Six Sigma and Organisational Learning conclusion
Six Sigma has the potential to contribute to organisational learning, although there are other factors need to work as well in terms of a successful implementation, such as team work, employee engagement/involvement, shared knowledge and ideas, motivation, effective communication and leadership, commitment from all the members of the organisation and so on. The implementation of Six Sigma projects must be aligned with the organisation's strategy, goals, mission and vision. It should rather a long-term investment than a short-term one. The behaviours of Black Belts and Master Black Belts are crucial in the successful implementation of Six Sigma programmes by influencing all the employees, forming the team and leading the change in the organisation. However, organisational learning can be relatively limited depending on the Belt system, leadership, organisational culture and the motivation of the organisational members.
The top management plays a key part in the creation of the right working environment, involving all the members of the organisation and engaging them to be committed to learning. The top management has to deal with the resistance of change by motivating all the employees, promoting effective staff meetings and encouraging organisational learning, respectively, providing training opportunities.
All in all, Six Sigma is quite rigid, and all the critical success factors must be met in order to work as a mechanism for organisational learning by eliminating all the failures and limitations.