Saturday, May 5, 2012
Saturday, April 28, 2012
Thursday, April 19, 2012
Old Seven and Seven New Quality Tools
The Seven Basic Tools
of Quality
These
are the “must” list for SPC programs. Anyone installing and using an SPC program
will use most of these seven tools.
1. Flowcharts –
A pictorial (graphical) representation of the process flow – showing the
process inputs, activities, and outputs in the order in which they occur.
2. Checksheets – A list of
items inspected (checked). The list is usually organized in a standardized
format designed to facilitate information gathering and, later, quantitative
analysis. It also assures that different people will collect required information
in the same way.
3. Histograms
– A graphical
summary of variation in a set of data. A pictorial means of organizing, summarizing,
analyzing, and displaying data.
4. ParetoAnalysis – Uses a
specially organized histogram (the Pareto chart) to provide a picture that
instantly identifies those problem of greatest concern – those problems that should
be addressed first.
5. Cause and effect diagram –
As the name implies, this tool is just a tool of causes and effects diagrammed
to show the interrelationships. The diagram is a form of tree diagram on its
side so that it looks like a fishbone. It is also called Ishikawa diagram after
the man who invented it.
6. Scatter
diagram –
Cartesian coordinate type (X,Y graphs) that illustrate cause and effect
relationships between two types of data.
7. Control
Charts – Graphs of
one or more important characteristics of a product. They are statistical techniques
to analyze the process, and to provide information for correction and
improvement of the process, and thus the products produced on that process.
Seven new quality tools
1. Affinity diagrams –
The affinity diagram is a visual tool that allows an individual or a team to
group a large number of ideas, issues, observations or items into categories
for further analysis. The tool groups the ideas in a way that allows those with
natural relationships or relevance to be placed together in the same group or
category.
2. Arrow Diagrams -
The arrow diagram—also known as activity diagram, network diagram, activity chart,
node diagram or critical path method chart—is used to illustrate the order of
activities of a process or project. Makes use of program evaluation review
technique (PERT) and the critical path method (CPM)
3. Matrix diagram –
Analysis relations between two different factors. Also used in developing
customer requirements into design requirements, then into vendor or purchasing
requirements, and then into production requirements (In this form it is also
called as Quality Function Deployment – QFD - Diagram)
4. Matrix Data analysis diagram – Applies quantitative analysis
to the matrix diagram.
5. Process decision program chart (PDPC) – Used to guide the
implementation process. It organizes each possible chain of events in a complex
plan so that all possible events are identified and planned. For instance, anything that can possibly can
go wrong will be identified, and a plan, and resources, already formulated in
case any of these problem occur.
6. Relations Diagram –
(Also called the interrelationship diagram). Analyses the interrelationships of
complex systems, i.e., which portions of the system relate to which other portions,
and how and to what extent.
7. Tree Diagram - A tree diagram allows you to
detail a conceptual or high level goal into more operational tasks to achieve
the desired result. The tree diagram starts with one item that branch into two
or more branches, each of which branches into two or more, and so on.
Reference used : Book " Statistical Process Control" By Leonard A. Doty
ASQ Quality Progress Magazine April 2012 edition
Wednesday, April 11, 2012
Effective management support strategies
Strategy #1: Transform the formal organization and the organizations culture
By far the best solution to the problems posed by organizational roadblock is to transform the organization to one where these roadblocks no longer exist. As discussed earlier, this process can't be implemented by decree. As the leader helps project teams succeed, he will learn about the need for transformation. Using his persuasive powers the leader-champion can undertake the exciting challenge of creating a culture that embraces change instead of fighting it.
Strategy #2: Mentoring
In Greek mythology, Mentor was an elderly man, the trusted counselor of Odysseus, and the guardian and teacher of his son Telemachus. Today the term, "mentor" is still used to describe a wise and trusted counselor or teacher. When this person occupies an important position in the organization's hierarchy, he or she can be a powerful force for eliminating roadblocks.
Modern organizations are complex and confusing. It is often difficult to determine just where one must go to solve a problem or obtain a needed resource. The mentor can help guide the project manager through this maze by clarifying lines of authority. At the same time, the mentor's senior position enables him to see the implications of complexity and to work to eliminate unnecessary rules and procedures.
Strategy #3: Identify informal leaders and enlist their support
Because of their experience, mentors often know that the person whose support the project really needs is not the one occupying the relevant box on the organization chart. The mentor can direct the project leader to the person whose opinion really has influence. For example, a project may need the approval of, say, the vice-president of engineering. The engineering VP may be balking because his senior metallurgist hasn't endorsed the project.
Strategy #4: Find legitimate ways around people, procedures, resource constraints and other roadblocks
It may be possible to get approvals or resources through means not known to the project manager. Perhaps a minor change in the project plan can bypass a cumbersome procedure entirely. For example, adding an engineer to the team might automatically place the authority to approve process experiments within the team rather than in the hands of the engineering department.
Read : Ineffective management support strategies
Ineffective management support strategies
Strategy #1: Command people to act as you wish
With this approach the senior leadership simply commands people to act as the leaders wish. The implication is that those who do not comply will be subjected to disciplinary action. People in less senior levels of an organization often have an inflated view of the value of raw power. The truth is that even senior leaders have limited power to rule by decree. Human beings by their nature tend to act according to their own best judgment. Thankfully, commanding that they do otherwise usually has little effect. The result of invoking authority is that the decision-maker must constantly try to divine what the leader wants them to do in a particular situation.
This leads to stagnation and confusion as everyone waits on the leader. Another problem with commanding as a form of "leadership" is the simple communication problem. Under the best of circumstances people will often simply misinterpret the leadership's commands.
Strategy #2: Change the rules by decree
When rules are changed by decree the result is again confusion. What are the rules today? What will they be tomorrow? This leads again to stagnation because people don't have the ability to plan for the future. Although rules make it difficult to change, they also provide stability and structure that may serve some useful purpose. Arbitrarily changing the rules based on force (which is what "authority" comes down to) instead of a set of guiding principles does more harm than good.
Strategy #3: Authorize circumventing of the rules
Here the rules are allowed to stand, but exceptions are made for the leader's "pet projects." The result is general disrespect for and disregard of the rules, and resentment of the people who are allowed to violate rules that bind everyone else. An improvement is to develop a formal method for circumventing the rules, e.g., deviation request procedures. While this is less arbitrary, it adds another layer of complexity and still doesn't change the rules that are making change difficult in the first place.
Strategy #4: Redirect resources to the project
Leaders may also use their command authority to redirect resources to the project. A better way is to develop a fair and easily understood system to assure that projects of strategic importance are adequately funded as a matter of policy.
Read : Effective management support strategies
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