Analysis of the 5S method in production enterprise - case study

One of the most popular system in production enterprise is Lean Management. 5S is a method which introduces workflows allowing to increase the efficiency. The aim of the research is to analyze the use of the 5S method on the example of a selected company. The scope of work covered the years 2013-2017. Research methods are: analysis of enterprise data, employee opinion survey, participation in audits. One of the ways to maintain a proper level of order and cleanliness according to the 5S method in the factory is to confirm compliance by conducting an audit. Inspections are carried out on two levels. One of them is an internal audit, which is carried out by a foreman who works at a given hall. The second level is an external audit, which is carried out by employees of other halls. Teams with the best results are rewarded with incentive bonuses. The first audit in 2013 at the enterprise showed that the state of order is unsatisfactory. Therefore, corrective actions have been developed and implemented. Analyzing the data in subsequent research periods - up to 2017, it can be stated that due to the introduced changes, the results of all audits, increased.

With the Right Map, Survey Key Driver Analysis Can Help Get Organizations to the Right Destination

Cucina, Walmsley, Gast, Martin, and Curtin (2017) raise an important issue in evaluating whether our current approaches for key driver analysis on employee opinion survey data are indeed best practices. As has been argued elsewhere (Putka & Oswald, 2016; Scherbaum, Putka, Naidoo, & Youssefnia, 2010), there is and can be misalignment between current and best practices. We agree with Cucina et al. that our field should engage in larger discussion of these issues. That discussion is critical, as industrial and organizational (I-O) psychologists are competing with those outside our field who have either little knowledge of best practices in data analysis (but who have been empowered by technology that automates the analysis) or little knowledge of psychology (but a great deal of knowledge in big data analytical techniques). I-O psychologists are in the vanguard of survey data analysis (Ducey et al., 2015), and we have a responsibility to maintain the standards of our field as well as to wield our influence to guide other practitioners outside our field on sound theoretical and analytical approaches.

Employee Opinion Survey on Shaping Employee Loyalty

This article presents the nature of employee loyalty, focusing on its affective and behavioral aspects. Symptoms of loyalty are pointed out, with the reservation that the manifestation of the lack of loyalty that affects the employer the most is voluntary employee departures. In order to prevent them, steps are taken to recognize employee expectations. Several tools are used for this purpose, however, the research based on employee opinion survey is particularly effective.

High Pay and Low Morale — Can High Pay, Excellent Benefits, Job Security, and Low Job Satisfaction Coexist in a Public Agency?

This article focuses on the unexpected relationship between high pay and low job satisfaction in one public sector agency. The results of an Employee Opinion Survey of agency employees are examined in light of the agency's position as a community pay leader. The author concludes that high pay will not alleviate problems of low employee job satisfaction. The use of career anchors is suggested as a means to increase employee job satisfaction and to maintain acceptable turnover levels even in the absence of high pay.