|
Incremental
Change
Exploitative |
Systemic
Change
Exploratory |
| CULTURE |
-
Already established
- Focused on changing quality related behaviors rather than
changing the underlying values, beliefs, and assumptions. |
-
The
organization is creating (greenfields) or recreating
(retrofitting) itself.
- Paradigm change - a thought revolution in management |
| HUMAN
RESOURCES |
Recruitment
& Selection Systems |
- These
systems change very
little.
- Technical expertise is the deciding factor
-
new emplopyees must fit the
job. |
- Willingness
to learn and ability to work in teams are crucial - fit the
organization.
|
|
Training
|
-
Focuses on methods of quality improvement (e.g., SPC).
- Focused on front-line
employees.
- Training may be a one-time
effort.
|
- Training focuses on both
social and
technical aspects of work.
- Managers and employees receive on-going
training.
- The organization adopts a system-approach to training. |
|
Reward
system |
- Does not change much.
|
- Reward systems are tied to the organization goals.
- Employees are rewarded for optimizing the
entire system rather than a particular function. |
| TECHNOLOGY
& WORK DESIGN |
- Minor
modifications to current system.
- Major technological changes are
not a result of quality improvement process activities. |
-
Technology
and work are designed to fit the social system. |
