W20_LUCKY_Addressing Incessant Compressor Package Failures using Force Field Analysis

W20_LUCKY_Addressing Incessant Compressor Package Failures using Force Field Analysis

1.      Problem Recognition

In recent times, there has been an incessant failure of the compressor packages at one of our plants. This submission is being prepared to address the human factor aspect of this failure at this time.

2.      Problem Definition

Why is there a lack of predictive maintenance culture at this plant?  Will change management going to work at this plant?

a.      Assumptions

There are no assumptions to begin with. We will attempt to use Force Field Analysis technique that is widely used in change management and process improvement circles.

3.      Feasible Alternatives

Feasible alternatives include:

A.    Address the human factor concerns

B.     Do not address the human factor concerns

 

 

4.      Development of outcomes  for each alternative

The problem solving tool to be adopted is the Force Field Analysis Technique.

5.      Selection Criteria

There is a need to institute a change management to imbibe a high predictive maintenance culture.

The selection criteria are all factors that can be classified as human factors under restraining forces in the figure 1.

6.      Analysis and Comparison of the alternatives

Alternative B is not acceptable in the resolution of this problem.

Alternative A is the plausible alternative requiring further examination.

The factors that can be classified as directly linked to the human are as follows:

1. Service personnel ability to use AccPac service manager software – this factor relates to the service personnel, and as such falls under the human factor concern

2. Service personnel willingness to change – this factor is a human factor concern

3. Willingness to change –this factor is human factor concern

4. Technical know- how of service personnel – this factor is inherent in the human concerned

5. Work attitude of service personnel – this factor, too, is a human factor concern.

The following factors have been classified as not directly linked to the human factor:

1. History of past failures – this factor is not considered directly related to the service personnel even though the service personnel may have contributed to the making of the history.

 

2. Availability of relevant OEM manuals – this factor is considered an aftermath of the service personnel or his manager’s inaction or otherwise and as such considered not directly linked to the human factor.

 

3. Access to technical knowledge data base – this factor could be institutional although ultimately linked to the system set up by the organization. However, it not considered directly linked to the human factor as proposed in this submission.

 

4. Lack of Expat trainer – This is considered a system’s issue although ultimately comes down to the personnel at the home office whose responsibility it to set this up

 

5. Inadequate training – This factor is considered systemic as against being directly related to the human factor.

 

7.      Selection of preferred alternative

The need to institute a change management culture that would encourage a predictive maintenance culture is seen from the total score of 33 of the driving forces as against the total score of 25 of restraining forces (See figure1).

The following are the selected factors under the selected human factor alternative that requires immediate attention to address the incessant compressor packages outages:

1. Service personnel ability to use AccPac service manager software – teach the personnel - experiential learning – to use the AccPac service manager software.

2. Service personnel willingness to change – Embark on change management induction for all service personnel

3. Willingness to change – Embark on change management induction for all service personnel

 

4. Technical know- how of service personnel – teach the personnel - experiential learning – on the technical aspects as required.

5. Work attitude of service personnel – Embark on change management induction for all service personnel

 

8.      Performance monitoring and post evaluation of results

The effect of the prescribed solutions to the identified human factors will be closely monitored in going forward. The purpose is to quickly build on the positive effects once recognized and to make changes to those solutions yielding undesirable effects soon enough.

 

 

 

Reference

1.      Brassard, M.  & Rither, D. (2010).Force Field Analysis (pp. 86 -90). The Memory Jogger 2: Tools for Continuous Improvement and Effective Planning (2^nd edition). US: Goal/QPC.

2.      Force Field Analysis - Kurt Lewin. Retrieved from http://www.change-management-coach.com/force-field-analysis.html

3.      Force Field Analysis: Analyzing the Pressures For and Against Change.  Retrieved from http://www.mindtools.com/pages/article/newTED_06.htm