Vol.107:ISOWA Open House

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ISOWA NEWS LETTER
2018/3    Vol.107
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The ISOWA NEWS LETTER is a newsletter for the benefit
of special customers only.
Each month we bring you information about our company
and its products – information you won’t find on our home page
or in our catalogs.
We hope the ISOWA NEWS LETTER will help you feel closer to us.

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1├ ISOWA Open House
2├ Aim toward having the best corporate culture in the US from President Isowa’s Blog, ISOWA DIARY
─┴─────────────────────────────────

Hello to you all, wherever you are around the world!
I am Taka of the Export Department.

More than two years have passed since I was assigned
to the Southeast Asia region, and time seems to have flown. One of
the things that surprised me when I took up this appointment was the
state of the traffic, and above all, the traffic jams that one experiences
when traveling by car. This is what prompted me to tell you about the
state of traffic in Japan in this article.

Japan is made up of 47 administrative regions. According to figures
from the Police Headquarters, Traffic Department, Traffic Planning Division
for the year beginning in January, Aichi Prefecture, where the ISOWA head
office is located, unfortunately has the most automobile accidents (35,555)
in the entire country as at November 30, 2017. This lamentable situation
has remained the same for the past 15 years. In second place is Osaka
Prefecture with 32,455 accidents, followed by Fukuoka Prefecture with 31,584.

In addition to ISOWA, Aichi Prefecture is home to the world-famous
Toyota Motor Corporation, and the fact that it has the highest level
of vehicle ownership in the country has also been identified as a reason
for the prefecture having a high number of accidents in comparison to
other prefectures. According to the findings of the Automobile Inspection
& Registration Information Association, as at the end of October 2017,
there were 4,163,007 vehicles owned in Aichi Prefecture, 960,000 (23%)
More than Saitama Prefecture, which held the number two spot with
3,203,539 vehicles.
In third place was the Tokyo Metropolitan area, with 3,169,550 vehicles.

What’s more, when the populations of the prefectures in question
are compared, Aichi Prefecture has 7.5 million people (the fourth largest
in the Japan), while Saitama has 7.3 million (the fifth highest, and 2.7% less),
so it could be said that Aichi has more vehicles per person. For reference,
Osaka Prefecture, with the second-highest number of vehicle accidents,
has a population of approximately 8.8 million people (the second highest
in the country), and Fukuoka Prefecture, with the third-highest number
of accidents, approximately 5.1 million (the ninth most populous).

The above would suggest that the traffic accident rate in Saitama Prefecture
would be the second worst in the country, but in fact that is not the case.
As of November last year, the traffic accident rate in Saitama Prefecture
was ranked eighth-worst in Japan (according to the Traffic Planning Division
mentioned above). In other words, a high rate of vehicle ownership does
not necessary equate to a high incidence of accidents (incidentally,
Osaka ranks second-worst for its number of traffic accidents and sixth
in vehicle ownership, with Fukuoka placing third worst for traffic accidents
and seventh in terms of vehicles owned).

These facts might lead people to think that Aichi Prefecture has
more accidents than Saitama Prefecture because of its higher
population density. As you might imagine, the Tokyo metropolitan area
has the highest population density in Japan, at 6,175 people per square
kilometer (Teikoku Shoin), followed by Osaka Prefecture at 4,651 people,
with Aichi Prefecture coming in fifth with 1,456 people and Saitama Prefecture
fourth at 1,934, so it would seem incorrect to state categorically that high
population goes hand-in-hand with a high incidence of traffic accidents
(Fukuoka has the seventh-highest population density in the country).

In my search for the reason that Aichi has such a high number of accidents
I have touched on vehicle ownership numbers, population, and population
density, but none of this data produced a clear conclusion. This was
actually an incredibly significant theme that has actually been addressed in
a university paper! I would be delighted if, as you travel to ISOWA in your cars,
you would take a moment to remember the courageous salesman who took
on the challenge of filling this space with an account of this awful problem.

Lastly, please remember to keep safety first, whether you are driving a car
or operating or maintaining a corrugated machinery.

And now, let’s turn to Vol. 107 of the ISOWA NEWS LETTER.
We hope you like this edition.

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ISOWA Open House
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Hello! I’m Nagisa Inui from the Osaka Domestic Sales Department.

In this issue of the ISOWA NEWS LETTER, I would like to talk about the
Open House event that was held in November last year. 211 people from
106 companies visited us for the two-day period over the 29th and 30th of
November, and I would like to thank them for taking time out from their
busy end-of-month schedule to do so.

Continuing from last year, the concept behind this Open House was,
“Human-Friendly and KIKAI-Friendly.”

◎ Human-Friendly

We reduced the burden imposed on customers who use our machines,
acting out of a desire to have them work safely and return home quickly
to their loving families.
◎ KIKAI-Friendly

“Machine” and “Opportunity.”
Firstly, it means “gentle on machines.”
This indicates not only raising the machine specifications but also reducing loads
on the machine and improving its productivity.
Secondly, it means “gentle on opportunities.”
In this, we express our hopes of eliminating lost opportunities.
*Please inquire with the sales team for details.
*Pictures of the day are available for viewing here

http://h-isowa.blogspot.jp/2017/12/open-house-2017.html

After the Open House had finished, we received kind messages from many
of the people who had visited, which filled all of us at ISOWA with gratitude
and provided encouragement for the future. Now I would like to reflect on
the 2017 Open House, and introduce some of the thoughts of those involved.

◎ Sales M.T (Project leader)
With this Open House I was absolutely determined to clearly define
my objective of conveying to our customers exactly what it was that we
wanted to tell them, and then to communicate that in an easy-to-understand
manner.

The most difficult part was the presentation on the Corrugator Production Controller.

Initially the only thing I could come up with as a presentation was to
explain each device and monitor and compare them with previous machines,
which was simply a one-way explanation from us, the manufacturer, and to
be honest wasn’t very interesting. The turning point came when I thought
about what we could contribute in situations when our customers found
themselves in trouble. That really woke me up! From that point on,
the Corrugator Production Controller development team grew ever more
enthusiastic, with the end result being a presentation that included a video
of “reenactments by ISOWA people.
” It was full of our hopes and ideas, and very easy to understand,
and as such was well received both inside and outside the company.
More than anything I was delighted that everyone involved seemed to
enjoy taking the project forward.

We also provided a range of exhibits at each booth.
・IBIS Flexo Folder Gluer
・CF60 Single Facer
・CDL5 Double Facer
・After Sales Service
・Retrofitting
Every team came up with readily comprehensible themes that were educational

for both customers and for people working at ISOWA.

For example, when the staff at the Retrofitting booth held up the
“Mohican Brush” while talking about ISOWA’s retrofitting products and
services, the response was so good that in some cases we entered on-the-spot
negotiations regarding the products. Through this Open House I was able to
interact with ISOWA people that I seldom see in the course of our daily work,
and I feel that in expanding the scope of our work this kind of exchange is a
huge asset.

In addition to the products that I have introduced here, we will pursue
comprehensive sales activities that provide useful suggestions and information,
focusing more on assisting customers with the difficulties that they face daily.

