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December 22, 2013

Six Sigma–Hard Skills and Soft skills can go hand in hand

...Right from my sick bed I kept dreaming about my PIUSS blogging. Oh I thank God for healing me,

thanks to my loving and caring friends and thanks to the Doctors at the clinic. I feel better now..!

At some point I wished my computer could read my mind and write something down but anyways its only a computer.

I can say it has been quite a journey since I started writing my PMA and I am glad I started early.

While on this PMA I was able to really get to understand the present practice of six sigma with regards to OL;

The practice of Six sigma shows the display of hard skills much more than the soft skills if any. unlike in OL wherethere is a combination of both and moresoft skills, where people are more free, liberated, not monitored, caged, or obliged to do something but they are encouraged and motivated. The rules are strict in six sigma, you need to follow processes, step by step,and yes, another thing it is also soo target and resource oriented. so because of this the moment is has achieved its target, it is satisfied does not find the need to continue improving but this is where the control tool comes in to play. So basically six sigma projects are known to move from stage A(unimproved stage) to Stage B the improved stage.

unlike OL which is a process an organisation goes through collectively not necessarily with intentions of getting finacial returns, or targeted stage whereas in Six sigma process improvements are carried out for profitability sakes too. In OL, people are cared for, given attention, Emotional Intelligence is a factor is OL.

There is no record of reflective activities within team in six sigma projects which is the core of team learning,even though team members are expected to build and define the scope of the project, this does not say whether there is a moment for reflection or not but you find it that in six sigma people are always busy improving one project or the other.

I also find it that six sigma tends to display more of Senge's components than Pedler et al's

okay for e.g in Shared vision: the vision and the purpose of the process to be improved is shared for all to understand at least at the define stage

personal mastery: the expressions of champions and black belts

Team learning: well I did not see so much of this but at least teams are built for projects

system thinking: more of this should be practiced by six sigma because I still believe not just the expertsand the leaders should decide what projects to be improved upon, other members should be involved because like Pedler et al(2001) when others are given the opportunity to participate, the outcome eventhough might take a while maybe because more people are involved so the process is longer, but the result will be robust and the people will be more willing to work because committment and morale will be high. since the management has made them feel important in the decision making process by also listening to them .

Finally, I would say that the Hard skills of Six sigma and the soft skills of OL can work hand in hard to create an organisation that is rich in learning.

November 20, 2013

My sincere opinion about PIUSS

This course is one of the exciting courses that made me choose MBE. but now I am afraid I might not be able grasp every thing within 2weeks. Yes. I know we will be given PMAs but I still feel its not enough to build the required knowledge base. I just wish we had to span accross 4 weeks and at a slower pace. Well, its only a wish...hmm if wishes were horses..........

I just think there is so much important stuffs to learn and must times more time is needed to actually process what I have learnt. I find myself coming to the blog to see if there's any new / useful idea I can learn from a colleague's page. I search for youtube videos on six sigma because I want to get to that level where I wont be lost so often and have to be found in class, besides the sleep knocking on my eye lids at intervals, I just literally spend time trying to figure the previous step and this ends up leaving me just a step behind for some mins and then I try to catch again. Hmmmm, hope I dont wear out trying to catch up.

I have been spending time trying to figure out how to lift this burden - a good solution...I need practical and useful help!

Hope to come up with some help soon...

People's initial resistance /readiness to change –PIUSS

Often times people do not spend time to study and plan for change before they embark on it. There is this common teaching that if you want to form a new habit or break from an old one , you need to carefully plan how to replace with a new one if not the old habit will just linger round until successfully occupies it space again but if you fill up that space with some another habit/activity, its easier to remind yourself when it the old one come around

In essence, to bring about change. you need to strategise! Its even more tasking when it involves people and processes.

The same we do not change until we reach the level of unsatisfaction with the status quo so those other people. Jan Gillet yesterday in the class helped to identify that people need to be dissatisfied with where they are for them to want to change. They need to come to a point where they are like...I have had enough! Can't continue like this -I need a change in weather!

Yea..people need to reach that point before they can see the NEED to embrace change. But sadly most people in the system when they get to that point instead of them wanting to assist to change the system, they begin to surf the internet looking for openings in other to send their CVs. Why?

I think its leadership.....probably they think "my opinion doesn't count"

Role of the leader.

Making the future attractive and worth-it is something that the leaders must try to do in other to catch the attention and commitment of the employees. Just like when we are planning an interesting trips, we get so excited aboiut it even before we embark on it.

To further strengthen my first sentence, during the production of aeroplane in the groups, my group went straight ahead into changing and improving the system without first studying and planning. apparently, we were so eager to improve/try out our new ideas without formal planning, this means we didnt pay much attention to the customer requirements and well, the cream cakes promised my Graeme also served as the extrinisic which made us sooo short term focused on the goal.

Even though we did improve the process, we were coupling the aeroplane parts are sending out to warehouse before the requred time, this could have led to having alot of aeroplanes stored up in the warehouse waiting to be delivered and costing us storage space because we are not expected to deliver the customer before the time they requested. We could have had more stable process if only we considered this initially.

Unlike today, the new group of 4s (mini group) we were grouped into, we spent like most of the time planning and strategising on how to go about with the task that was given to us. While we did this, we felt like we were lagging behind the schedule because everyone around was already flying their paper flights. But it paid off because by the time we were done and packing up to go back, the other groups were just starting sort of. I guess they realized they missed a step.

It is very important to view change/transformation as journey and not just task that should be completed. The same way plan (book a flight, buy tickets, book hotel, picture ourselves having fun if its a holiday )that interesting journey, tour etc we should also plan change that way. Six sigma is not an exception.

November 16, 2013

6σ's Ambition

6σ is not a tool and more than just the figure 6 and the greek symbol; σ. It is an achievement, a goal....

It appears to be more robust than thought with different range of tools for solving different problems. I can say that 6σ is the mind behind the various tools developed to achieve business excellence in the aspect of quality improvements. Its ambition is to keep improving the system until there is nothing to improve anymore. It solve problems strategically and systematically,with the consideration of the impact on the organisation and customers' need.

Having gone through most of the training module on the PMI online learning, I have understood that 6σ cannot be achieved without the people. There would only be more chaos in the system if the team members do not understand their roles and or unwilling to perform their responsiblities within the team because every team members' constructive input is important and can lead to a huge success in the over all project.

This could be said that generally for any oragnisation to achieve business excellence, process improvement, learning, a good measurements of result, they need genuine committments from the staff. But I can't argue any less by the way because really the people are the ones who make up the organisations at the end of the day. Yes there are machines, but who operate them? This is obviously where Deming can help!

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