Download Citation on ResearchGate | On Dec 1, , John Shook and others published How to change a culture: Lessons from NUMMI }. Manageris recommande l’article How to Change a Culture: Lessons from NUMMI , MIT Sloan Management Review, 1 Jan Examining how this transformation took place provides insight into corporate- culture change and lean manufacturing. The most important and.

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Learning for Change: the NUMMI Experience

That really is all there can be said on it. Employee relations was improved with open door policies, direct communication, continuing education programs, and peer mentoring. Read the Full Article: How to change a culture: Skip to toolbar Sites at Penn State. As a result, employee behavior dramatically improved, and NUMMI — nearly over night in the business world — because the greatest success GM, and American auto manufacturers, ever saw.

Leaders need to keep up with scientific, technological, economic, and industrial changes Moran et al, Here again, GM learned from Toyota as new management practices were introduced. Krafcik experienced the […]. Why was the joint venture attempted? Very often, they were missing nuts, bolts, weld tacks, windows and windshields, tires, even engines! The answer may not even be within the same culture. Video retrieved from https: You must be logged in to post a comment. You must sign in to post a comment.

So How to change a culture lessons from nummi decided ot read up on it. Global leaders learning from others and change.


But the most disastrous aspect of the GM production process was the typical American way of thinking about manufacturing and production back then. A Toyota in Japan, nujmi time a problem was encountered with a vehicle while on the line, if it could not be fixed within a given number of seconds or so, a long red cord was pulled by the line operator or team member; the line was how to change a culture lessons from nummi halted as a result.

Workers never showed up on time, lesxons would literally get drunk on the job, workers actually threw their empty liquor bottles into the door frames of cars! Almost all themes realated with quality need a thinking change.

Shook explained how the new training plan was implemented and started a complete turn-around of the Fremont plant employees Shook, Indeed, many of the same employees that worked at old plants who had disciplinary problems were also going to start working at NUMMI.

This is a summary of the full article.

How to Change a Culture: Lessons From NUMMI

The answer may not be within the organization. Apparently, is simple, but is very complex and difficult issue. GM was dumbfounded… they instantly realized their way of thinking about production was wrong, and came back to NUMMI armed for success.

While this stopped production from continuing, the team was rrom to address the problem right then and there, and after the problem was fixed, the lone restarted, the end result was a finished product at the end of the line FREE of problems, issues, and missing parts. Toyota hired me in late to work on the Toyota side of its new venture with GM.

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This example shows the power of learning from others with a different perspective and welcoming change that can make all the difference. To enjoy the full article sign increate an accountor buy this article.

Learning for Change: the NUMMI Experience

Global leadership strategies for cross-cultural business success 8th ed. Global leaders must consider the contributions of other cultures as a way to further their organization and effectively move with the flow of change.

For example, some aspects of Japanese management may meld well with American management, while llessons practices from each culture do not work well in the other culture Moran et al, cuoture Image courtesy of Flickr user smi23le.

The key is removing the fear or reservation of looking at differences as opportunity. Fix those cars out in the back lot, but the line keeps moving! This is a universal method of learning. As a result, thousands of cars would end up at the end of the production line in pieces!