On the model-based introduction of new organizational processes in an industrial system [Elektronische Ressource] / Markus Hoppe

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• Management

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• Publié par: technische_universitat_munchen
• Publié le: 01 janvier 2007
• Nombre de lectures: 14
• Langue: English
• Poids de l'ouvrage: 2 Mo

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Technische Universität München
Lehrstuhl für Raumfahrttechnik
On the Model-based Introduction of New Organizational
Processes in an Industrial System
Dipl.-Ing. (Univ.) Markus Hoppe
Vollständiger Abdruck der von der Fakultät für Maschinenwesen
der Technischen Universität München
zur Erlangung des akademischen Grades eines
Doktor-Ingenieurs
genehmigten Dissertation.
Vorsitzender: Univ.-Prof. Dr. rer. nat. U. Walter
Prüfer der Dissertation: 1. Univ.-Prof. Dr.-Ing. E. Igenbergs (i. R.)
2. Univ.-Prof. Dr.-Ing. B. Heißing
Die Dissertation wurde am 12.01.2006 bei der Technischen Universität München eingereicht
und durch die Fakultät für Maschinenwesen am 27.02.2007 angenommen.Meiner FamilieABSTRACT
Due to the increasing pressure on companies to change, the introduction of new processes in
product development is required. Although studies show that the majority of change projects
fail, often because of a lack of planning, no approach for determining what should be done
(and when should it be done) to introduce the processes can be found in literature.
Thus, the objective of the present dissertation is to provide an approach for defining the
1optimal introduction procedure for a new concept , while considering all relevant boundary
conditions. Since the boundary conditions and the systems to be considered (strategy, people,
process, and organization) have complex relationships, a formal approach is necessary. This
formal approach is the Introduction Procedure Model, which enables the user to optimize the
transition from the current process state (initial state), i.e. before the concept introduction, to
the intended process state (target state), i.e. after the concept introduction.
The concept introduction can be considered as a decision process. After the problem
definition, the different alternatives for the introduction are modeled. Concurrently, an
objective system has to be defined, which is the basis for assessing the identified alternatives.
Finally, on the basis of the assessment a decision can be taken. It is not the intention of the
defined quantitative model to substitute this decision process, but in fact the Introduction
Procedure Model supports the decision process in the areas modeling, definition of the
objective system, and assessment.
For the modeling, an information flow perspective is applied. The criteria stability,
modularity, and practical constraints determine the possible introduction procedures. To
evaluate the performance of a concept introduction procedure, the aspects cost, duration, and
quality are applied. Introduction quality is defined as consisting of the aspects performance
sustainment, introduction speed, company operability, introduction acceptance, and concept
benefit. Finally, to derive a quantitative assessment system, axioms and according metrics are
defined and attributed to the objectives of the concept introduction. With this relation between
the axioms and the objectives, an assessment system for the concept introduction in a
company is established.
To proof its applicability, the Introduction Procedure Model was verified in a case study with
Tetra Pak Carton Ambient, a system developer in the liquid food packaging industry.
Since the phase schemes and procedures of the implementation process from literature only
provide a high-level view on the implementation procedure, a process model of the
implementation was developed. This Introduction Process Model describes the activities that
should be conducted, the products that should be produced by the individual activities in the
process (outputs), and the inputs that are used by these activities to produce those outputs.
Moreover, an approach for tailoring this generic Implementation Process Model to the
project-specific needs is presented.
Although personnel-related implementation activities (information, motivation, and
qualification) are widely treated in literature, they are only treated qualitatively. Therefore, a
quantitative approach (Personnel-Related Activity Model) was defined to support determining
the right strategy for information, motivation, and qualification of the personnel. Its main
1 Since the present dissertation deals with method and process implementation in companies, the relevant
characteristics of a new process or method to be introduced are its elements (activities), relations, and the
responsibilities. From this high-level point of view, there is no difference between method and process.
Therefore, the term concept is used throughout the present dissertation, comprising method and process.objective is to determine the cost-value-ratio of the personnel-related implementation
activities and thus to allow an optimization of cost versus effects.
Each of the developed models (i.e. the Introduction Procedure Model, Implementation
Process Model, and Personnel-Related Activity Model) provides a different view on the
implementation process. The (joint) application of these models can yield significant benefits
and savings.CONTENT
1 Introduction ........................................................................................................1
1.1 Problem Description ............................................................................................................................... 1
1.2 Scope of this Dissertation........................................................................................................................ 6
1.3 Dissertation Objective............................................................................................................................. 9
1.3.1 Objective Description........................................................................................................................... 9
1.3.2 Method Definition .............................................................................................................................. 11
1.3.3 Summary ............................................................................................................................................ 12
1.4 Definition and Classification of Implementation................................................................................ 12
1.5 Difference between Strategy, Process, and Method ........................................................................... 21
1.6 Synopsis.................................................................................................................................................. 22
2 Process Model of the Implementation............................................................25
2.1 Phases and Procedure of the Implementation .................................................................................... 25
2.2 The Implementation Process Model .................................................................................................... 38
2.3 Tailoring of the Implementation Process Model ................................................................................ 47
2.3.1 Tailoring Parameters .......................................................................................................................... 48
2.3.2 Tailoring Heuristics............................................................................................................................ 51
2.3.3 Summary ............................................................................................................................................ 58
2.4 Synopsis.................................................................................................................................................. 58
3 Quantitative Model of Personnel-related Implementation Activities ...........60
3.1 Model Elements ..................................................................................................................................... 62
3.2 Qualitative Relationships...................................................................................................................... 66
3.3 Quantitative Relationships ................................................................................................................... 72
3.3.1 Information......................................................................................................................................... 72
3.3.2 Calculation Example for an Information Strategy.............................................................................. 73
3.3.3 Qualification....................................................................................................................................... 76
3.3.4 Motivation .......................................................................................................................................... 77
3.3.5 Calculation Example for a Motivation Strategy ................................................................................. 79
3.3.6 Summary ............................................................................................................................................ 81
3.4 Synopsis.................................................................................................................................................. 82
4 Quantitative Model of the Introduction Procedure........................................84
4.1 Model Objectives and Structure ..........................................