Boitano Network News

Recalls and Product Safety News

CPSC Offers Tips for Back to School Safety:

http://www.cpsc.gov/cpscpub/prerel/prhtml08/08366.html

August 2008 Recalls and Product Safety News:

Coffee Makers Recalled by Sears Due to Fire and Burn Hazards: http://www.cpsc.gov/cpscpub/prerel/prhtml08/08372.html

DEWALT Recalls Cordless Brad Nailers Due to Injury Hazard: http://www.cpsc.gov/cpscpub/prerel/prhtml08/08352.html

Dirt Devil Vacuum Accessory Tools Recalled Due to Laceration Hazard: http://www.cpsc.gov/cpscpub/prerel/prhtml08/08339.html

Electrical Wire Splices Recalled Due to Shock and Fire Hazards: http://www.cpsc.gov/cpscpub/prerel/prhtml08/08367.html

Fire and Burn Hazards Prompt Recall of Gas Grills Sold at Lowe’s Stores: http://www.cpsc.gov/cpscpub/prerel/prhtml08/08359.html

Fisher-Price Recalls Learning Pots and Pans™ Toys Due to Choking Hazard: http://www.cpsc.gov/cpscpub/prerel/prhtml08/08362.html

Halogen Work Lights Recalled by Harbor Freight Tools Due to Fire and Shock Hazards: http://www.cpsc.gov/cpscpub/prerel/prhtml08/08353.html

Infant Garments Recalled by Rashti & Rashti Due to Choking Hazard: http://www.cpsc.gov/cpscpub/prerel/prhtml08/08317.html

It’s MY Binky Recalls Personalized Pacifiers Due to Choking Hazard: http://www.cpsc.gov/cpscpub/prerel/prhtml08/08336.html

Lawn Mowers Recalled by American Honda Motor Corp. Due to Laceration Hazard: http://www.cpsc.gov/cpscpub/prerel/prhtml08/08328.html

Log Splitter Engines Recalled By American Honda Motor Co. Due to Fire Hazard: http://www.cpsc.gov/cpscpub/prerel/prhtml08/08332.html

New England Ropes Recalls Climbing Lines Due to Fall Hazard: http://www.cpsc.gov/cpscpub/prerel/prhtml08/08346.html

Paintball Gun Adapters Recalled by RAP4 Due to Impact and Laceration Hazards: http://www.cpsc.gov/cpscpub/prerel/prhtml08/08320.html

Polaris Industries Inc. Recalls Snowmobiles Due to Risk of Injury to Riders Exposure: http://www.cpsc.gov/cpscpub/prerel/prhtml08/08593.html

RadioShack Recalls Power Supplies Due to Electrocution and Fire Hazards: http://www.cpsc.gov/cpscpub/prerel/prhtml08/08319.html

Recently, a local discussion board (http://www.ledger-dispatch.com/redphone/) was dragged into the uncomfortable abortion debate.

While the purpose of the posts is to talk about the community, lately, it had degraded into a joust of why some weren’t buying products locally. Then the mudslinging started and the so called ‘adult’ discussion slumped into a raging retort about underwear and socks. then it irrupted into a ‘national debate’ about abortion. Where is the thinking?

Ordinarily, I avoid ‘tired and worn’ ideologues and their diatribe. Also, I avoid highly charged emotional issues that are none of My business, in this case these discussions bordered on both. However had I heard the following story ‘before’, then My life might have been quite different, quite different indeed;

Make up Your own Mind

To anyone thinking about abortion, remember Hemingway’s story: (paraphrasing) While on a boisterous night out in the pubs, a glib and surly local challenged the great Mr. Hemingway in front of everyone to a bet. To write a novel right there on the spot in the pub, and in ten words no less.

After a long and emotionally strained pause, He straightened up His back, firmly grasped a pen and frantically scratched away. Throwing the scrape of paper back at the bar, He swallowed up His drink and slammed down the glass, then scoped up the kitty in a fury, storming out into the night never to be seen again in the little hamlet. The contents of an entire novel in six simple words was left behind.

“For sale: Baby shoes, never worn…”

© 2008 Mike W. Boitano - All Rights Reserved.

The New Generation Gap
i4cp Study: Almost 70% of Companies Don’t Have Programs to Deal with the Different Generations in the Workforce.

Seattle, WA, August 27, 2008 –(PR.com)– With four generations of employees that are as different as LPs are from iPods, companies need to do a better job of identifying and utilizing the varied skills available to them under the same roof, according to a recent study by the Institute for Corporate Productivity (i4cp).

A third of the companies queried in the study say that generational issues are not important or only somewhat important in their organizations, while 69% admit their organizations don’t have specific programs in place to address generational differences. Additionally, a full eight out of 10 companies devote less than 5% of their learning and development budget to the issue. “With four distinct groups at work, building relationships that cross generational gaps is important to a cohesive culture,” says Jay Jamrog, i4cp’s SVP of research. “If you want to be a preferred employer with the ability to attract, retain and engage top-flight workers, it makes sense to be keenly aware of the beliefs, attitudes and values of your workforce, no matter how diverse it is.”

Of the organizations that do have generational initiatives in place, most cited the inclusion of training and/or educational programs, flexible work arrangements and overall issue awareness. When asked what the specific focus of their generational initiatives were meant to address, 59% of respondents pointed to awareness, a measure that jumps to 67% for companies with more than 10,000 employees.

Forty-seven percent overall said they look at differences beyond the generational issue (other diversity issues), and 45% utilize tools for promoting better interaction.

To gauge the effectiveness of generational initiatives, 33% of organizations track the impact on retention, 28% measure impact on engagement, and 26% look at individual performance/productivity.

Forty-three percent, however, admit their organizations do not measure the effectiveness of these initiatives. Furthermore, even though companies say they do measure retention and engagement after an initiative, 72% don’t know if retention rates increased in correlation to the initiative and 64% have no idea if the initiative is responsible for improved employee engagement.

The Taking the Pulse: Generations in the Workforce survey was conducted by i4cp, in conjunction with HR.com, in August 2008. There were a total of 398 respondents. The full results of the survey are available exclusively for all i4cp corporate members.

About i4cp, inc. - i4cp is the world’s largest private network of corporations focused on improving workforce productivity. Their vendor-free community facilitates innovation by giving their members – among the largest and most respected organizations in the world – access to:

1. Peers to spark new ideas and prevent “reinventing the wheel,”
2. Research to enable members to understand current practices and next practices,
3. Tools to put ideas and research into action,
4. Technology to enable members to easily access tailored information and execute workforce strategies.

With more than 40 years of experience and the industry’s largest team of human capital analysts, i4cp is the definitive destination for organizations seeking innovative ways to improve workforce productivity. For more information, visit http://www.i4cp.com/

Contact: Greg Pernula
Director of Research Services, i4cp, inc.
Greg.Pernula@i4cp.com
(727) 345-2226