Eureka is a manufacturer of vacuum cleaners. The company is best known for "The Boss" line of vacuum cleaners, which were heavily promoted in the late 1980s.
The company was founded in Detroit, Michigan 1909 by Fred Wardell to build vacuum cleaners.[1] By 1927, Eureka was selling one third of all vacuums manufactured in the United States. 1930 saw expansion into making other appliances with the introduction of the Eureka electric range.
The Eureka-Williams Corporation building, Bloomington, Illinois
In 1945, the company merged with Williams Oil-O-Matic, a Bloomington, Illinois manufacturer of oil-based heaters for the home, and the name of the company was changed to Eureka-Williams Corporation.[2]
The company would continue to expand its horizons, eventually manufacturing such diverse items as heaters, air conditioners, a wooden lung, and school furniture.
In 1961, the company became the first U.S. manufacturer to produce a purpose-built electric car, the Henney Kilowatt.
In 1974, Eureka was purchased by AB Electrolux of Sweden and the name was changed to The Eureka Company.
In 2000, production of vacuum cleaners was moved to Juarez, Mexico and the company closed its Normal, Illinois manufacturing facility.[3]
The use of the Eureka Company name was discontinued in 2004 and replaced with Electrolux Home Products Division.[2] Eureka brand vacuums continue to be manufactured to the present.
According to Johnson, cutting edge ideas don’t happen in a single moment. They’re actually a combination of concepts and experiences that we slowly synthesize to eventually create something new. He cites many examples in his book as well as his talks including Charles Darwin and his famous theory of evolution. Darwin’s journals show that he was touching on the idea for years before he fully formed the theory. It wasn’t a sudden Eureka! moment; instead, it was a gradual realization.
the necessary resources to retain your finishing team and make them successful long term does not always require higher monetary compensation. The most common problems that demoralize employees and cause them to move to other companies are the work environment, workload scheduling and a finish process that does not perform well. Processes that cause excessive effort or reworks can be very frustrating to the finishing employee.
In the finishing environment, the employees need a clean, well lit work environment to feel positive about their jobs. Implementing a thorough preventive maintenance program will help employees maintain peak performance, and will reduce reworks and rejects. Using the best finishing processes and best practice standards will help ease the effort and workload of your employees.
An evaluation by your equipment or coating supplier, or by an outside consultant, can be very useful in finding recommendations for improvements to your finishing environment as well as your finishing process. A well ventilated work area will help keep your employees healthy and feeling positive about their job.
Scheduling the correct amount of time for the finishing process is a challenge for many manufacturers. There is a balance between taking too long finishing a job and not having enough time to finish a job properly.
We recommend doing actual time studies to identify the minutes required to perform each step of the finishing process. Don't forget to include the total time from material handling, set-up and cleanup for each step of the process. If you are unsure that your time studies are accurate, you may want to check with industry specialists and industry standards to ensure your time studies are in line with basic process standards.
Once you have established actual standard hours, you will be able to schedule the correct time to allow your finishers to complete the job in a timely fashion. Allow some time in the schedule for rush jobs or potential reworks, so as to avoid missing completion dates. Many finishers work under extreme pressure to finish jobs where materials were ordered late or not built on time. In extreme cases, employers have lost valuable employees due to these scheduling issues.
Kohl's has quickly become one of the nation's largest retailers, and this successful growth is due to the talent and hard work of our Associates. Working at Kohl's requires energy, commitment and a competitive spirit. Here, you'll work in a fast-paced environment filled with challenges and opportunities. You will be able to try new things, set goals and build a career that fits your expectations - and have some fun along the way! We offer a workplace that is exciting and evolving - we want you to be inspired and bring your unique perspectives, creativity and determination to work with you each and every day.
We are currently interviewing for the following positions:
As an Assistant Store Manager, you will oversee and manage sales, credit, customer service, turnover, human resources, inventory, expense management, and store operations for a significant retail volume, combined with leading, motivating, and developing a large team of associates. Assistant Managers report to the Store Manager.
As an Executive Store Manager, you will oversee and manage all aspects of store operations for a significant retail sales volume. These aspects include: merchandise presentation, customer service, sales and operating profit, inventory control, payroll, and expense management, combined with leading, motivating, and developing 3 Executive Assistant Store Managers and a large team of store Associates. Store Managers report directly to the District Manager.
