In an economy where jobs are scarce, we are proud to be retained in assisting this profitable company with filling this very import position. Please apply directly using the contact information below. Principles only, no agencies or recruiters thank you. Keystone Collections by Martins is an equal opportunity employer.
Keystone Collections by Martins, Myerstown PA manufacturing location is currently seeking a Finishing Team Coach to join its Team. The Finish Team Coach is responsible for the quality level of the product, meeting the due date of the product, morale of the team, efficiency of the operation, and future growth of production.
Some of the duties of this position include:
Directs the day-to-day activities of departmental personnel with respect to production volume, flow, cost, quality and on time delivery dates.
Maintains accurate time records to ensure accurate job costing for the department.
Closes daily schedules on time and maintains proper paperwork flow with in the department.
Monitors production reports to ensure achievement of financial, safety, quality and on-time delivery goals.
Create and maintain a positive work environment which fosters high morale.
Use strong communication skills, leadership, and coaching techniques to accomplish quality goals and exceed productivity standards.
2 years furniture finishing experience or equivalent in education.
Well organized, able to multitask with deadlines on most
Ability to expend the time to complete the job on time.
Ability to travel on company business which might include overnight stays.
Ability to be discrete, emphatic, and diplomatic
Physical ability to walk long distances, stand for long periods of time and work in areas with light dust, heat, chemicals and moderate noise levels
In an economy where jobs are scarce, we are proud to be retained in assisting this profitable company with filling this very important position. Please apply directly using the contact information below. Principles only, no agencies or recruiters thank you. U/KTS is an equal opportunity employer.
Utility Keystone Trailer Sales, Inc., offers a full line of Utility products: including truck body kits, refrigerated vans, dry freight, flatbed, and tautliner trailers. Our full service repair shop and parts department provide service on all makes of trailers. In addition, 20 acres of new and used trailer inventory makes U/KTS a one-stop location for your entire trailer needs in the tri-state area.
We are currently looking for a Trailer Technician with a long-term focus and willingness to grow. We are a pay for performance oriented organization which offers qualified individuals a support structure that enables motivated individuals to perform at their best in an independent yet fostered environment.
Experience in all phases of semi-trailer diagnosis and repair is preferred.
Experience with major collision repairs on reefer and dry van trailers is preferred.
Ability to perform mig welding on steel, and aluminum components.
Knowledge of D.O.T. inspection standards and procedures.
The ability to work independently and be accountable for personal results and goals which are set forth jointly by employee and management alike.
Willingness to participate in ongoing technical training as needed.
High Wages and Incentive Program.
Bonus system with “pay for performance” incentives.
Company matched 401(K) retirement plan.
A modern, clean and safe working environment.
Working with a company who values its employees, their families, and customers alike.
Enjoy this Podcast as Mark is interviewed by Daniel Britt.
About Daniel Daniel Britt has been on the radio since the age of 14 and has a combined broadcasting experience of over 18 years. Daniel is the Operations Manager for the highly successful Gospel Music radio network, Joy FM, headquartered in Winston-Salem, NC. He’s also the co-host of Dove-nominated radio show, “The Morning JoyRide with Daniel, Candi, & Melody.” Joy FM is the current Gospel Music Association’s Radio Station of the Year (2010).
About Mark Mark has had the pleasure of working for Christian owned organizations, he knows what works and does not work, and most importantly he sees the world through the employee perspective! He believes in treating everyone with dignity and respect, because after all, your employees are part of your company family.
Mark believes that employees who work for an outwardly faith based Christian organization are committed at a different level than those in non-faith based organizations. He also explains that employees are more likely to go the extra mile, to trust their leadership, to deliver on their promises and be led by those who demonstrate Christ-like servant leadership, because they can! Connect with Mark on LinkedIn by clicking here.
High-performing organizations have a clearly defined Vision. This Vision helps guide all its employees and supervision to their desired destination and explains why. Companies who have a Vision have a workplace of direction, purpose and achievement. These companies have a Vision of where they want to be, and do the appropriate things to get there. All along the way, they have employees who are enthusiastically a part of it, eagerly supporting the Vision.
What Is an Organizational Vision?
A Vision that is optimal is one that has been created, or at least contributed to, by all employees of the organization. Like the Mission, the more buy-in the organization has, the greater the effectiveness of the Vision. The Vision should be inspiring! It is where you want to be! The Vision is what you seeing occurring as you deliver on your Mission. It is where you want your organization to be in five years. We define it as five years but you may prefer to extend that, or, if you are a start-up, you may want to start with a three-year Vision. We prefer five years, because that is a reasonable amount of time for most companies to get to the next step. The Vision must be realistically achievable. If you own a pizza shop, it would not be wise to say your Vision is to grow to a $2 billion-dollar market value. But, an achievable Vision might look like: “We will grow to be a regional choice by consumers by expanding to 10 locations.”
