Organizational Behavior: 1226143

Introduction

5S Steps is the lean manufacturing methodology which helps in evaluating what it is necessary and what are the items which is not should be eliminated in the organization. In this report, the case study of the Japanese manufacturer Kyocera will be studied and the principles of sorting, Straightening, Shining, Standardizing and Sustaining principles will be enhanced. In this report, the advantages and disadvantages of imposing a similar culture in Canadian companies will also be stated (Hussein, et al., 2014).

What would you see as the value in Kyocera using 5S?

The Japanese manufacturer Kyocera uses the 5S concept as their value of the pride which was somehow misplaced with the time. The employer is not accepting that clutter in the workspace which was there at the employee’s desk. The attention has been drawer upon Dan Brown which is the newly appointed inspector. As per the concept of the cultural organization 5S is drawn up which is based on the five phases:

Sort: In this phase, the things are sorted which are essential for the Kyocera and the unnecessary item in the organization which is not impactful will be removed. The actions are taken so that in the workplace of the Kyocera the unnecessary items can be eliminated. The essential item of the Japanese manufacturer Kyocera is materials, tools and the supplies which are essential are only kept (Leotsakos, et al., 2014).

Systematize: At the working organization only the necessary items will be accessed so that the focus will be on the effective storage materials only. To promote the maximum efficiency of the working culture it is important to place everything at the working place which is essential such as important tools and equipment.

Sweep: The organizational culture of the Japanese manufacturer Kyocera should be cleaned every day and there should be no defect in the equipment. The step of Sweep is the action so that the workplace can be inspected and can be maintained neat and cleans (Warrick, 2017).

Standardize: The high standards of the goods are maintained at the workplace of the Kyocera as it helps in guiding the workplace and often executed by order. The organization should set the responsibilities so employees exactly know what to do.

Self-Discipline: The culture of the organization Kyocera can be maintained by involving training and discipline so that the 4S standards can be followed. The standards have to be maintained and reviewed and it has to be inspected so that the chaos and the disorder at the working place do not attain.

What are some advantages and disadvantages of trying to impose a similar culture in Canadian companies?

Advantages: By imposing a similar culture in Canadian companies it becomes easy for the companies to create interpersonal trust and helps in moderating the behavior effectively. The thinking and behavior of the people can be ascertained easily by imposing the same culture and it also helps the Canadian companies in effectively doing the innovation. By imposing the same culture it does not becomes quite challenging for the managers to understand the behavior of the people and to motivate them to work effectively at the working place (Muscalu, 2014).

A similar culture also gives the benefit to Canadian companies to add intrinsic value and give them opportunities to enhance the quality of life. The overall productivity and the growth of the company enhance as similar culture helps in building trust and increase the sense of social behavior and belongings.

Disadvantages: There are several disadvantages which the Canadian company has to face by establishing a similar culture at the working place. The major difficulty will be found in the language barriers as people belonging to different language culture. Other barriers will relate to the social tensions as by imposing a similar culture it becomes difficult for the companies to understand the perspectives of the diversified people (Gorzen-Mitka, 2018). Society is heading towards a diversified future so by imposing a similar culture the company will not be sustained on the market and their growth will also be affected. The similar culture of people at the working place will not have diversified thinking and will affect the efficiency level of the company.

What might your response be to having to engage in the 5S principles in your workplace?

I think 5S is an effective tool that should be imposed at the working place to make the organizational culture more effective and to increase the efficiency and effectiveness of the company (Malik, 2014). I would engage my company to 5S principles as it helps in eliminating the unnecessary items in the company which helps in reducing the waste and the cost of the company. The productivity of the company will also be enhanced as these principles work towards achieving the goals. By minimal the wastage of time and cost the productivity will be enhanced.

This 5S principle also provides a clean workplace so I will engage in that so that safety at the working environment can be maintained. The chances of errors and falls will be declined in a clean and safe working environment (Stein, 2017). The flexibility of the working place can also be maintained by engaging in the 5S Principles as it not only manages the effective equipment of the company but also helps me in minimizing the damages. The major reason behind engaging with the 5S principles is that it helps in achieving the worker commitment and emphasizes on worker participation.

Conclusion

From the above report, it is concluded that 5S principles are very essential in the business organization as it helps in minimizing the wastage of time and cost and helps in enhancing the productivity in the company. In this report, the 5Stages of the organizational culture have stated which helps in achieving the worker commitment and provides work safety. The advantages and disadvantages of a similar culture have also stated in this report.

References

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Gorzen-Mitka, Iwona. “Leading markers of risk culture in organization.” European Journal of Sustainable Development 7, no. 1 (2018): 425-425.

Hussein, Norashikin, Safiah Omar, Fauziah Noordin, and Noormala Amir Ishak. “Learning organization culture, organizational performance and organizational innovativeness in a public institution of higher education in Malaysia: A preliminary study.” Procedia Economics and Finance 37 (2016): 512-519.

Leotsakos, Agnès, Hao Zheng, Rick Croteau, Jerod M. Loeb, Heather Sherman, Carolyn Hoffman, Louise Morganstein et al. “Standardization in patient safety: the WHO High 5s project.” International journal for quality in health care 26, no. 2 (2014): 109-116.

Malik, Atif Qamar. “Implementation plan of 5S methodology in the basic surgical instruments manufacturing industry of Sialkot.” International Journal of Science & Technology Research 3, no. 9 (2014).

Muscalu, Emanoil. “ORGANIZATIONAL CULTURE CHANGE IN THE ORGANIZATION.” Revista Academiei Fortelor Terestre 19, no. 4 (2014).

Shinde, Dinesh B., and Prashant N. Shende. “Improvement of Plant Layout by using 5S technique–An industrial case study.” International Journal of Modern Engineering Research 4, no. 2 (2014): 141-146.

Stein, Howard F. Listening deeply: An approach to understanding and consulting in organizational culture. University of Missouri Press, 2017.

Warrick, D. D. “What leaders need to know about organizational culture.” Business Horizons 60, no. 3 (2017): 395-404.