Primary Responsibilities
● Sales and Operating Profit
● Customer Satisfaction
● Payroll and Expense Management
● Inventory and System Accuracy
● Merchandise Presentation
● Employee Retention and Supervision
● Training and Development of Associate Team
Benefits
Your Health - Medical, Dental, Vision, Medical Flexible Spending Account
Your Family - Domestic Partner Benefits, Dependent Care Flexible Spending Account, Adoption Assistance, Life Insurance, College Savings Program
Your Future - 401(k) and Matching Contribution, Employee Stock Ownership Plan, Group Home Insurance and Auto Programs, Tuition Reimbursement, Retirement Contribution
Your Time - 3 weeks Vacation Per Year, 6 Paid Holidays, Holiday Comp Week, Every Other Weekend Off
Your Life - Associate Discount, On-Going Training and Development, Career Advancement Opportunities, Excellent Working Environment
Minimum of 3-5 years managing a significant retail volume in a high-growth, retailing environment
Demonstrates professional accomplishments through results driven behavior and team development capabilities
Efficient planning and organizational skills
Consistently utilizes available resources to exceed sales plan and maintain expense controls
Ability to lead, encourage, and develop a large team of Associates
Communicates clearly and effectively with a variety of audiences
A history of anticipating challenges and developing logical solutions to address issues
Eureka Adult School serves students in the rural northwest of California. Our vocational program is critically important to the economic development of Humboldt County, as we partner with CalWORKS, State Rehabilitation and private industry to train workers. We strive to provide a quality program to our students.
Eureka Adult School recognizes that a student's success is not determined solely by job skills. We strive to provide a program that prepares students to be knowledgeable, competent, and valuable employees. To address student persistence and retention, Eureka Adult School provides childcare, bus tickets and business clothing. Our Clothing Closet is a partnership with the Soroptimists, Fredrick and Charles Beauty College, Holly Yashi Jewelry, Best Cleaners and Youth Service Bureau. Students and community members may come and get a complete interview or business outfit that includes stockings, shoes, jewelry and a voucher for a free haircut and style. Students' lives are transformed, and students leave our Clothing Closet feeling beautiful and confident.
The interview preparation also includes participation in a Mock Interview Program. Students complete applications and are given an appointment to be interviewed by a panel of successful community members. The mock interview is taped, and students and panel critique the performance. It provides a valuable learning experience for the student.
Eureka Adult School provides students with hands-on learning experiences and group projects that simulate the workplace. For instance, Tina Traylor became editor of the school newsletter that has proved invaluable in her job as production manager of Eureka Adult School's brochure. It also provided Tina with a leadership role in class where she could develop her skills and abilities. These activities added to her competence and self-confidence. It is critical that students are able to transfer their new skills to the workplace.
The “soft skills” of job performance are an integral piece of all programs at Eureka Adult School. Instructors model appropriate workplace behavior including attendance and attitude. Students are held to a professional standard of respect and reliability. Here at Eureka Adult School we realize that it takes a village to raise a student. From their first encounter with office staff, to the classroom, and to the workplace, students go through a metamorphosis that culminates with a confident and competent employee. Hiring one of our students is a testament to the quality of our vocational business program.
The company was founded in Detroit, Michigan 1909 by Fred Wardell to build vacuum cleaners.[1] By 1927, Eureka was selling one third of all vacuums manufactured in the United States. 1930 saw expansion into making other appliances with the introduction of the Eureka electric range.
The Eureka-Williams Corporation building, Bloomington, Illinois
In 1945, the company merged with Williams Oil-O-Matic, a Bloomington, Illinois manufacturer of oil-based heaters for the home, and the name of the company was changed to Eureka-Williams Corporation.[2]
The company would continue to expand its horizons, eventually manufacturing such diverse items as heaters, air conditioners, a wooden lung, and school furniture.
In 1961, the company became the first U.S. manufacturer to produce a purpose-built electric car, the Henney Kilowatt.
In 1974, Eureka was purchased by AB Electrolux of Sweden and the name was changed to The Eureka Company.
In 2000, production of vacuum cleaners was moved to Juarez, Mexico and the company closed its Normal, Illinois manufacturing facility.[3]
The use of the Eureka Company name was discontinued in 2004 and replaced with Electrolux Home Products Division.[2] Eureka brand vacuums continue to be manufactured to the present.
According to Johnson, cutting edge ideas don’t happen in a single moment. They’re actually a combination of concepts and experiences that we slowly synthesize to eventually create something new. He cites many examples in his book as well as his talks including Charles Darwin and his famous theory of evolution. Darwin’s journals show that he was touching on the idea for years before he fully formed the theory. It wasn’t a sudden Eureka! moment; instead, it was a gradual realization.
the necessary resources to retain your finishing team and make them successful long term does not always require higher monetary compensation. The most common problems that demoralize employees and cause them to move to other companies are the work environment, workload scheduling and a finish process that does not perform well. Processes that cause excessive effort or reworks can be very frustrating to the finishing employee.
In the finishing environment, the employees need a clean, well lit work environment to feel positive about their jobs. Implementing a thorough preventive maintenance program will help employees maintain peak performance, and will reduce reworks and rejects. Using the best finishing processes and best practice standards will help ease the effort and workload of your employees.
An evaluation by your equipment or coating supplier, or by an outside consultant, can be very useful in finding recommendations for improvements to your finishing environment as well as your finishing process. A well ventilated work area will help keep your employees healthy and feeling positive about their job.
Scheduling the correct amount of time for the finishing process is a challenge for many manufacturers. There is a balance between taking too long finishing a job and not having enough time to finish a job properly.
