2010
DOI: 10.1057/omj.2010.14
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Off the rails: understanding the derailment of a lean manufacturing initiative

Abstract: This study focuses on why lean manufacturing change initiatives at a Northern New England company failed to produce sustained results. Consultants and leaders share responsibility for the sustainability of the change initiatives they undertake. Rationally, neither party would undertake a change initiative with the intent to fail, yet clearly, even highly structured and well-tested initiatives often do fail (derail) in practice. This research used an observational methodology to uncover answers to the question,… Show more

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Cited by 58 publications
(76 citation statements)
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References 44 publications
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“…This study developed a lean action plan by adopting the Womach and Jones Specifically, evidence on lean implementations have reported failures in managing the lean process due to factors such as: lack of leadership to lean (Achanga et al, 2006;Cudney and Elrod, 2011;Kubiak, 2011;Sarkar, 2011;Seddon and Caulkin, 2007), resistance to change from middle managers and failure to cultivate a lean business culture (Bamber and Dale, 2000;Carter et al, 2011;Chen and Meng, 2010;Emiliani, 2011), and lack of tools to customize the action plan to the specific needs of the adopting company (Cox and Chicksand, 2005;Turesky and Connell, 2010;Kerber and Dreckshage, 2011;Zokaei and Simons, 2006). AlphaTea attempted to follow the action plan that Womack and Jones (2003) proposed.…”
Section: Discussionmentioning
confidence: 99%
“…This study developed a lean action plan by adopting the Womach and Jones Specifically, evidence on lean implementations have reported failures in managing the lean process due to factors such as: lack of leadership to lean (Achanga et al, 2006;Cudney and Elrod, 2011;Kubiak, 2011;Sarkar, 2011;Seddon and Caulkin, 2007), resistance to change from middle managers and failure to cultivate a lean business culture (Bamber and Dale, 2000;Carter et al, 2011;Chen and Meng, 2010;Emiliani, 2011), and lack of tools to customize the action plan to the specific needs of the adopting company (Cox and Chicksand, 2005;Turesky and Connell, 2010;Kerber and Dreckshage, 2011;Zokaei and Simons, 2006). AlphaTea attempted to follow the action plan that Womack and Jones (2003) proposed.…”
Section: Discussionmentioning
confidence: 99%
“…If an organization enforces a uniform level of achievement for complex practices throughout its subsidiaries, it may not be able to accommodate subsidiary differences in terms of their ble adaptations in certain subsidiaries unable to handle higher complexity levels due to capability or knowledge deficits (Kostova & Roth, 2002). The difficulties arising from implementing practices full blown, especially in small companies, is well documented and a been suggested (Henricks, 1992;; Turesky & Connell, 2010). …”
Section: A Model Of Managing Practice Adaptationmentioning
confidence: 99%
“…Effective communication [54], [17], [55] is important for monitoring the supply chain's performance. ICT can facilitate this process.…”
Section: Key Success Factorsmentioning
confidence: 99%