◎ Administration N.H (Master of ceremonies)

Since I had no idea what an Open House was, I had reservations when I
was invited to be MC, but I was extremely pleased at the opportunity to take on
such a huge role despite my status as a new employee.

In the period leading up to the day of the Open House, I read through
the MC script and met with engineering personnel for paper run demonstrations,
cooperating with many more experienced ISOWA people as we moved
forward with the project. Initially I had thought that it was important for an MC
to speak clearly, in a loud voice that guests can hear easily. However, as we
went through practice and rehearsals I saw how my superiors and seniors
always looked at things from the customer’s viewpoint, and thought about the
details of movements and the way things would flow on the day, seeing
first-hand how they sought to perfect every letter and phrase of every sentence.
This brought home how much responsibility I had in representing everybody
at ISOWA in getting up in front of our guests and directing the course of
proceedings, and I was determined to succeed.

I realized that to achieve this goal I had to do more than simply read the
script without making any mistakes; I had to convey what I felt, no matter
how small the details. For me, the time spent discussing how things should be,
with people respecting my opinion despite my lack of knowledge and experience,
allowed me to understand that we were engaged in an “ALL ISOWA” effort with
the single objective of making the Open House a success.

It’s often said that perfection is eighty percent planning, and this Open House
really made that clear. I would very much like to keep fresh the importance
of the daily repetitions needed to achieve the perfect performance when it really
counts.

The experience of standing in front of so many of our customers for the first time
has also improved my motivation in my everyday work. I hope to always remember
that every job is connected to the customer.

◎ Electronic Engineering M.S (Corrugator Production Controller Presentation Supervisor)

I supervised the iEM2 presentation.
When I tried counting just how many people were involved, I found that
there were 24 engaged in shooting the five-minute reenactment video
used in the presentation, and 37 involved in the project overall. With the
cooperation of a great many people, the iEM2 presentation was completed.

Corrugator Production Controller is intended to control machinery, so it is
difficult to explain just how they are useful in production, and we had an
extremely tough time explaining the new functionality in a way that
would be easy to understand. In the end, we put everything together
again centering on what would be “kind” for our customers, using large
lettering and keeping things concise rather than attempting to relate
everything in text. We also made a reenactment video with ISOWA
people to explain the new functions in a more readily comprehensible manner.
The video was shot in the ISOWA plant and in the business offices of our
subcontractors.

To create the feel of a corrugated paper plant we thought up a name
for a fictional corrugated company and created a logo, gave a job
description and full name to everyone appearing in the video, and made
uniforms. We also re-created the sheet storage area in the ISOWA plant
and erected temporary scaffolding made of stacked pallets, on top of which
we placed a tripod to allow us to get the exact camera angles we wanted.
For one scene we shot on multiple days, reshooting three times to get the
details we wanted. To film one scene of a person picking up the telephone
in an office we borrowed the business offices of a subcontractor with whom
we work and made calls from an outside line for the video. It seems funny now,
but we have some out-takes where office staff mistakenly picked up the phone
to answer calls we had made for filming.

Of course, the areas that are visible are important to a video, but we
also received cooperation from many people in off-screen areas that
allowed us to create a wonderful reenactment video. The key phrase for
iEM2 is “Better Recording than Memory” but the process of creating the
presentation for the Open House is something that is sure to remain in memory.

Going forward I think there will be opportunities to make similar presentations
as a company, and I intend to support those people doing the presentation
and those who are tasked with making the material.

So, how was it?
This Open House involved the gathering of a great deal of the collective wisdom
at ISOWA, thanks to which we were able to welcome many customers
to the event and make it a roaring success. I think that this was an opportunity
for many people to learn about ISOWA as it is now, and as it will be in the future.
We will continue our quest to achieve “ISOWA keeps you going -always on
the go!” with all employees working together as we move forward.

Thank you.

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Aim toward having the best corporate culture in the US
From President Isowa’s Blog, ISOWA DIARY
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I travelled to the US last week.
▼To read more about it, visit the below website
(President Isowa’s blog, ISOWA DIARY)
http://h-isowa.blogspot.jp/2017/11/aim-toward-having-best-corporate.html

——————Copyright(C) 2009-2017 ISOWA Corporation—————–

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Vol.106:My first installation work

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ISOWA NEWS LETTER
2018/2    Vol.106
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The ISOWA NEWS LETTER is a newsletter for the benefit
of special customers only.
Each month we bring you information about our company
and its products – information you won’t find on our home page
or in our catalogs.
We hope the ISOWA NEWS LETTER will help you feel closer to us.

─┬─────────────────────────────────
1├ My first installation work
2├ Deliver Dreams through Corrugated Board from President Isowa’s Blog, ISOWA DIARY
─┴─────────────────────────────────

Hello everybody!

It’s now February and we are already more than a month into 2018.
Although we are experiencing colder weather this year in Japan than normal,
the month ahead of us will be the coldest yet, and we are entering the season
in which every region in the country experiences its highest levels of snowfall.

I am sure that some of you reading this are not particularly fond of cold winters.
However, starting one week from now on February 9, the Winter Olympics will
be held for a two-week period, and are sure to arouse the passion of even
these people.

This year’s Winter Olympics are to be held in the city of PyeongChang
in neighboring South Korea, and I think that many people from Japan will rush
to offer their support. I wonder if in fact some readers will make the trip to watch
the games on location.

Many athletes from Japan will participate in the PyeongChang Olympics,
and one website predicts that Japan will win three gold, six silver, and
two bronze medals, for a total of 11. Regardless of whether this is large
number of medal winners or not, a total of more than 100 men and women
will compete, and if everything goes as predicted, around 10 percent
will win a medal. How about we all put our hearts into cheering on our own
countries and favorite athletes? I too plan to be in front of the TV, barracking
for the Japanese team and their events, on which my hopes rest.

Next up are the Tokyo Olympics, which will be held in Japan at last
two years from now in 2020. In the intervening period, excitement is sure
to mount in Japan in anticipation. It is still a little way off, but how about
visiting Japan to watch the games in Tokyo?

Kazumi , Overseas Service Department.

And now, let’s turn to Vol. 106 of the ISOWA NEWS LETTER.
We hope you like this edition.

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My first installation work
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Hello everyone. I am , and I’m a new employee in the
Nagoya Domestic Sales Department. I’m very nervous about my first
contribution to the ISOWA NEWS LETTER. All the same, I’ll do my best
to tell you readers about those tireless ISOWA people who live and
breathe ISOWA.Please don’t judge my efforts too harshly!

As part of my training, I participated in the installation of
The purpose of this training was to gain an understanding of open/close-type
IBIS machines. I also felt an urge to learn the kind of things that you can
only pick up on site. I set myself the goal of finding out what the actual
work processes are involved, the number of people and trucks required,
the nature of the customers themselves, and all the other things that
I would have to go into the field to learn.

Before going to take part in the customer’s installation work, I participated in
adjustment work at ISOWA, where I had the fundamentals of adjustment
methods and machines explained to me. It was fun advancing my
understanding of the machines. I also participated in the work itself,
and prepared for the installation at the customer’s plant. Before the actual
installation work, I received strict instructions from our senior employee to
put safety first and not to neglect my health. The people around me also
warned me that work sites get extremely hot in summer so I should be
careful not to get heatstroke, and that I should keep myself hydrated
and tell someone if I felt unwell.

