A Tool to Support Conceptual Change: Identifying Methods to Ensure Employee Satisfaction Along Lean Implementation Public Deposited

http://ir.library.oregonstate.edu/concern/graduate_thesis_or_dissertations/7m01br546

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  • To address several challenges faced in healthcare, the Triple Aim (3A) was targeted by institutions to improve health outcomes and patient experience while reducing the costs of health. Process improvement techniques in manufacturing, such as Lean systems, were applied as tools to achieve the 3A framework. Unfortunately, the high level of employee burnout in healthcare, and the incorrect application of process improvement tools inhibited the good performance of the 3A. Accordingly, only ten percent or fewer of companies attempting to implement Lean achieved their goals. Most of these attempts failed because the organizations were unable to change their organizational culture. Companies have focused on macro level tools to implement Lean culture, forgetting the individual perceptions often required to instill a continuous improvement mindset. Satisfied employees have a positive perception of their work environment, which ensures their commitment, innovation, and performance. Likewise, employees are satisfied when they share values and beliefs with the organizational culture. Mirdad, Hille and Melamed (2015) proposed conceptual change model as a framework to improve successful employee transition to a Lean mindset. However, there are insufficient tools to prepare and monitor the effect of the conceptual change process on employee expectations at work. The objective of the study was to help healthcare organizations sustain improvements once made, by providing tools to assess employee perceptions along the conceptual change process. A customer relationship tool and an organizational survey were adapted to assess the Lean environment from employee perspectives. Pilot studies were used to validate both surveys. Furthermore, this work provided tools to identify the specific aspects of organizational culture and work environments that affect employee satisfaction. The two surveys are recommended as tools to support different stages of the conceptual change model proposed by Mirdad, Hille and Melamed (2015). These tools could help trainers adapt the conceptual change process to the organization characteristics.
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  • description.provenance : Submitted by Paola Grijalva Merino (grijalvp@oregonstate.edu) on 2017-06-22T16:19:02ZNo. of bitstreams: 2license_rdf: 1527 bytes, checksum: d4743a92da3ca4b8c256fdf0d7f7680f (MD5)GrijalvaPaola2017.pdf: 4851873 bytes, checksum: 96dafbd7f3e714f8881e2c3f3bcb10cb (MD5)
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  • description.provenance : Approved for entry into archive by Julie Kurtz(julie.kurtz@oregonstate.edu) on 2017-06-27T20:45:22Z (GMT) No. of bitstreams: 2license_rdf: 1527 bytes, checksum: d4743a92da3ca4b8c256fdf0d7f7680f (MD5)GrijalvaPaola2017.pdf: 4851873 bytes, checksum: 96dafbd7f3e714f8881e2c3f3bcb10cb (MD5)
  • description.provenance : Made available in DSpace on 2017-06-27T21:08:43Z (GMT). No. of bitstreams: 2license_rdf: 1527 bytes, checksum: d4743a92da3ca4b8c256fdf0d7f7680f (MD5)GrijalvaPaola2017.pdf: 4851873 bytes, checksum: 96dafbd7f3e714f8881e2c3f3bcb10cb (MD5) Previous issue date: 2017-05-18
  • description.provenance : Rejected by Julie Kurtz(julie.kurtz@oregonstate.edu), reason: Hi Paola,Rejecting because there is a misspelled word. LIST OF APPENDICES shows "APPENDIXES.Also bolding is not permitted in the pretext pages so remove all the bolding in the Table of Contents. LIST OF FIGURES, comes before LIST OF TABLES and for each subsequent pages add after the heading (Continued)I will also email you these changes.Everything else looks good. Once revised, log back into ScholarsArchive and go to the upload page. Replace the attached file with the revised PDF and resubmit.Thanks,Julie on 2017-06-21T23:26:26Z (GMT)

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