Reflect on the following questions as considerations for building your Vision: 1. How are the market and customer base changing in the next three to seven years? 2. How will that create opportunities for the organization? 3. How can we meet the gap between now and our Vision? 4. How will we surpass our competitors and seek greater market share? 5. What are we doing collectively to capitalize on the changes in business conditions and needs of the business?
Amazon “Our vision is to be earth’s most customer-centric company; to build a place where people can come to find and discover anything they might want to buy online.”
Nike “To be the number one athletic company in the world.”
What is the difference between Mission and Vision?
The most asked question to us surrounding Mission, Vision and Core Values is: what is the difference between a Mission and a Vision? Your Mission is what you do best every day. Your Vision is what the future looks like when you deliver on your Mission so exceedingly well.
There is, unquestionably, a key to high-performing organizations. That key is Vision — a Vision that ignites the employees of these organizations to achieve great things!
When I worked with the Gatorade Division of Quaker Oats, we smoked the competition. Why? We had Vision. And every employee who worked there bought into that Vision. Powerade and All Sport didn’t have a chance. In fact, where is All Sport today? If Gatorade did not take them out completely, they certainly limited their capabilities!
The problem is not with workers in the U.S. What we have today is a problem with leadership — leadership that lacks the ability to create buy-in for excellence in Vision achievement.
If you are a leader, you must develop a Vision, and develop it with employee input. If you are an employee, make sure you buy into your organization’s Vision. If it needs tweaking, ask to do so with respect. Your leadership will appreciate your interest!
Let’s all work together with our organizations to create Vision, to create a hope and future for everyone.
We Value your Comments. Please share your thoughts on having an Organizational Vision. How do they fit into your workplace? Do you have a Vision where you work right now? Have you worked at a high-performing organization that did?
Oftentimes as I meet with people to talk about bettering their HR practices, I use the term “Kingdom Minded” company.” More often than not, they are intrigued by the terminology I use in reference to helping them build their companies. Many Christian business people, pastors and Christian business consultants may have their own opinions or definitions of what a “Kingdom Minded” company is.
I have developed what I believe to be a fairly clear, actionable and measurable way to articulate what a “Kingdom Minded” company is, thus exciting business owners to invest their time, dollars and energy into making their company prosperous and reflective of Christ. So, let me begin by outlining what comprises the framework when building a “Kingdom Minded” company.
Over the next few weeks, I will walk us through a more in-depth look at each piece of the framework. I will ask you to look internally at what you believeyour “Kingdom Minded Purpose” is for your company. In building a “Kingdom Minded” company, the model I have developed contains the following ingredients, listed in order of importance.
These same principles that apply to marketplace businesses do apply to non profit organizations as well.
A “Kingdom Minded” company:
Puts Christ First
Has a Clear Mission
Has a Clear Vision
Has Core Values
Has agreed upon Goals and Objectives, especially in:
And finally, Strives for Prosperity jointly for the good of its owners, employees and company’s community.
If you want to enjoy prosperity, you must look inward and address these critical aspects of running your organization.
Having spent over 20 years in HR I can tell you companies that have a well developed and bought-in Mission, Vision and Values will far exceed those who do not. Take a look inside your own organization. Do you have a Mission? A Vision? Core Values? How are you with setting or receiving expectations through organization goals and objectives? Do you collectively work together as a Team for success and prosperity?
Interested in contributing to the growth of a wonderful company? Despite the difficult economy that industry finds itself in these days, our client — with a brand respected for its tradition, value and stellar reputation for quality — has remained successful and is positioning itself for further growth with a “Made in the USA” product line. For over two decades, the men and women of this company have provided their customers with a product that will remain in families for generation after generation. Headquartered in Central Pennsylvania, our client is highly principled and expects the same ethics and integrity from its team members.
Reporting to the President and CEO, the National Sales Manager is responsible to implement and manage sales activities to meet company targets for growth and profitability.
Your key responsibilities would be to:
develop sales, volume, margin and market share,
manage a team of independent sales representatives and an internal contract salesperson
entertain a direct relationship with main customers and key accounts,
optimize the sales function (processes, target markets and determining the size and location of your sales force),
manage the departmental sales budget,
contribute to the targeted market through sales activities, includes driving the mobile showroom around the country presenting products and managing trade shows
develop the capabilities of the sales team via effective recruitment, training and retention programs, and
encourage, in particular by personal example, a culture of encouragement and reflection of Biblical values.