Combined with what I learned through in-house adjustment,
I felt that as long as I kept my health under control on site I was
completely ready. If I learn as much as I could through the installation work,
I would be able to accomplish more tasks and contribute more to
those around me.

However, things at the installation site were tougher than I had anticipated.
When the actual installation work began, rapid action was required
across the board.

Once the building time is set, the work can’t be delayed, which is
why there is no time to move slowly, whether performing a task or
making a decision. Every wasteful action reduces the efficiency
of the entire operation. I myself was left , unable to keep up
with the frenetic pace of the work on site.

Thanks to the guidance I received from my colleagues during the breaks
between works, my outlook changed significantly. Once I came to
understand the work processes and the structure of the machines,
I was able to predict what would come next, and the work became easier.
As a result, I was less confused, and little by little I began to be able to keep up.

The installation training meant that I was able to understand certain
things precisely because I was able to take part in the entire process
from installation through to a test run. These were “1. Understanding
the machines,” “2. Customer opinions,” and “3. On-site situation.”

(1) Understanding the machines
While working, I was able to learn more than what I had studied in advance.
Right there in front of me, senior members and my superiors explained why
we perform these tasks and why we make such adjustments, and let me
think about it. I was able to think for myself as I carried out my tasks.
I feel that this was a truly valuable experience that I could not have gained
simply working at a desk.

(2) Customer opinions
When performing work and adjustment on site, I was able to ask customers
about the normal state of production they worked in, and about what they
expect and want from IBIS. As a new employee, I was very happy to be
afforded the opportunity to have such conversations. When I become an
I will try to acquire the ability to respond earnestly to
the expectations and wishes of our customers.

(3) On-site situation
The first thing I noticed was the difficulty of balancing speed with a high level
of precision. This very difficultness taught me a lot, and I also learned about
the importance of safety. During the construction, in addition to installation work,
construction forklifts were coming and going while equipment was brought in
by heavy machinery, and construction companies performing ancillary tasks
were working in high locations. Amidst all this, it was necessary to address
all risks while ensuring safety. Working safely while performing precision
tasks rapidly requires a high level of concentration and care. I was able to
appreciate the significance behind the importance that those involved
attached to putting safety first.

Lastly, I would like to express my gratitude to the customers who gave me
their valued opinions, to ISOWA people who taught me a variety of things
during their work on site, and to the people who made the preparations for
such invaluable training. Building on what I learned and noticed during this
installation work, I would like to achieve personal growth, and work to become
a member of ISOWA people who support this company and share the values
it represents.

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Deliver Dreams through Corrugated Board
From President Isowa’s Blog, ISOWA DIARY
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Once I stepped into the place, I was overwhelmed by their great presence.

▼To read more about it, visit the below website
(President Isowa’s blog, ISOWA DIARY)
http://h-isowa.blogspot.jp/2017/10/deliver-dreams-through-corrugated-board.html

——————Copyright(C) 2009-2017 ISOWA Corporation—————–

Vol.105:ISOWA America gets more powerful

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ISOWA NEWS LETTER
2018/1    Vol.105
———————————————————————

The ISOWA NEWS LETTER is a newsletter for the benefit
of special customers only.
Each month we bring you information about our company
and its products – information you won’t find on our home page
or in our catalogs.
We hope the ISOWA NEWS LETTER will help you feel closer to us.

─┬─────────────────────────────────
1├ ISOWA America gets more powerful
2├ ”Obon” Installations from President Isowa’s Blog, ISOWA DIARY
─┴─────────────────────────────────

Happy New Year!
I am ISOWA’s Mr. T, Takashi Takeshima.

I would like to tell you a little about the origins of Japan’s New Year customs.
On New Year’s Day, the “Toshigami,” or god of the new year, is said to visit
each household to bring them happiness for the year to come. A variety of
New Year’s events and customs have arisen to welcome the Toshigami in
celebration and ensure that people receive a great deal of happiness.
To welcome the Toshigami, at the end of the year, households dust away all
the dirt that has accumulated over the year, cleaning the house from top to
bottom in their preparations. A clean home is sure to receive a great many blessings.
People also decorate the entrance of their homes with a “Kadomatsu” New Year’s
pine decoration so that the Toshigami does not lose its way. “Shimenawa” hemp
rope is placed in the vestibule to guide the Toshigami in, and “Kagami mochi”
—round, double layered rice cakes with a large rice cake at the bottom and a smaller
one atop it—are offered inside the home. This symbolizes the yin and yang of
the sun and moon, signifying the act of growing older in harmony. The first sunrise of
the year is a symbol of the New Year. The Toshigami arrives with the rising sun.
People go to somewhere with a good view of the sunrise, from where they pray
with hands clasped as they face the first sun of the new year. “Osechi ryori,” or
traditional New Year’s cuisine, consists of votive dishes prepared to welcome
the Toshigami. “Otoso” is an alcoholic drink imbibed in the hope of receiving
health and longevity.

What kind of customs do you and your family have for the new year?

Lastly, this year is the year of the dog—my birth sign—in the Chinese zodiac,
and I am working on many plans to make it a very special year.

And now, let’s turn to Vol. 105 of the ISOWA NEWS LETTER.
We hope you like this edition.

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ISOWA America gets more powerful
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Hello Everyone, this is Ron Miller from ISOWA America. It has been
awhile since I last contributed to the ISOWA Newsletter and thought
it was a good time to share some updates from our side of the world,
which is North & South America.

As is the case with any company trying to keep up with the speed of
business these days, ISOWA America is faced with balancing an
ever-pressing global market and the need to stay fundamentally grounded.
As the ISOWA family has firmly demonstrated since 1920, we are not
inclined to risk the future for short-term glory, but rather continue a
path of improved reliability our team members and customers can count on
for decades. This balancing act is not without some pain and frustration,
but what endeavor worth your time is not worth some sacrifice?

One of the factors ISOWA America has had to face in the recent years is
the ebb and flow of new machine orders. We have seen increasing sales
since 2014, but we have always had periods where new orders would pile
up followed by extended periods absent of new orders. This inconsistent
cycle made it challenging to push the business forward.
Over the past two years I believe we have turned the corner and am
pleased to see further growth and much needed stability in machine sales
in our region.
At the core of that growth and stability has been a lot of effort, and
solid performance from our Falcon & Ibis model FFG’s as well as our CF40
model Single Facers.

What is especially exciting is the number of existing customers coming to
ISOWA again for their new projects. In 2017, all of our machine projects
have been with existing customers. To have so many customers come back
again and again for additional equipment is very gratifying. With all
the challenges of business, it is a good measure of our efforts to see
the continuation and extension of that trust. Of course, we also enjoy
beginning new relationships with customers who share and value the
principles that ISOWA fosters. Part of our journey is finding the right
partners to grow with. 2018 is going to be busy with at least one new
customer joining the “family” along with even more orders from existing
customers! It truly is the best of both worlds!

However, as sales grow and our install base changes and expands,
we fully recognize that we must focus even more attention on post-sales
support. To that point, I wanted to share a couple of actions we have
taken with you today.

