Knowledge Management Empirical Integration -Myassignmenthelp.Com

Question: Discuss About The Knowledge Management Empirical Integration? Answer: Introduction Continuous improvement needs the ability to know the operations that affect the goals of an organization; to do changes to these operations and measure its efficiency and effectiveness based on the facts, knowledge and information available. Objectives The objective of this continuous improvement plan is to explain the root of the problems currently being experienced at Latino Engineering and propose long term solutions to address this setback currently at stake. It also outlines approaches and steps that should be put in to practice and possible challenges that may be experienced. Improvement techniques have been described in details so as Latino Engineering can implement them. Currently there are several ways and methods available in the market that can be implemented as a CIP but Latino should develop their own custom-made CIP. The techniques utilized in this documentation are the basic steps and practices common to several CIPs. Strategies The following basic strategies must be implemented for the continuous improvement to succeed: Leadership of senior management which has been sustained must be offered with regards to commitment, support and active attention. Organizational objectives for the continuous improvement plan (CIP) must be clearly stated. The CIP should be included as a part of the organizational business plan. Improvement advantages must be compared with the cost of the CIP development and implementation. Targets and goals which are measurable and specific should be set. Utilization of a simple methodology should be considered. CIP should rely on facts available such as data and other resources as belief of challenging the status quo. Structure of Continuous Improvement Plan This part gives a summary of how an organization can implement a structured continuous improvement plan. At many times individual improvement initiatives are more successful, organization wide technique can be used to achieve greater success so as to achieve the set objectives and standards. The diagram below gives a summary of the continuous improvement plan. Elements of CIP include establishment of organizations vision, identification of overall goals, establishment of continual improvement objectives, creation of a learning culture, selecting improvement projects, managing process improvements, review and improvement of the program. (Anderson Ackerman-Anderson, 2010). Focus on PDCA approach PDCA is the basic acronym of Plan-Do-Check-Act. This approach was developed Dr. Deming in the 1950s. the purpose of this approach was to try understand what causes products and services to fail meeting consumer or customers needs. This is exactly what is happening at Latino Engineering. Customers are starting to raise complains even though the same employees were retained. What changed was only the management. Latino is currently facing these problems: engineering equipment are failing, follow up strategies on clients have been poorly designed and developed, issue resolution takes a very long time, customer service team is non responsive, and sometimes packaging of tong equipment to clients. The question is what happened at Latino Engineering services? What happened to the employees commitment? This approach will help Latino understand wat went wrong where. (Carmen, Elisabeth, Ricardo, Javier, 2012) According to Soliman (2016), PDCA is a repetitive four-phase technique of continuously improving operations, services and products and problem resolutions. It entails categorical assessment of results, testing of the most probable solutions and implementing the one with the highest possibility of working. Lets discuss the PDCA further: This cycle will aid Latino Engineering to solve the setbacks at hand and put into practice the best solution in a swift and technical way. The following steps should be be followed in order to attain the best results: Plan The first step that Latino should do is to find out what the problem is, understand it/ them and identify the opportunity that the company want to take advantage of. In addition, utilizing the Simplex Process of six steps will aid in problem identification and guides when carrying out the activities of fining information, defining the problem, generating and evaluating ideas coming up with a plan and implementing it. The final product of this phase should be expectations if the idea was a success and problem was solved. (Bourne Bourne, 2016). After a most probable solution has been identified and has been subjected to some pilot test; this stage will aid in evaluating whether the proposes solution can attain the desired results, with minimal interruptions to the rest of companys processes. Latino can implement the solution in one department to see the impact of the program solution, that is, does it solve the problem. If not, then go back to step one and plan. Data and results should be collected to show if the change has succeeded or not. (Goksoy, 2016). Check This stage basically deals with evaluation and analysis of the outcome of the test project implementation and whether it meets the objectives set in step 1-panning. If it hasnt meet the desired outcome and objective, then go back to step one and if it has succeeded proceed to step 4. The team may try to do some modifications and repeat Do-check processes. Latino should not settle for not less than desirable results. (Hayes, 2014). This is the final stage where the solution is implemented. It should be noted that PDCA is an iterative process and has not definite start and stop. This then suggests that the enhance solution becomes the new standard as new solutions are continuously being evaluated for Latino engineering. (Kneer, 2013). In addition, PDCA is coupled with several advantages including: This approach is a powerful yet simple process of solving recurring problems in a company or business. Because it is a repetitive approach it enables the program team to evaluate several solutions until they arrive at an ideal solution. It focuses on improvement continuously no matter how small is it as long as it enhances efficiency, increases productivity and eradicates the risks of implementing it in large scale. (Carleton, 2010). However, utilizing this approach can be tedious and slows compared to straightforward approach. Thus, it may this approach might not be the best choice for dealing with an issues that requires urgent attention. It also need a lot of time and immense input form team members and gives limited room for radical creativity. (Russell, 2010). Five Stages of Change Management This is the hardest change management stages. It