Your main tasks would be to:
identify sales growth opportunities in current and potential markets, plan and develop strategies in conjunction with other functions (primarily manufacturing),
work closely with senior management to establish sales budget numbers and contribute to long range plan estimates, develop sales incentive programs for the sales force,
work closely with marketing, R&D and operations to deliver measurable actions to optimize the company’s positioning within its markets,
contribute to New Product Development through market intelligence,
coordinate with the R&D committee to develop new product launch action plans,
ensure continual maintenance of direct relationships with key accounts and large customers, and develop relationships with potential new large accounts,
present monthly performance results to the president, and
assist in recruiting, developing and training sales representatives.and internal sales personnel
Compensation includes a base component; however, higher levels of income will be based upon your leadership results, calculated according to a rewarding commission structure.
Malachi 3:5 (NIV) “So I will come to put you on trial. I will be quick to testify against sorcerers, adulterers and perjurers, against those who defraud laborers of their wages, who oppress the widows and the fatherless, and deprive the foreigners among you of justice, but do not fear me,” says the LORD Almighty.
Wow! In this passage you can hear God’s disapproval of those who cheat their employees of wages, but God categorizes it at the level of sorcerers, adulterers and perjurers! How many company executives who have cheated their people probably dismissed their act as harmless?
On the surface, one may surmise that “wages” are defined as cash for hours worked. However, wages from today’s human resources perspective takes on a far greater meaning than just cash. What about your employees’ medical benefits? Their retirement plans, and education reimbursements? What about your support of them in the communities in which they volunteer? Do you look at your employees and see the bigger wage picture? Or do you look at them in distaste and dismiss them as mere “business cost?”
Respect your employees and be rewarded
Studies and surveys have proven that, when employees know they are being treated fairly, they will go the extra mile. When employees recognize that leadership and ownership think of them first, they will think of the leaders and owners first. You see, it really is simple: people reflect their leadership. Respect your employees’ financial futures, and you can expect to be rewarded by your employees’ productivity and devotion. If you respect your employees, if you reflect Christ by making them and their families your company’s financial priority by sharing your company’s prosperity with them, you are helping to build a “Kingdom Minded” company.
Please share with our reader community. Please leave a few comments about a time when you worked for a leader who really valued you. Not just valued you from a financial perspective, but valued your personality, displayed an interest in your family and showed a genuine interest in your future. What traits did that leader demonstrate? How did this leader demonstrate respect for you? What do you do now as a leader to show respect for your people? What enhancements have you taken part in to make your workplace welcoming?
“Do It” Amazing speech by Art Williams on winning in business. Art integrates all the principles of building a “Kingdom Minded” company into his presentation. These are all the principles we have developed into our model in which we help companies build high performing organizations by proper utilization of their Human Resources programs and practices. To be an achiever you must have Integrity, People Abilities and Character.
Art is just so tired of “fence sitters and mealy mouths.”
Art advocates getting excited! You must be excited to win! You must not be a crybaby! Be enthusiastic, positive and tough! Although recorded in 1987, Art’s words are applicable now more than ever. Enjoy Art’s inspiration and energy and his down home style of delivery. Art Williams –
Romans 12:8 (NIV) “if it is to encourage, then give encouragement; if it is giving, then give generously; if it is to lead, do it diligently; if it is to show mercy, do it cheerfully. “
Over the past several weeks I have encountered a variety of circumstances where I have witnessed extreme cases of generosity. These were situations where someone deliberately went out of their way to help a random “somebody” Not a friend or a relative but someone they did not know at all. As Christian’s we are called to help each other, not just other Christians, for when we do so we shine the light of Christ though us. Several years ago we had a campaign regarding “Others” at my church home. I learned a lot through the sermon series but I also learned a lot from hearing from people who had been a recipient of someone who had acted on their impulse to help another in need. The impact that was made to the recipient was heart changing and ultimately affected the direction on that person’s life.
What impact have you made this week to another’s life? What impact to the lives of your co-workers will you make this week? If you commit to be an encouragement to your Team, if you make an impact to those you work with but not yet know you, you are helping to build a “Kingdom Minded” company.
Help our community of readers What experiences have you had in the workplace that made it a better day for you and your coworkers? What have you done to be an encouragement at work?
I was honored to be interviewed by Alan Collins who was VP– HR at PepsiCo who I worked with when I led HR for several different business units for the Quaker Oats Organization. Alan is now the Founder of Success in HR, Inc. and the author of the HR best seller, UNWRITTEN HR RULES. His new book, BEST KEPT HR SECRETS is now available on Amazon.
Alan and several of my closest contacts have been an absolute blessings and encouragement to my new venture- Thank You Alan and God Bless you and your work.
1. “Be clear and specific on the HR value you provide to your clients…and stick with it.” 2. “Network with many – but take advice from a few.” 3. “Start planning and strategizing long before you get downsized or decide you want to move on.” 4. “Find your strength and build on it.” 5. “Balance your life.” 6. “Find a Church home if you don’t have one.” 7. “Find a hobby you enjoy and do it!”
What tips meant the most to you? We would love to hear from you. What tips have we missed? Let us know we will include them in future articles.