First, we continue to invest in new local talent and resources.
ISOWA Corporation has a 97year track record of stability, but as
the North & South American markets grow, we owe it to our customers
to grow “locally” as well. In the past year or so we have added two
additional engineers, a dedicated training coordinator, and have taken
opportunities to improve the talent level of some key support staff
positions. We are also actively recruiting additional engineering
resources in further support of our sales service missions.
I expect you will see some new faces soon.

One question we often hear is “how many field service engineers does
ISOWA have in this area”. Of course when asked we answer the question
directly, but I find the question and response to be two sided.
As an OEM, if you need a lot of service engineers,people may ask why is
that necessary? Are the machines too hard to maintain for typical plant
staff or do you keep machine secrets that only OEM staff can understand?
(From ISOWA’s perspective, those answers are NO & NO, in case you were
wondering). If we have fewer engineers than another OEM, does that mean
we are unable to provide support? (Again the answer is NO).

ISOWA America has always tried to share as much knowledge as possible
about our machines, so customers could be as self-reliant as possible.
In some cases this works well, but in others it has not and it is those
situations that can be most challenging for everyone. As we have heard
this debate so much, it made us think of the underlying question a bit
differently: “Do we have the right resources, information and processes
in place to provide timely and value-added services to our customers of
today”. Seems simple I know, but things change and I think the answer
to this question is far more important than the singular question of
“how many engineers do we have”. It is also a question we have set out
to address.

Not only are we adding new team members, but we have also taken a hard
look at ourselves and asked,“is this really how we should be operating”.
It’s easy to say, “you can always do better or just work harder”,
but it is something different to take the critiques you receive (and
some of those can be difficult at times) and actually consider if and
how you need to restructure your operational plan to address those
critiques.

We are doing exactly that! Some of the changes are subtle internal
workflow improvements intended to smooth information flow internally
and externally. Some are assignment changes within the team in
recognition that we must redistribute daily responsibilities in order to
provide operational clarity and others are new team members taking on
new positions that allow dedicated focus in key functional areas.

In addition to human resource talent, we also continue to invest in
material support which is a topic near and dear to every customer’s
heart. A significant portion of this investment comes by way of
increased spare parts inventory which we do increase year after year
in direct support of our growing install base. Equally important may be
the new ERP(Enterprise Resource Management) system we recently
implemented.

This system has linked all our operational teams into a single platform
which will serve to improve information flow and enhance our analytics
and material forecasting capabilities. MRO materials have always been
one of the most difficult demand cycles to forecast and shear inventory
volume alone is not a realistic answer. We are challenging ourselves
to pursue and combine material investment dollars, lead time reduction
efforts,intelligent pipelining decisions and enhanced preventive
maintenance activities to achieve the ultimate goal of minimizing
machine reliability risks for our customers.

In summary, we are listening and taking fundamentally sound actions
across our entire operation to improve our resource and service
capabilities. On behalf of the entire team at ISOWA America, and our
extended ISOWA family, we greatly appreciate the trust our customers
place in our relationships. We continue this journey together and remain
sincerely committed to you!

———————————————————————-
“Obon” Installations
From President Isowa’s Blog, ISOWA DIARY
———————————————————————-

In Japan, we have a long holiday called “Obon” mid-August.
▼To read more about it, visit the below website
(President Isowa’s blog, ISOWA DIARY)
http://h-isowa.blogspot.jp/2017/09/obon-installations.html

——————Copyright(C) 2009-2017 ISOWA Corporation—————–

Vol.104:ISOWA’s Heartfelt Proposals

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ISOWA NEWS LETTER
2017/12    Vol.104
———————————————————————

The ISOWA NEWS LETTER is a newsletter for the benefit
of special customers only.
Each month we bring you information about our company
and its products – information you won’t find on our home page
or in our catalogs.
We hope the ISOWA NEWS LETTER will help you feel closer to us.

─┬─────────────────────────────────
1├ ISOWA’s Heartfelt Proposals
2├ ISOWA America Keeps Evolving from President Isowa’s Blog, ISOWA DIARY
─┴─────────────────────────────────

Hello. I am Isami Takano of the Overseas Service Department.
It seems no time at all that it’s December at the end of the year already.
As I write this cover, I remember how honored I felt to be asked to write
the ISOWA NEWS LETTER cover in December last year.

At the start of the year, I resolved to make this a particularly meaningful year
but I am disappointed to say that somehow, I just reverted to my normal lifestyle.

I’ve started to realize that I don’t know if a year is a long time, or no time at all.
I wondered if this was a sign of advancing age but I’ve been busy searching for
another reason because I’m still so young…

Talking about being busy, a lot of things have happened this year.
So, a year is a long time, after all, and this one was full of incidents.
・Trump became president of the USA
・Catherine, Duchess of Cambridge, got pregnant with her third child
・North Korea has been intensifying the ICBM tests. They fired several
missiles over Japan.
・Princess Mako, the Japanese Emperor’s grand-daughter, got engaged
・IS () lost its territory
While a year is so long that you can’t remember when such events happen
during the year, for some reason one year ends on 31 December and the
next year starts on 1 January. But nothing really changes.
I’ll definitely bear this in mind when I set myself new targets next year.

What kind of year did you have?

And now, let’s turn to Vol. 104 of the ISOWA NEWS LETTER.
We hope you like this edition.

━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━
ISOWA’s Heartfelt Proposals
━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━

Hello, everyone. I am Nagisa Inui of the Osaka Domestic Sales Department.
This ISOWA NEWS LETTER introduces the thoughts of a service technician
who deliver “heartfelt proposals” to our customers.

We hold a monthly morning assembly at ISOWA every month where the
corporate policy and hot topics are shared with all employees. Of course,
it’s broadcast live over the Internet so that people in other can share the information at the same time.
One monthly morning assembly introduced an email exchange between
our company president, Mr. Isowa (hereinafter called “President”), and
service technician A.

It’s the story about how A rushed to the site to replace parts and restore
production very quickly after getting a panicked message from a customer
in the middle of the night that a machine had broken down and production
had stopped.
After our president sent a mail of appreciation to A, he received a surprising reply.

Their email communication is shown below.

— — — — — — — — — — — — — — — — — — — — — — — — —
– — — — — — — — — — — — —

Email from President to A

 Dear A
Many thanks for going out to visit a customer in the middle of the night.
Thanks for your hard work.
I apologize for the inconvenience to your family.
Please investigate the cause of the problem so we can achieve “ISOWA keeps
you going – always on the go” and reduce such situations in the future.

— — — — — — — — — — — — — — — — — — — — — — — — —
– — — — — — — — — — — — —

Reply from A to President

 Dear Mr. Isowa,
Good morning.
Thank you for your concerns but I finished the job without any injuries
and without any problems.
I handled this problem after the customer trusted me enough to contact me directly.
I was delighted that the customer asked me to handle the situation and I felt very
grateful, even though it was the middle of the night.
Through such incidents, customers give me my motivation to work.
I try to meet all expectations and make sound repairs.
I then make ” proposals” to avoid stoppages and prevent the same
problem from happening again.
*Sorry to sound so enthusiastic in the morning…

I have realized that making our customers happy in the end leads to making
my family happy. “YOH” (stands for Yorokonde Okane wo Harrate itadakeru,
a coined word used in ISOWA), which means having the customer feel pleased
to pay money, might sometime allow my lovely wife to “YOH” (stands for Yorokonde
Okozukai wo Huyasu), which means willingly raise my allowance due to a pay rise. 🙂

— — — — — — — — — — — — — — — — — — — — — — — — —
– — — — — — — — — — — — —

That’s how the mail communication went.
The president was impressed by two things he saw in the reply from A.