requires true reflection in the market, leaders and shareholders.it involves comparing the past and the present and deciding whether to redo history or change the course. This stage is normally ignored or carried out wrongly by leaders, organizations and individuals. (Page, 2010). Some of the things done in this stage include; Determining the problem- this is identifying the cause of issues involved in Latino organization like why clients are complaining. The organization should avoid investing in modification initiatives that are unburdening core root causes symptoms. When fundamental causes are impactful and conspicuous, it becomes hard to find solution for problems and symptoms. Avoid interrupting more things- In this stage actions that are likely to be taken in order to improve something that requires to be better are evaluated. Latino organization should avoid breaking things that are working along the way of implementing change. During assessment, it is important to be accountable of people, technology and processes that are working and leave them undisrupted. During the general plan of change management and mitigation, the components should receive minimal effect. The organization should be careful when fixing what is planned and avoid causing more damages. (Soliman, 2017) Organizational Strategy- Latino firms should Conduct the comparisons of the key indicators of performance to search for trends, all other variables held constant such as market conditions. The focus point should be determined whether it is people, process, or technology. The focused feedback should be developed, distributed, and analyzed at the major suspicious components of organizational strategy that requires change. The organization should consider seeking advice from outside. The evaluation and prove expectation should be clearly defined. The organization should not be conservative. The change management plan should be given a priority during budgeting and initiatives involving in-process change. If this plan is not ranked at the top that is incorporated into the budget and cost facts, it will lead to the spike of both direct and indirect expenses. (Jaca, Viles, Mateo Santos, 2012). Leadership Strategy- the root cause of the needed change should be determined. Latino organization should determine whether the conflict of the process is based on the performance of cultural objectives. This is normally the main cause of a sector of change. If possible, the organization should get response from a minimum of two layers. This could be carried out in roundtables, surveys or direct contact as one can get an expression of the whole story. Due to resistance, resources from outside are preferable in facilitating and organizing responses and evaluating sessions to receive full and unbiased view of evolving gaps either in training, process or organizational strategy. The organization should have a clear understanding on what they researching at the start and be open and willing to modify course based on the findings. (Byrne, 2012) Individual Strategy-this is an important change acknowledgement component. Latino organization should slow down in building a strategic plan and robust. Mental, spiritual, emotional and physical preparation need to be done. The organization should begin building a team and support design. It is normal to experience ups and down in this stage but focus should be maintained. Individuals in this organization should assist one another.Some of the things performed in this stage include; modifying the output of Another Change Management Plan- Latino organization should avoid modifying the change management plan results. The situation can be comforting in the short term but lead to significant risks in long term thus making the organization worse than it was before trying to change it. This is the beginning of organizational problems. The issues are quiet and slow at first and then the impacts become large and difficult to recognize. If the problem is not controlled, it can cause destructive constant confusion. The organization should structure change process keeping in mind of the possible issues while trying to perform well in the organization. (Ahmed, 2013) Organizational strategy- based on the assessments, unique areas of change, timelines and measures should be determined. Budgeting process should be carried out either through board of directors executive leadership.it should be backed up with evaluation results and objectives of change management. Continuous assessment of change environments should be performed and whether the direction change should be interfered at any point. (Medinilla, 2014). Leadership strategy- similarly as with organizational strategy, the organization should develop the case and back it up with evaluation results. Identification of the key talent to aid in change initiative and strategic staffing process should commence. The organization should begin recognizing team members that are potential positive, negative or neutral. Most leaders sometimes ignore the positive and neutral individuals and target much on the negative ones. The most destructive team members are the neutral individuals. Ownership and general support is very important to the success of change initiative. As in organizational strategy, the organization should be aware of what they are looking for and be open and willing to change way based on the results. Leaders should avoid starting programs that contradict or overrun other change initiatives therefore causing increase in costs and efforts. Before the team progress with change management plan, they should consult from their leaders whether there exist overlapping or conflicting efforts. (Poirier Houser, 2013). Individual strategy- the organization should determine whether the change feeling is extrinsic or intrinsic. If it is intrinsic, then some soul searching should be carried out. Comparison between the present and past and evaluation on the possible results in the future should be performed. If the response is extrinsic, preparation should be done before dividing in. once objective are outlined, a broad evaluation conservation is performed and feedback is gathered. If it sounds valid, share the same feedback with either colleagues, trusted family, or friends. Search and file differences and commonalities in the comments. Focus should be maintained in all processes. (Brassard Ritter, 2010). Accountability The following things discuss accountability stage in details; Role identification- every member should identify his or her role in what needs to be changed in the organization Reduced Repeated Failures- failure is experienced all over even at the level of organization. Accountability however, helps minimize these failures. Progress is