Essay on Business Psychology

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Week One Assignment
Testing a Theory
PSY/211
April 8, 2011

In my profession, theories are constantly brainstormed and are key ingredients of Quality and Efficiency design. Along with the chosen theory must come a vast majority of collection of data in order to measure, analyze, conduct experiments, and prove whether your theory was correct or not and why? One example I choose to explain when I tested a theory was 4 years ago on assignment with Panasonic Corporation. Their manufacturing, supply-chain and quality processes although well designed still had variation the previous quarters as their KPI’s (Key Performance Indicators) and KBM’s (Key Business Metrics) reflected. The first three to four weeks were spent observing the processes visually, gathering data and measuring them in order to see if possibly the KPI’s and KBM’s that Panasonic had currently were accurate or not. Our metrics and charts matched theirs so it was not a measurement failure. Next areas to look for are if resources were being utilized appropriately and this is where my theory came about. Based on previous experiences and projects I noticed that personnel many times apply techniques and tools based mainly on repetition and habit without really comprehending the beneficial impacts. I specialize on Lean and Six-Sigma methodologies and tools. Even though top global companies use and promote these tools to implement in their culture, they do not always sustain. One reason they may not sustain in a company culture is because they lose belief in it as a result of them failing at it. Me and my team gathered around the theory that the company needed to see an impact, a gain. I had done this before, it worked very well so I suggested starting with one department at a time. This was a theory explained to Panasonic so they would support it and not fear us deviating away from what they had initially asked us to do. Smaller projects aimed at departments and not so much site related was deployed. A concept behind the theory was that other departments would see how the group positively was affected by learning and applying a Lean Six-Sigma culture. After one month the chosen department we worked with first was much happier than before as a result of what seemed less work for them to do which was not the case. They merely just now had new IT solutions that converted manual processes into automated ones along with a more positive team dynamic presence. The team now had a sense of ownership in their work which showed with pride as opposed to just being another employee of many as they felt like before. Soon after, other departments gained interest and wanted to learn how they can make their work life more
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