The first was the phrase “heartfelt proposal.”
He was impressed because no one could come up with the phrase
“heartfelt proposal” without great regard for the customer. Only someone
who worked every day with full awareness of ISOWA’s corporate philosophy of
“Creating a company with the best corporate culture in the world that makes us
and our families happy” could come up with a phrase like this.

The second thing that impressed the president was that making the customer
happy with these “heartfelt proposals” results in the customer paying money and
this money is linked to the happiness of his family. The image of his precious wife
raising his allowance also paints a picture.
These were the two things that moved our company president.

When I heard this story, it made me want to work harder to live this philosophy myself.
I asked A why he thinks like he does.

— — — — — — — — — — — — — — — — — — — — — — — — —
— — — — — — — — — — — — —

Even though there was a problem to face, I was delighted when the customer
trusted me enough to contact me and just headed off to the customer’s premises.
I always talk with the customer, as I don’t want my proposals to simply end up as
proposals. So I didn’t think hard about the term “heartfelt proposal,” that is, as
proposal to prevent stoppages; it just came out naturally.

Why does ISOWA make proposals to customers?

ISOWA aims to please its customers by allowing their machines to work as
planned, without stoppages.
Winning an order by informing the customer about this aim is the real thrill of
service work. Hearing from the customer that their productivity increased,
they can use the machine with confidence, or that they are glad they followed
ISOWA’s proposal makes me very happy and blessed in my work.

If the customer experiences no stoppages and can work according to their
production plan because they took ISOWA’s proposal on board, it leads to
also avoiding stoppages at the end user.
I was also delighted that our company president cares about my family.
I’ll continue to embody the philosophy of “ISOWA keeps you going – always
on the go!” and work for the happiness of my beloved family.

— — — — — — — — — — — — — — — — — — — — — — — — —
— — — — — — — — — — — — —

After hearing about A’s enthusiastic attitude, I asked his boss, T, a person
in charge of the about his thoughts.

— — — — — — — — — — — — — — — — — — — — — — — — —
— — — — — — — — — — — — —

A has linked proposals to prevent stoppages to “heartfelt proposals,” and
instead ofsimply making proposals, he makes proposals that lead to customer
satisfaction.I am pleased that A works every day thinking from the customer’s
point of view about how to achieve “ISOWA keeps you going – always on the go!”

If feel that other staff members, too, are increasingly thinking like A when they deal
with customers.

A “heartfelt proposal” raises the customer’s awareness about preventing stoppages.
If they don’t get it, stoppages won’t be prevented. I hope we will continue to make
“heartfelt proposals” that lead to customer satisfaction.

ISOWA will continue to make “heartfelt proposals” to prevent stoppages.

— — — — — — — — — — — — — — — — — — — — — — — — —
— — — — — — — — — — — — —

So, what do you think?
Making the customer happy, so that the customer pays money, and this makes
your own family happy is just like the ‘Sanpo-yoshi’ (‘good in three directions’)
principle of old Japanese merchant (from Omi province) culture. (‘Sanpo-yoshi’
means that commerce should not only benefit the buyer and the seller but also
society as a whole.)
ISOWA will continue to work according to the ISOWA behavioral guidelines to
look after all three parties: the seller (ISOWA), the buyer (customer), and society
as a whole (family).
With the catch cries of “Take the Initiative,” “Extend a hand,” and “Brighten the
atmosphere” in our hearts, we work through speed and dialog to increase the
“heartfelt proposals to the customer” according to the slogan “ISOWA keeps you going –
always on the go!”
We ISOWA people should work together to deepen our love of our families.
Thank you very much.

———————————————————————-
ISOWA America Keeps Evolving
From President Isowa’s Blog, ISOWA DIARY
———————————————————————-

Ron, the president of ISOWA America(IA), visited our headquarter in Japan for the annual shareholder meeting.

▼To read more about it, visit the below website
(President Isowa’s blog, ISOWA DIARY)
http://h-isowa.blogspot.jp/2017/08/isowa-america-keeps-evolving.html

——————Copyright(C) 2009-2017 ISOWA Corporation—————–

Vol.103:Introducing the Training System for New ISOWA Employees

———————————————————————
ISOWA NEWS LETTER
2017/11    Vol.103
———————————————————————

The ISOWA NEWS LETTER is a newsletter for the benefit
of special customers only.
Each month we bring you information about our company
and its products – information you won’t find on our home page
or in our catalogs.
We hope the ISOWA NEWS LETTER will help you feel closer to us.

─┬─────────────────────────────────
1├ Introducing the Training System for New ISOWA Employees
2├ Assembly Donation from President Isowa’s Blog, ISOWA DIARY
─┴─────────────────────────────────

I am Tomonori Matsumura from the Overseas Service Department.
What do you think the manners of car drivers are like in your country? Good or bad?
I commute to ISOWA by train. The road from the nearest station to my company is
extremely narrow and cars slow down a lot when they pass each other. But this is the
suburbs and there are no sidewalks. Even if I walk right on the edge of the road,
it’s quite scary when cars come up from behind or pass by to the side. If it’s raining
and puddles form, water sprays up from passing cars and often splashes onto
the shoes and clothes of pedestrians.

The national character of the Japanese people is to basically follow the traffic rules.
But when it rains or snows, few drivers are aware of pedestrians and I feel that
they still don’t think enough about other people. No matter what they are driving or
what their situation is, it’d be good if they would put themselves in the position of other
people and show more consideration. So, what’s it like in your country?

And now, let’s turn to Vol. 103 of the ISOWA NEWS LETTER.
We hope you like this edition.

━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━
Introducing the Training System for New ISOWA Employees
━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━

Hi, I am Shingo Saegusa from the Tokyo Domestic Sales Office.
In no time at all, seven months have passed since the start of the new financial year.
All the new employees who joined the company in April have finished their training period
and have now been assigned to various departments for four months.
When I visit customers, I often hear that they say things like, “I have no idea how to
train our new employees” or “We have no training system and haven’t created an
environment that makes it easy to foster new employees.”
After repeated trial and error with training, we still enter April every year discussing
how we can teach new employees basic knowledge and manners required
for professionals and how to get them to learn their jobs quickly.
In this ISOWA NEWS LETTER, we’ll introduce some parts of the ISOWA training system
for new employees. I’ll be happy if it is a useful reference for you.

——————————————————————————-

1) New employee training process

1. The human resources manager suggests the timing for the various departments
to accept the new employees.
2. The department managers select the personnel responsible for new employee
training and discuss the content of the training. The people in charge meet to decide
the actual contents of the training.
3. Safety education and safety lectures are conducted in each department before
training starts.
4. Job rotation is performed to rotate the trainees through all departments.

