Quality Culture, Basic Statistical Tools

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Session V Quality Culture, Basic Statistical Tools
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Creating a Quality Culture

• Applying the lessons of Organizational Behavior
• Individual Level (Micro OB)
• Group Level (Macro OB)
• Theories of Leadership

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Individual-Level Human Factors

• General Human Characteristics
• Theories of Motivation
• Content Theories
• Process Theories
• Individual Differences

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General Human Characteristics Content Theories
of Motivation

• Maslows Hierarchy
• Self-Actualization
• Esteem
• Relatedness
• Security
• Physiological
• Herzbergs Two Factor Theory
• Motivators
• Hygiene Factors

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General Human Characteristics Process Theories
of Motivation

• Classical Conditioning
• The Worker as Pavlovs dog
• Operant Conditioning
• Behavior is Shaped by its Consequences (Skinner,
  1953)
• Reinforcement Contingencies
• Positive reinforcement
• Extinction
• Negative reinforcement
• Punishment
• Schedules of Reinforcement

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Individual Differences

• McClellands Three-Factor Theory
• Need for Achievement
• Need for Power
• Need for Affiliation
• Myers Briggs
• Extraversion vs. Introversion
• Sensing vs. Intuiting
• Thinking vs. Feeling
• Judging vs. Perceiving

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Individual Differences The Big Five
The development of the five factor model Tupes
and Christal (1961), Norman (1963), Goldberg
(1990) A Dissenting View Block (1995) The
development of the instrument used (the NEO Five
Factor Inventory, or NEO-FFI) Costa and McCrae
(1992), McCrae and Costa (1992) The validity of
the five factor model for predicting work
performance Mount, Barrick, and Strauss (1994),
Barrick (1991), Barrick (1993), Dollinger and Orf
(1991) Legal and Moral Issues Sackett (1994)
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Macro Theories McGregor

• Theory X
• human beings dislike work will avoid it if
  possible
• people must be controlled and threatened
• people dislike responsibility and desire security
  above everything
• Theory Y
• physical and mental effort in work is as natural
  as play or rest
• people will direct themselves if committed to the
  aims of the organization.
• job satisfaction leads to commitment to the
  organization
• people learn to accept and seek responsibility
• under the conditions of modern industrial life,
  the intellectual potentialities of average
  workers are only partially utilized

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Macro Theories Burns and Stalker

• Organizations in stable environments tend to be
  mechanistic
• formal rules and procedures
• decisions reached at higher levels
• narrow spans of control
• Organizations in dynamic environments are more
  organic
• less attention to formal procedures
• more decision making at lower levels
• wide spans of control

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Job Characteristics Model
Job Characteristics
Psychological States
Outcomes
Skill Variety Task Identity Task Significance
Meaningfulness
Intrinsic Job Motivation Work Satisfaction High
Quality Output Low Absenteeism
Autonomy
Felt Responsibility
Feedback
Knowledge of Results
Growth Need Strength Satisfaction with Hygiene
Factors Organization Culture
Source Hackman Oldham (1976) Burns Stalker
(1961) Herzberg (1966) Hackman Oldham
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Theories of Leadership

• Traits Model
• Situational Leadership
• structural properties of the organization
• organizational climate
• role characteristics
• subordinate characteristics
• Two Dimensions
• initiating structures (concern for organizational
  tasks, goal achievement )
• consideration (concern for individuals and
  interpersonal relations, group maintenance )

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Basic Statistical Tools

• Descriptive Statistics
• Central Tendency
• Dispersion
• Association
• Graphical Tools
• Frequency Distribution, Histogram
• Box Plot
• Run Chart, Time Series
• Scatter Diagram
• Theoretical Probability Distributions
• Normal, Students T
• Exponential
• Poisson
• Weibull
• Binomial

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Descriptive Statistics Central Tendency
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Descriptive Statistics Dispersion
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Descriptive Statistics Dispersion
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Descriptive Statistics Association
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Manufacturing Scenario

• Aluminum castings
• Important factor Hardness
• Measured with Brinell units
• Possibly affected by
• Machine and/or Operator
• Chemistry (Iron, Zinc, Manganese)
• Physics (Pressure, Temperature)
• Minimum acceptable hardness is 70 HB

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Frequency Distribution for discrete
variables Histogram for continuous variables
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Box Plot
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Run Chart, Time Series
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Scatter Diagram
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Normal Distribution
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Normal Distribution

• Goes from -8 to 8
• Symmetrical
• Not affected by sample size
• Describes many natural processes

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Normal Distribution
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Normal Distribution
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Students T Distribution

• Similar to Normal
• Affected by sample size (degrees of freedom)
• Used when the variance is not known with
  certainty (i.e. always)

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Students T Distribution
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Students T Distribution
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Students T Distribution
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Normal and T Distributions

• Important because of the Central Limit Theorem
• Basis of many hypothesis testing and estimation
  procedures

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Exponential Distribution
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Exponential Distribution

• Important because of its mathematical simplicity
  (memoryless property)
• Basis of many queueing models (i.e. times between
  customer arrivals)
• Sometimes used in reliability analysis (i.e.
  times between failures)

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Exponential Distribution
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Poisson Distribution
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Poisson Distribution

• Comes from from the exponential distribution If
  the time between events in exponential, then the
  number of events in a specified time period is
  Poisson
• Can only be integers at least zero
• Derived by Siméon-Denis Poisson (1781-1840)

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Poisson Distribution
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Weibull Distribution
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Weibull Distribution

• Basis of many reliability models (i.e. times
  between failures)
• Derived by Wallodi Weibull, Swedish engineer and
  mathematician

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Weibull Distribution
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Binomial Distribution
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Binomial Distribution

• Calculates the probability of X successes out
  of n independent trials, where each trial has p
  probability of success
• Useful for some reliability models and models of
  customer behavior

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Binomial Distribution
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