Continuous improvement does not refer to setting a high standard of performance for the employees of an organization all of a sudden but rather it is a systematic way about finding more improved ways to enhance the overall performance of the people (Goetsch & Davis, 2014). Continuous improvement is to come across that specific rhythm in the flow of work that works exactly for the chosen organization’s present work environment and set the mindset of the employees accordingly by some organized steps designed to accomplish things in better ways.
Analysis of Continuous Improvement
In order to support continuous improvement, persons in leadership positions in the organizations consistently strive to eliminate problems and discover processes to advance their present work performance (Dale, 2015). Usually they accomplish it by introducing minor alterations in the workflow and avoiding implementation of any large-scale changes overnight. These are done by involving project teams to act in favor of reducing defects, eradicating activities that attach no value in the work performance and improving customer satisfaction. Continuous improvement offers best result when interest is formed on team level and group’s achievement matters more than individual employee’s goal. Either this practice can be analyzed as a formal one or it can be an informal range of guidelines since every organization has its own way to supervise things (Fullan, 2014).
Developing the Idea of Continuous Development
Continuous development involves incremental and innovative schemes that aim to structure best practices in the organization. To implement the idea of continuous development it is very essential to build up an appropriate culture in the first place (Francis & Mazany, 2013). Next, the organization should attempt to implement those specific practices, which are likely to present with long-term effects in the work culture of the company (Alvesson & Sveningsson, 2015). The aim of the organizations in order to deploy continuous improvement practice should be to introduce small but fundamental changes to achieve sustainable results. Now while traditional approaches are becoming ineffective, real and transformational changes occur when some disruptive shift in the organizational culture is brought in (Goetsch & Davis, 2014). This groundbreaking cultural shift causes efforts of continuous improvement as well as renders some of the traditional approaches with new outlook at the same time.
For the leaders, it is very important to have a vision beforehand about how his organization would look like after the strategies of continuous development are implemented completely (Oropesa et al. 2016). The leaders may adopt ideas like standard work, visual controls, reporting, automation in procedure and the like to achieve success in this context.
Plans and Implementation of Plans
The organizations that intend to practice continuous improvement in their culture have predesigned plans. The possible plans for practicing this are as follows:
- Steady Improvement Plan: This plan requires thinking on management’s part in three steps measure, progress and repeat (Singh & Singh, 2015).
- Measure: This step refers to the metric that quantify the existing problems within the organization. Unless the crisis of the company is properly identified, the elimination process will not be initiated.
- Progress: The principal theme of the practice of continuous improvement is progress. In any circumstance, the organizations must achieve progress in their work performance.
- Repeat:If the plans of implementing continuous improvement become a successful effort, the organization must repeat them unless the environmental condition is changed (Hegade, Rajkumar & Murthy, 2017).
- Open Interactions: The employees should share their progress report and achievements with everyone as well as their managers. By embracing a transparent approach towards work, the leaders can encourage their subordinates to share their ideas and take part in all of the assignments actively (Milner et al. 2016). Scope of informal conversation and face-to-face communication will also help in acquiring suggestions about continuous improvement practice. An ongoing interaction process where everyone contribute their opinions and findings about the organization’s work performance. This is how the company is likely to enhance its effectiveness and efficiency meeting both external and internal requirements (McFadden, Stock & Gowen III, 2015).
- Improving the Workplace Environment: The employers must ensure that the environmental condition of the workplace is in favor of the people so as to they can thrive at their jobs. It is the duty of the leaders to guarantee that everyone in the organization is accounted with specific responsibilities and commitments. The employees should have the opportunity to define their own issues and bring out solutions on their own to improve continuously (Dale, 2015).
- Identify the Motivation Factor: Improvement in workplace stems out of motivation. Hence, it is very important to identify what factor motivates people the most. This identification will increase the performance dramatically (Alvesson & Sveningsson, 2015).
These plans, when implemented in successive stages are sure to bring about change in the organization’s work culture and help the company to improve continually.
Portfolio of Continuous Improvement Activities
The organization Aboriginal Medical Services Alliance Northern Territory is a non-government health care organization working to recover the poor health conditions of the aboriginals in Northern Territory ("Aboriginal Medical Services Alliance Northern Territory", 2017). Now, to practice continuous improvement is very essential in this kind of organization so that more aboriginals can avail the medical benefits. The development plans practiced in this organization were:
- The existing work performance was measured and scrutinized; deficiencies were evaluated and identified means of improvement by eradicating these. Instead of administering the health conditions of the aboriginals, which was taking much time and effort, it was decided that self-determination would be promoted among the indigenous people ("Aboriginal Medical Services Alliance Northern Territory", 2017).
- Indigenous people were encouraged to establish their own medical services.
- Indigenous people were given confidence to join the forums, conferences and seminars to represent their community.
The outcomes of these new introduced activities were positive. Self-determination in the aboriginals taught them to take care of their own heath ("Aboriginal Medical Services Alliance Northern Territory", 2017). On the other hand, instead of being dependent on the external health care services, the establishment of the medical centers by aboriginals themselves reduced the unavailability of medical services in Northern Territory region. In addition, it was necessary for the indigenous people to come out and voice their views so that the government or NGOs can have a comprehensive idea about their issues. Their participation in forums, seminars and conferences opened new dimensions of improvement in the said organization.
Continuous improvement is a much-desired practice in every organization and it is favorable for the organization’s working culture too. This creates a learning culture among the company staffs and increase their personal commitment in every task they are assigned. The practice of continuous improvement enhances the quality of outcomes and the effectiveness of the organization in its operating field. For the NGO Aboriginal Medical Services Alliance Northern Territory, the outcomes of practicing continuous improvement has been quite encouraging and certainly this should be an integral part every other organization’s work culture.
Aboriginal Medical Services Alliance Northern Territory. (2017). Healthinfonet.ecu.edu.au. Retrieved 27 March 2017, from https://www.healthinfonet.ecu.edu.au/key-resources/organisations?oid=480
Aboriginal Medical Services Alliance Northern Territory. (2017). Amsant.org.au. Retrieved 27 March 2017, from https://www.amsant.org.au/
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