2) New employee training in each department

◎Assembly Department, Machining Department
The Assembly and Machining Dojo (*) is a place where trainees repeatedly perform
tasks with due consideration of safety to learn skills and expertise. There, the trainees
thoroughly focus on mastering the basic foundations and learn enough knowledge and
skills to handle unexpected work occurring at an installation site to a certain level,
even if they are not assigned to the Assembly Department or Machining Department.

(*) The Assembly and Machining Dojo is a booth in the corner of the factory where
experienced staff offer guidance to new employees on assembly and machining.

The Assembly Department concentrates on practical training on basics such as
hole boring and tapping in sheet steel and castings, installing grease and other pipes,
and drill bit sharpening.
The Machining Department teaches basics such as machining on a lathe,
the differences in machined surfaces due to different tool tip shapes,
and how to read engineering drawings.

◎Sales Department
Teaches basic knowledge about the corrugator, flexo folder gluer machine, and
corrugated paper industries from the viewpoint of currently active sales team.
As some things are difficult to understand or visualize through classroom
learning alone, the trainees visit customers’ factories to experience
corrugated paper manufacturing machines.
The sound, heat, and physical length of an actual corrugated paper manufacturing
machine provide a good stimulus to new employees.
As a sales team has to create quotes and other documents, the trainees learn how
to read such documents and acquire the appropriate mental attitude of a sales team.
On the final day of training in the Sales Department, the trainees give a presentation on
what they learned during the training and on one model of corrugator or flexo folder gluer.

◎Engineering Department
The major training topic in the Engineering Department is to experience a series of
tasks to modify existing machines or add elements to them. A tabletop single facer
is used for this training.
As the name suggests, a tabletop single facer is like a small and simple model
that can sit on a table and show the structure of single faced web.
The topic of the training is to think about the mechanisms and elements that can be added
to the tabletop single facer.
New employees this year considered the following two mechanisms and created
conceptual drawings and assembly drawings for them:
1) Adding a glue roll and pressure roll to the tabletop single facer; and
2) Opening the curtain that works according to the operation of the tabletop
single facer to illuminate the ISOWA logo.
This training was attempted this year for the first time.
When training on the structure of machines is complete, the trainees learn about
adhering corrugated paper.
They are introduced to the pin adhesion tester for measuring the strength
of corrugated paper. They stick single faced web and liners together with
various types of glue and then test and study their comparative strengths.
After all the training is complete, they observe various machines in our factory.
They also get to experience operating a flexo folder gluer and replacing the printing plates.

◎Electrical Engineering Department
Teaches the role of electrical engineering in ISOWA and details about the work.
Electricity is an invisible form of energy that is all around us. Trainees learn that
this energy can be a killer when it is handled incorrectly and they have to pay close
attention to conducting parts. Tools are required to install a machine, so they learn
how to use nippers, wire strippers, screwdrivers, and crimpers.
As an understanding of electrical diagrams is required to work with electricity,
the trainees learn about switches, relay coils and contacts, and lamps while observing
electrical drawings.

The topic of the training is a circuit that turns on a lamp while the ON button is pressed.
The new employees tackle the problems below to understand how the circuit works.

【Problem 1】
Draw a diagram of the following circuit.
The lamp remains on when the ON button is released.
The lamp turns off when the OFF button is pressed.
Using a timer, the lamp turns on automatically 3 seconds after the ON button is pressed.
【Problem 2】
Make the hardware for Problem 1.
【Problem 3】
Make the software for Problem 2.
Using this circuit, the trainees learn basic electrical knowledge while creating the software.

◎Purchasing Department
Considering the actual work flow and focusing mainly on each role, trainees are taught
the appropriate business manners as professionals through negotiation and
communication with business partners based on the fundamentals of
Q (quality), C (cost), D (delivery).

◎Administration Department
This department is divided into four fields: HR, Accounting, Cost, and Systems.
The trainees are taught how to write various forms and salary statements and
they learn how accounting and cost accounting works. To enhance their awareness
of security, they receive knowledge about virus threats such as ransomware and
information leaks and a description of the ISOWA security policy. At the same time,
they learn how to write business mail and how to use Excel.

The administration training comes at the end of the training period. So that the trainees
can understand the tasks that they learned in the other departments as an overall work
flow through ISOWA, they revise what they learned while considering the flow of forms
through the company, how the in-house systems work, and relationships to the
Administration Department.
——————————————————————————–

I hope you gained a little understanding of the training system at ISOWA.
Actually, it is only recently that this type of training system has been implemented
in our company.

I’d be delighted to hear about any interesting training ideas at your company or
about any training that led to faster nurturing of new employees.

Let one of our sales team know if you have any issues with new employee training.
We’ll be happy to help as much as we can with this, even if it is not related to
manufacture or machines.

———————————————————————-
Assembly Donation
From President Isowa’s Blog, ISOWA DIARY
———————————————————————-

When I visited a customer last month, I found something at the entrance.

▼To read more about it, visit the below website
(President Isowa’s blog, ISOWA DIARY)
http://h-isowa.blogspot.jp/2017/06/assembly-donation.html

——————Copyright(C) 2009-2017 ISOWA Corporation—————–

Vol.102:2017 Introducing our New Employees Part 2/2

———————————————————————
ISOWA NEWS LETTER
2017/10    Vol.102
———————————————————————

The ISOWA NEWS LETTER is a newsletter for the benefit
of special customers only.
Each month we bring you information about our company
and its products – information you won’t find on our home page
or in our catalogs.
We hope the ISOWA NEWS LETTER will help you feel closer to us.

─┬─────────────────────────────────
1├ 2017 Introducing our New Employees Part 2/2
2├ Shooting for the World No. 1 Spot – ISOWA VISION STORY BOOK –
3├ 51% : 49% from President Isowa’s Blog, ISOWA DIARY
─┴─────────────────────────────────

I have a question for everyone.

Is Japan an island nation, or a mountain nation?
Both answers are correct.
Japan’s land is 61% mountainous, and if you count hilly areas, it is 72% mountainous.
So, no matter where you live, you’ll always be able to see mountains somewhere, and
there is no flat horizon. The amazing thing about Japan’s mountains is that below
the tree line (2500m), most mountains are totally green, and you rarely see a brown,
treeless mountain.

Trekking activities for health through mountainous areas, forests, and
pastoral landscapes are very popular, and it is best to go particularly around
October and November when the autumn leaves change color. If you’re lucky,
you might find some chestnuts or walnuts on the ground which you can pick up
and take home. This is Nagai from Overseas Service Department, who is
starting to think about killing two birds with one stone by planning a pastoral trek
to get some chestnuts for that seasonal favorite, chestnut rice.

And now, let’s turn to Vol. 102 of the ISOWA NEWS LETTER.
We hope you like this edition.

━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━
2017 Introducing our New Employees Part 2/2
━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━

Continuing from our previous newsletter, here are some more new employees
talking about why they chose ISOWA and the resolutions they have made
for themselves through their training.