We recommend doing actual time studies to identify the minutes required to perform each step of the finishing process. Don't forget to include the total time from material handling, set-up and cleanup for each step of the process. If you are unsure that your time studies are accurate, you may want to check with industry specialists and industry standards to ensure your time studies are in line with basic process standards.
Once you have established actual standard hours, you will be able to schedule the correct time to allow your finishers to complete the job in a timely fashion. Allow some time in the schedule for rush jobs or potential reworks, so as to avoid missing completion dates. Many finishers work under extreme pressure to finish jobs where materials were ordered late or not built on time. In extreme cases, employers have lost valuable employees due to these scheduling issues.
Kohl's has quickly become one of the nation's largest retailers, and this successful growth is due to the talent and hard work of our Associates. Working at Kohl's requires energy, commitment and a competitive spirit. Here, you'll work in a fast-paced environment filled with challenges and opportunities. You will be able to try new things, set goals and build a career that fits your expectations - and have some fun along the way! We offer a workplace that is exciting and evolving - we want you to be inspired and bring your unique perspectives, creativity and determination to work with you each and every day.
We are currently interviewing for the following positions:
As an Assistant Store Manager, you will oversee and manage sales, credit, customer service, turnover, human resources, inventory, expense management, and store operations for a significant retail volume, combined with leading, motivating, and developing a large team of associates. Assistant Managers report to the Store Manager.
As an Executive Store Manager, you will oversee and manage all aspects of store operations for a significant retail sales volume. These aspects include: merchandise presentation, customer service, sales and operating profit, inventory control, payroll, and expense management, combined with leading, motivating, and developing 3 Executive Assistant Store Managers and a large team of store Associates. Store Managers report directly to the District Manager.
Primary Responsibilities
● Sales and Operating Profit
● Customer Satisfaction
● Payroll and Expense Management
● Inventory and System Accuracy
● Merchandise Presentation
● Employee Retention and Supervision
● Training and Development of Associate Team
Benefits
Your Health - Medical, Dental, Vision, Medical Flexible Spending Account
Your Family - Domestic Partner Benefits, Dependent Care Flexible Spending Account, Adoption Assistance, Life Insurance, College Savings Program
Your Future - 401(k) and Matching Contribution, Employee Stock Ownership Plan, Group Home Insurance and Auto Programs, Tuition Reimbursement, Retirement Contribution
Your Time - 3 weeks Vacation Per Year, 6 Paid Holidays, Holiday Comp Week, Every Other Weekend Off
Your Life - Associate Discount, On-Going Training and Development, Career Advancement Opportunities, Excellent Working Environment
Minimum of 3-5 years managing a significant retail volume in a high-growth, retailing environment
Demonstrates professional accomplishments through results driven behavior and team development capabilities
Efficient planning and organizational skills
Consistently utilizes available resources to exceed sales plan and maintain expense controls
Ability to lead, encourage, and develop a large team of Associates
Communicates clearly and effectively with a variety of audiences
A history of anticipating challenges and developing logical solutions to address issues
Eureka Adult School serves students in the rural northwest of California. Our vocational program is critically important to the economic development of Humboldt County, as we partner with CalWORKS, State Rehabilitation and private industry to train workers. We strive to provide a quality program to our students.
Eureka Adult School recognizes that a student's success is not determined solely by job skills. We strive to provide a program that prepares students to be knowledgeable, competent, and valuable employees. To address student persistence and retention, Eureka Adult School provides childcare, bus tickets and business clothing. Our Clothing Closet is a partnership with the Soroptimists, Fredrick and Charles Beauty College, Holly Yashi Jewelry, Best Cleaners and Youth Service Bureau. Students and community members may come and get a complete interview or business outfit that includes stockings, shoes, jewelry and a voucher for a free haircut and style. Students' lives are transformed, and students leave our Clothing Closet feeling beautiful and confident.
The interview preparation also includes participation in a Mock Interview Program. Students complete applications and are given an appointment to be interviewed by a panel of successful community members. The mock interview is taped, and students and panel critique the performance. It provides a valuable learning experience for the student.
Eureka Adult School provides students with hands-on learning experiences and group projects that simulate the workplace. For instance, Tina Traylor became editor of the school newsletter that has proved invaluable in her job as production manager of Eureka Adult School's brochure. It also provided Tina with a leadership role in class where she could develop her skills and abilities. These activities added to her competence and self-confidence. It is critical that students are able to transfer their new skills to the workplace.
The “soft skills” of job performance are an integral piece of all programs at Eureka Adult School. Instructors model appropriate workplace behavior including attendance and attitude. Students are held to a professional standard of respect and reliability. Here at Eureka Adult School we realize that it takes a village to raise a student. From their first encounter with office staff, to the classroom, and to the workplace, students go through a metamorphosis that culminates with a confident and competent employee. Hiring one of our students is a testament to the quality of our vocational business program.