Productive Work Culture | The influence of aspects of management behavior on the effectiveness of the implementation of lean manufacturing principles in a modern manufacturing enterprise.
More and more significance in modern enterprises acquires a judgement that the main value of the organization is the staff.
Command Work and focus on results often become one of the decisive factors in the work on the development of production. People concentrating on showing loyalty to a common goal in the company, loyalty to a product, or the service they produce are interest and psychologically motivated to show openness and interest in common work.
Example Such openness is a manifestation of mutual assistance, sharing of responsibility between participants in the processes, mutual development of employees, etc. Movement standard processes and procedures, not based on the knowledge that, in otherwise, you may be punished, and because of the sense of responsibility for the general the result is the desired product of the formation and development of corporate culture.
Work Culture makes you more productive!
In general understanding, corporate culture is the established values, morals, and principles in the life of companies that set a certain line of behavior. So, in Employees of the medical center take care of patients, pay attention to each in order for the client to feel safe and be sure that Assistance will be provided.
Ostentatious friendliness and responsiveness in this case are mandatory competencies of every employee working with the client.
Teacher in school often not only teaches the child, but also instructs him how to It is necessary to follow in certain life situations. A good teacher feels Responsibility for the formation of the child’s personality is a super task that brings added value to the entire learning process at school.
Going back to Production theme:
Each of us can present the standard for a greater number of employees. A style of interaction that is built on the awareness of power and responsibility. The production line operator has a clear understanding of what is prohibite. What penalties will be gone into violators, and what are the norms of interaction with the manager and colleagues.
Authority Production authorities are a way of transferring a global goal to the ordinary Employee. But are frameworks and rules, instructions and orders the right way interactions in the workplace?
There was also a question that will be relevant at all times:
Democracy or authoritarianism – decide management, but let’s try to trace what the psychological results give each of the concepts of managing people in an organization.
Take A good example from production:
The operator’s response to a fallen part. In For many manufacturing companies, the fall of a part means its unconditional getting engage. That is, in front of an operator who dropped it for some reason detail, there is a choice of two possible scenarios.
- Variant First, the operator is aware of the quality risks cause by the fall of the part, realizing his responsibility to the consumer, he rejects the part.
- Variant Second, the operator is aware of the risks in terms of quality, but due to the fact that he also realizes that the responsibility for the fall will fall on him, launches the part in process in the hope of avoiding punishment.
The key in the description of these examples is the word “punishment”. Let’s understand it Value. Punishment is a type of psychological and/or material impact on the employee who made a mistake, aimed at correcting the line of conduct employee and prevention of repeated deviations. In our case, basically, it is There will be a reprimand after the employee writes an explanatory note because after all the part fell.
System retributions and penalties (albeit intangible), of course, gives results, the question is in their capacity. Yes, the operator will know for sure that the fallen part will lead to re-collection. He will try in every possible way to avoid such a situation, but will it be good for the company?
In case the operator still encounters the problem of the part falling again. You can It is certain to say that with the slightest certainty that it is possible to hide such a thing falling apart. The operator is likely to miss the part, fearing getting a penalty.
Fear of punishment will lead to even greater Problem: Distrust of the quality management system.
Deal Read more about the aspects of a system built on responsibility and, most importantly, Punishment. Based on experience, we can judge that when problems of a different nature, the first question from the head will be “Who?”.
Who To blame, who to punish is the first thing that comes to the mind of a leader when he is an adherent of a system built on accusations. By the way, by itself the accusation often becomes the main and, usually, the only one in such a system corrective action.
This is the main misconception that we can encounter in any of the areas of our lives, especially in manufacturing enterprises.
In spite of that root cause activities are mandatory according to many standards. As IATF 16949, we often neglect tools such an analysis and move on to the accusation. In such cases, we are no longer looking for the root reason. We do not determine corrective actions, because blaming the responsible for the site of the worker is much easier.
Kaizen Culture for improve Work Productive
One of the consequences of such an approach will be the complete hostility of the employee to the production system. A person will begin to deny the norms due to really important aspects safety and quality, will cease to develop his workplace and processes. In which are involve, he will be withdrawn and unsure of communicating with management. Which will ultimately lead to his complete removal from the KAIZEN culture as a whole.
Position accusations in such cases are the simplest substitute for wasting resources on Search for the root cause. So, the operator who dropped the part could catch on the sharp edge of the station, stumble over an uneven floor, drop the part with gloves of its size.
The behavioral stereotype of the accuser as a virus will form the line of behavior of an increasing circle of people, which in the end will turn into a semblance feudal strife. This will not lead to the achievement of a common goal, rather – to the oppression of the worker.
Production system & Productive Work Culture.
Returning To the term of production culture, to its correct state, we can determine that these are not only principles and norms. But also, the climate in the team, the way and nature of communication between people. It is necessary to take the “idea-fix” as a basis The fact that we are all human beings, the psychological aspect will often give more Material.
So, for an ordinary worker, praise from leader, especially if his actions will be set as an example to others Work. An atmosphere of trust, conducting a courteous dialogue with the employee. The ability to Hearing and listening to him will certainly create in him the competence of leaving the zone comfort for the escalation of production problems (like a fallen part), proposals for new things, discussion of goals and objectives.
Focus on the overall result Each employee, without fear of making a mistake, will form a conceptually new level of interpersonal interaction in the team. Educating the Thinking employees who are able to hear the needs of colleagues and speak out about their problems Open is the most important task of any production system.