K.T.
When I was in my second year of high school, I happened to spot a job
posting of ISOWA, and I learned that ISOWA’s corporate is
to “create a company with the best corporate culture in the world.” I was
intrigued, and I wanted to know, “What is this company actually doing to make
its corporate culture the best in the world?” As I was researching about ISOWA,
I began to agree with this corporate philosophy, and I began to want to work
for ISOWA, so I joined the company.

Something has changed with my current lifestyle in comparison
to my student days.

When I was a student, I left a lot of things up to my parents, But after
I began working, I began to do everything for myself in preparation for when
I will begin to live on my own next year.

Just like the senior members, I want to be motivated in my work, be proactive,
not fear mistakes, and above all, I want to be an ISOWA person who is willing
to try anything.

K.I.
When I was in my second year of high school, I participated in the internship
program, and that was when I first learned of ISOWA. My first impression was
that the interior of the factory was very clean and tidy, and it felt very bright.
I felt like I could spend the rest of my life working here, and I decided I wanted
to join the company.

Since April, I’ve been training in each department, and no matter what
department I go to, everyone teaches me very kindly. I’m full of gratitude
to everyone. I know that everything I learn during my training will be useful
to me on the job, so I’m trying hard to absorb all the techniques and knowledge.

Just like the corporate philosophy, I want to devote each day
to becoming a proper ISOWA person who can

K.M.
Every year, some seniors at my school get jobs at ISOWA, and I found out about it
because my teacher thought the corporate culture would suit me. In fact,
a senior student who helped me a lot during school also joined ISOWA and
recommended it to me. I also personally took an interest in ISOWA, and when I
learned about the company and its corporate culture, I decided I wanted to work here.

There are a lot of techniques that I didn’t learn when I was in high school,
and there is a lot I still don’t understand, but the senior members guide me
during my training. The more I learn, the more fun my work becomes. I want to
keep on actively trying new things, improve my skills, and make good use of
my new abilities.

K.N.
When I was looking for a job, I wanted to find a company that placed
importance on something more than just working, and I wanted to work in
manufacturing somehow. When I found out about ISOWA at the job information
session on campus, I knew it was the perfect match.
As soon as I found out about ISOWA, I had no doubt in my mind, and I pursued work
with the company immediately.

During training, every day passes in the blink of an eye. I learn so much
and I’m really feeling fulfilled.

When I was a student, I didn’t really understand how companies worked,
but through my training at many different departments, I’m learning about
the connections between departments in a very concrete way, and now I understand
much more.

My goal is to be able to work in a way that shows thoughtfulness towards
everyone involved with ISOWA.

In order to do so, I won’t limit myself to just objects and actions, but
I’ll stand in the shoes of the other person and consider their perspective.
I also want to remember to always question things. This means I want to
not only question things on my own, but I also want to develop the habit of
thinking critically about what I am taught.

So what do you think?
Perhaps you’ve gotten a sense of the fresh thinking coming from the new employees.

Our company training involves going around to each department
in order to understand how the departments are connected and
learn about the work involved. After this assignment, they continue training
in their own departments.

In the next newsletter, there will be an article about the training that
new employees undergo from April to July.

———————————————————————-
Shooting for the World No. 1 Spot – ISOWA VISION STORY BOOK –
———————————————————————-

ISOWA forges ahead to become the company with the best corporate
culture in the world.
We have created the ISOWA VISION BOOK to introduce the success story
of ISOWA to people who do not know our company.
We will present the contents of the VISION BOOK.

We can rely on each other only because each one of us is independent.

“There are so many reliable fellow workers. We work with engineering staff very closely.
“For example, I talk to them whenever I want to make sure about the size of the
broken parts, or I ask them before I go to the client’s plant ‘Can you suggest other
kinds of trouble I might experience while doing this kind of repair?’
I sometimes visit a client with them.” (Adachi)

Everyone is engaged in multiple tasks, so we’re very busy. But they will sincerely
consult with fellow workers whenever they are asked their advice or opinions.
Such an attitude helps create a friendly atmosphere that goes beyond
the distinctions of company section or of rank or seniority.

I often ask for consultation to senior staff from different department and
my supervisors, and they ask for my opinion just as often. It is a great opportunity
for me to build confidence when I am asked like that. When we deal with our customers,
everyone is ready to contribute, no matter which department we belong to.
We all get involved in creating a good working environment.
That is ISOWA’s corporate culture, which I really like and am very proud of.” (Adachi)

Adachi seems so proud when he talks about ISOWA. It is evident that
his confidence and pride comes from how deeply he is committed to ISOWA’s future.

Adachi’s office is in Osaka, and whenever he comes to the headquarters,
many of his coworkers jump at the opportunity and say, “Tell us about
your most recent repair tasks” or “What kind of problems have been you fixing lately?”
Exchanging new information is an important part of his job.

———————————————————————-
51% : 49%
From President Isowa’s Blog, ISOWA DIARY
———————————————————————-

Prior to the Golden Week shipments, we had many foreign customers over for the pre-shipment acceptance and machine demo.

▼To read more about it, visit the below website
(President Isowa’s blog, ISOWA DIARY)
http://h-isowa.blogspot.jp/2017/05/51-49.html
——————Copyright(C) 2009-2017 ISOWA Corporation—————–

Vol.101 2017 Introducing our New Employees Part 1/2

———————————————————————
ISOWA NEWS LETTER
2017/9    Vol.101
———————————————————————

The ISOWA NEWS LETTER is a newsletter for the benefit
of special customers only.
Each month we bring you information about our company
and its products – information you won’t find on our home page
or in our catalogs.
We hope the ISOWA NEWS LETTER will help you feel closer to us.

─┬─────────────────────────────────
1├ 2017 Introducing our New Employees Part 1/2
2├ Shooting for the World No. 1 Spot – ISOWA VISION STORY BOOK –
3├ With all respect and appreciation from President Isowa’s Blog, ISOWA DIARY
─┴─────────────────────────────────

Hello! This is Hirofumi Ogura from the Export Department.

We are coming to the end of a hot summer. How has everyone spent their summer holidays?

If you spend your next holiday in Japan, I’ve got just the place for you to stay.
It’s a very unique hotel, called “Henn-na Hotel,” which means “Strange Hotel.”

You may ask what is so unique about this hotel.
Well, It uses the most advanced technology to offer excitement and comfort
at the world’s first robot hotel. Yes, it’s a robot hotel!

I’ll explain a bit more about this “Henn-na Hotel.”

The first thing you’ll notice when you enter this hotel is the robot cloakroom.
Before checking in and after checking out, a robot will take care of your bags.

There is no one at the front desk when you check in.
A robot with a female human form and a robot in dinosaur form operate the front desk.
After check-in, a robot car bellboy will carry your bags and show you to your room.

Don’t you feel excited at the prospect of staying at such a unique hotel?
I think that anyone who stays in this hotel must feel as though they’ve travelled
through time to the future. I’m sure a stay there would make wonderful memories.

If you ever have the opportunity to visit Japan, do consider staying there.

And now, let’s turn to Vol. 101 of the ISOWA NEWS LETTER.
We hope you like this edition.

━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━
2017 Introducing our New Employees Part 1/2
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This is Kiyoto Nakai from the Nagoya Domestic Sales Office.