made if there is a clear understanding from initiative and if lessons are learnt to avoid repetition. Success is built at the long run. Every individual in the organization should learn from mistakes and analyze what failed to work. Sometimes external component or event that was not mitigated in the past may have blocked the plan of change management. Through those mistakes mitigation can be carried out for the past issue or similar threats in general change initiative. (Aartsengel, Kurtoglu, 2013). Protecting the best and leveraging it Assess that which work well across business process, organizational strategy and training. It is important to bring forward these components because they will form the basis for the new plan. In the risk countermeasures that is being developed it if necessary to protect the good from the bad. This is an important aspect that most of the time is deliberately overlooked. (Andersen, 2007). Do Not Possess what you should Not It is crucial to understand the limits of effects and influence and where that leads for both failure and success in any improvement program, otherwise the company will find it sell having too much to possess having changed nothing but bringing more damage than solution. (Page, 2010). Awareness Assess the Drive of Purpose There comes a time when decisions driven by purpose are more reasonable, if reaction and fear forms the baseline of the general change, then the organization is having bigger problem than just change management. The organization is experiencing organizational strategy n=and cultural setbacks. (Kreitner, 2009). Align All the Levels in Your Change Management Plan The behaviors and mindsets at this stage are aligned. At this juncture humanization and demystification of change management plan takes effect and is no longer just an idea or concept. The organization is starting to change and bringing out the best of it. All the layers, that is, individual, organizational strategy and leadership are starting to gain confidence in the change management. (Charantimath, 2012). Only the organization can own it. It is important to promote the companys change program. The most important sector that should plan for in change management plan and transformation is at Intelivate. It is crucial to let people know the change the company is looking for and bring it out. Thus, the accountability of completing the change successfully will be reinforced. (Reiss, 2012). Action This is like the continuous cycle of change in the company. This stage doesnt mean you are done even upon completion of the plan. This stage acts as feedback to evaluation or assessment stage. At this stage the team should think and figure out if they are performing the correct thing, carrying it out the right purpose, if there is progress they are making in the change that is required, or do they have to take more risks to achieve what the desire. Confidence and trust to impact yourselves is built over time and this can happen even at company level. (Ramanathan, 2009). Purpose and Objectives Should Always Be Remembered. As an individual, leader or company, you should never forget the core objective and drive of purpose during the challenging times of change. This will help you during the lows and highs and make sure that companys change program doesnt fail or get postponed. Evolution of an individual, that is, a leader, organization or a person, is highly complex but is mirrored excellently by simplicity. (Anderson Ackerman-Anderson, 2010). Procedural Documentation It is important for the company to come up with and implement procedures that will clearly outline duties and roles for: getting improvement plans, prioritizing, assessing and implementing improvement plans, reporting and keeping records. (Andersen, 2007). Conclusion Latino Engineering is in a competitive business thus in my personal opinion requires to utilize all the manpower and other resources like expertise and knowledge it has to remain competitive in the market and among its clients. I believe continuous improvement initiative at Latino will give procedures on how every employee and stakeholders can play so as to improve the business and forge it forward. Working as a team to address the problems currently being experienced at Latino is very crucial as it will enhance sharing of ideas and skills. According to me employee skills can help grow the company and also facilitates people to take responsibility and increase their personal satisfaction. Developing new products may bring about risks like investing money, time and resources to new services, equipment and technologies. I conclude by stating that continuous improvement initiative will help Latino Engineering meet the needs of its clients and enhance their satisfaction and while addressing these requirements and issues, more business opportunies will open up for the company. Therefore, I recommend to Latino Engineering to implementing this continuous improvement plan as a long-term initiative so help the company as a long-term strategy and in return win back customer trust and outdo its competitors and expand its market share. Reference List AARTSENGEL, A. V., KURTOGLU, S. (2013).Handbook on continuous improvement transformation: the lean Six Sigma framework and systematic methodology for implementation. Berlin, Springer. https://public.eblib.com/choice/publicfullrecord.aspx?p=1106183. AHMED, M.H. (2013) Lean Transformation Guidance: Why Organizations Fail to Achieve and Sustain Excellence through Lean Improvement. International Journal of Lean Thinking, 4, 31-40. https://thinkinglean.com/img/files/PAPER_4(2).pdf ANDERSEN, B. (2007).Business process improvement toolbox. Milwaukee, Wis, ASQ Quality Press. ANDERSON, D., ACKERMAN-ANDERSON, L. S. (2010).Beyond change management: how to achieve breakthrough results through conscious change leadership. San Francisso, Pfeiffer. https://www.books24x7.com/marc.asp?bookid=41035. BOURNE, M., BOURNE, P. (2016).Change management in a week. London : John Murray Learning. BRASSARD, M., RITTER, D. (2010).The memory jogger 2: tools for continuous improvement and effective planning. Salem, N.H., GOAL/QPC. BYRNE, A. (2012) The Lean Turnaround: How Business Leaders Use Lean Principles to Create Value and Transform Their Company. McGraw-Hill, New York. CARLETON, R. (2010).Implementation and management of performance improvement plans: emphasizing group and organizational interventions. Amherst, Mass, HRD Press. https://site.ebrary.com/id/10379769. CARMEN,ELISABETH,RICARDO JAVIER, (2012) "Components of sustainable improvement systems: theory and practice",The TQM Journal, Vol. 24 Issue: 2, pp.142-154,https://doi.org/10.1108/17542731211215080 CHARANTIMATH, P. M. (2012).Total quality management. Delhi, Pearson.