Film, is amazed by the power of Quality
Circles to solve problems that seemed
unsolvable.
What is necessary for a
Circle to succeed?
Epperson: Circles won’t go anywhere
without the support of top manage
ment. Jim Lovin attends every man
agement presentation possible and
all our management recognizes the
incredible contribution Quality Circles
have made.
Brott: I think it is vital that everyone
understand the purpose of Quality
Circles and that purpose is to solve
problems — not just identify them.
Circles are also an opportunity to
improve your job and use your years
of knowledge to make your job more
efficient, safe and rewarding.
Epperson: We would like to see more
people come forward to be circle
leaders and members, but it’s equally
important that Quality Circles remain
a voluntary program. The people in it
are there because they want this
chance to become more involved with
their job. Circle members are free to
quit if the program doesn’t meet their
expectations.
I also believe that information
makes circles more successful. If cir
cle members have a solid understand
ing of the status of our business, they
are more likely to hone in on solving
those problems that are most critical
to this company’s success.
How do Quality Circles
benefit Circle members?
Epperson: Circle members learn prob
lem solving techniques and how to
organize and make presentations to
gain management approval. These are
skills that can be used all the time.
Brott: Circle members also learn how
management operates and makes de
cisions. They become skilled in see
ing a variety of options, in weighing
cost benefits and gathering informa
tion from a variety of experts. I see a
time when a circle will prepare its
own Capital Appropriation Request.
Dave Brott, Manager of Paper Machines
1-9 and Refining, discusses a Quality Cir
cle project with Ted Owen, a circle leader.
Brott believes leadership and confidence
produce circles that know how to solve
problems.
How do Quality Circles
benefit Olin?
Epperson: There’s tremendous power
from getting people directly involved
in the future of the company. Prob
lems that have seemed unsolvable in
the past seem to melt away like
magic. Because people are involved,
they make their ideas work.
Brott: The biggest benefit is not cost
savings or improved quality. Rather
its people more interested in doing
their job. This gives managers people
to work with who are looking for ways
to solve problems, who are willing to
express themselves and are taking a
real pride in their job. O
Children's Christmas Parties
Olin Cafeteria
December 15,1984
Ages 12 and Under
1:00 p.m.
2:00 p.m.
3:00 p.m.
4:00 p.m.
5:00 p.m.
6:00 p.m.
• Santa and his helpers
will entertain
• Favors for each child
who attends
• Music, songs, stories
Teen Holiday Dance
December 28, 1984
Olin Cafeteria
8:00 to 11:00 p.m.
Ages 13 and Up
• Sid The Surf plays /
the top hits and your requests,/
• Light show and Sid's
crazy friends
• Pizza and pop
Public Relations For Tickets
People
On The
Move
Charles J. Ahrens has been promoted
to finishing shift supervisor — wrap
and pack department at Covington.
Ahrens joined Olin in 1956 and at the
time of this promotion was a relief
supervisor.
Stephen Q. Ferguson has been pro
moted to staff process engineer in
the technical department. Ferguson
joined Olin in 1980 and was a process
engineer.
Jimmy L. Duncan has been promoted
to staff process engineer in the
technical department. Duncan joined
Olin in 1980 and worked as a process
engineer and supervisor of the pulp
mill.