Already six months have passed since we began the new fiscal year.
At this time of year, I imagine the new employees who have entered the company
with hearts full of ambition are currently struggling.

The other day, I happened to go to a car dealership and the salesman who took
care of me was clearly a new employee. Together, with a more experienced salesman,
he told me about the cars and provided me an estimate. I wasn’t planning on
buying a car, but I listened to his pitch, and his desperate efforts to “communicate
the good qualities of the car” came through to me, and though I’ve been in sales
for 14 years now, this was actually a good lesson for me, reminding me that I should
try to retain such beginner’s spirit when I work.

Meanwhile, this year we have welcomed eight ambitious new employees to the company.

In this newsletter and the next, we will bring you the reasons why
our new employees chose ISOWA, the resolutions they have made for themselves
through their training, and so on.

M.K.

There are two major reasons why I chose ISOWA. The first reason is that
it perfectly fits my key conditions in choosing a company. The second reason is
that I was drawn to the warmth of ISOWA people. During my interview, the employees
saw how nervous I was and they chatted with me to help me feel better, and talked to me
in a very considerate way, which made a big impression on me that stays with me now.

Every day passes in the blink of an eye.
The senior members around me are truly kind, and I look up to them all.
Every day I’m so inspired by them. In the future, when I get some
seniority and new employees enter the company, I want to be a senior employee
that younger employees can think, “I want to be like that when I’m a senior member.”

N.H.

The main reasons I decided to join ISOWA were the bright and kind personalities
of the ISOWA people. I came to the company many times during my internship and
the selection process, and everyone always struck up casual conversations with me
and showed consideration for me, This made me so happy and I thought I’d really
like to work surrounded by people like that.

Currently, I’m in training and I’m spending time in a lot of different departments,
but the impression I had before I joined the company hasn’t changed. The people I meet
in every department are all really good people, and I’m having fun as I learn every day.
Every time I talk with my friends who have gotten hired by other companies, I realize
how lucky I am to have bosses and senior members whom I can talk to about both
serious and casual things, and I don’t take it for granted at all.

No matter what department I go to, I always meet people who I admire and respect,
and these people have become role models for me. I’m going to keep absorbing all kinds
of things so I can become even a little more like the senior members of the company.
I am going to work so that someday someone will look up to me as an ISOWA person!

K.Y.

I began to develop an interest in ISOWA when I spoke to an older acquaintance
who was already working here. That person asked me, “What do you value when
choosing the company you want to join?” For me, I thought that being able to grow
as a person while working at a company was the most important thing. I couldn’t
imagine myself becoming merely a cog in a machine, just getting my work done every day.
I thought about what it meant for me to be able to work at a company that would
allow me to grow. I came up with three points.

The first point was an environment conducive to growth.
At ISOWA, there is a concept of “working for yourself and the family that you love.”
Thanks to this shared philosophy, everyone respects each other’s hard work.
In this environment, people don’t hold each other back, and I thought that if I can
give it my all, I’ll be able to grow as a person while I’m here.

The second point was the good corporate culture.
I think that the corporate culture is the reason why everyone working at ISOWA
is able to work so freely. If you have a question about something and aren’t able to
ask about it immediately, you’ll continue to be left in the dark, and you won’t be able
to grow. But at ISOWA, there are connections between generations and departments,
so if you have a question about something, it’s possible to resolve it properly.
This good corporate culture makes it a place where people can grow.

The third point is a climate where people can try new things.
At other companies, they think that trying new things results in more expenses.
However, thanks to the efforts of employees who came before me at ISOWA,
the company has a climate where many people have positive things to say when
someone starts something new. I think that trying new things is an essential part
of growth. Therefore, I confirmed that there is no better company for personal growth
than ISOWA, and I began my job hunt with ISOWA as my top choice.
Happily, I was able to join ISOWA, the company that I love.

During my training, I’m encountering so many new things, and I often feel lost, but
I’m so glad that all the other employees are so kind and explain things in a way
that is easy to understand. I will definitely make use of my experiences, and I will
continue to do my best!

Y.T.

During the orientation at ISOWA, I heard the words, “What is happiness to you?”
and I was able to look back over my own life and realize that I was very blessed
with the people I’ve been connected to throughout my life.
Up to recently, I spent my whole life playing soccer, so I had hard times such as when
I had to take long breaks due to injury, or during the many grueling training sessions,
and I know now that it was the support of my friends and teachers that helped me
overcome these tough experiences. That’s why I put “people” and “connections
between people” as the focus of my job hunt.

During the selection process with ISOWA, I was attracted by the warmth and
kindness of ISOWA people, and the passionate way they approach their work.
Other companies didn’t even come close to the level of kindness everyone
showed me here. This made me want to work together with the people I met,
and to work to become a similar type of person. This strong desire was the reason
I chose ISOWA.

As I move around to all the departments during my training, I’ve gradually
grown to understand the workflow, and develop knowledge about machines
and parts. While every day is very full, I’ve also come to know how much I still
have left to learn. I’m going to keep learning and work on solving my personal
challenges so that I can become an ideal ISOWA person.

To be continued in the next newsletter…

———————————————————————-
Shooting for the World No. 1 Spot – ISOWA VISION STORY BOOK –
———————————————————————-

ISOWA forges ahead to become the company with the best corporate
culture in the world.
We have created the ISOWA VISION BOOK to introduce the success story
of ISOWA to people who do not know our company.
We will present the contents of the VISION BOOK.

Maintenance staff are privileged to hear certain things the clients say.

“Fixing machines is the most basic job of the maintenance crew.” (Adachi)
Adachi visits clients quite frequently. It’s not just for mechanical breakdowns,
but he also makes regular rounds. Through such frequent visits, he has built
a good relationship with his clients, including those in smaller cities outside
the main metropolitan areas.

“When I visit local clients, sometimes it takes two days. In such a case,
I often get invited to dine with them the first night. My motto is to work happily,
as it may dampen my client’s feelings if I look grumpy. Therefore, I try to look happy
and full of energy when I’m working with my clients. This attitude may help them to talk
freely with me.” (Adachi)

Since he is a maintenance staff-member who helps solve problems for the clients,
the clients tend to be more open with him.
“My clients truly feel relieved and happy when I can fix their problems quickly.
Their trust deepens and we become more like friends. Then they may give me
more honest comments regarding the machine. They may say, “I also want this
other part fixed,” or “Can such and such functionality be incorporated to the machine?”
That kind of feedback could help us develop more advanced new products.” (Adachi)

Two years ago, when his child was born, Adachi received a gift of baby clothing
from one of his clients. This wonderful gift is a sign of the client’s trust.

Every member of the engineering staff is provided with a personal toolbox.
Though it looks small, it contains many tools.

———————————————————————-
With all respect and appreciation
From President Isowa’s Blog, ISOWA DIARY
———————————————————————-

A few weeks ago, my uncle who is the former-president of ISOWA passed away.

▼To read more about it, visit the below website
(President Isowa’s blog, ISOWA DIARY)
http://h-isowa.blogspot.jp/2017/07/with-all-respect-and-appreciation.html

——————Copyright(C) 2009-2017 ISOWA Corporation—————–