ABSTRACT The increasingly competitive nature of the manufacturing industry has forced manufacturers to examine alternatives to traditional management philosophies. Although lean's success had been proven it was not uncommon for companies that opt to implement lean concepts to meet with mixed results and sometimes even outright failure. The purpose of the study was to investigate the relationship between organizational characteristics and issues associated with lean implementation. The study identified the following organizational characteristics (a) organizational leadership, (b) organizational culture, and (c) organizational change and examined the role each played in lean implementation efforts. The study also looked at sixteen individual (d) intrinsic organizational characteristics to determine the extent to which each impacted lean implementation efforts. The study utilized both qualitative and quantitative research tools. The qualitative component utilized both document analysis and interviews. The interviews were conducted with area business leaders who were members of the Department of Technology's Industrial Advisory Committee at Southern Illinois University Carbondale. The quantitative component utilized a separate on-line survey that was developed and administered to members of the Illinois Manufacturers' Association. Results indicated highly capable leadership was the number one indicator of success for organizations that made the transition to lean. Other key factors included communication channels with an effective feedback system, the development of collaborative relationships between management and employees, being well versed in the practice of change management, and understanding how to effect change of cultural mores within an organization. The implications of understanding how the organizational characteristics discussed in the study affected lean implementation empowered organizations to effect change more successfully. The goal of implementing lean successfully required much more than a step by step process of implementing the lean tools in a particular order. It required a broad understanding of the things which cannot be seen; things such as, what constitutes highly capable leadership, knowing how to change the mores of organizational culture, and understanding how to overcome the barriers to successful change management. Understanding these complex relationships provided the basis upon which to advance lean implementation theory where it had been only marginally successful.

Denna studie belyser hur samspelet mellan ledarskapet och organisationskulturen har påverkat Lean-implementeringen i två företag genom en komparativ fallstudie. Lean har flera definitioner och kan betraktas som ett koncept inom verksamhetsstyrning i syfte att minska slöseri, genom att eliminera icke-värdeskapande aktiviteter inom organisationen. Ett flertal studier poängterar vikten av ledarskapet där forskare menar att det är ledarskapet som formar en organisationskultur som stödjer Lean genom att uppmuntra och skapa förståelse bland medarbetarna. En annan viktig faktor att ta hänsyn till vid införandet av Lean är organisationskulturen eftersom den påverkar hur engagerade medarbetarna är i Lean. Denna studie bygger på en kvalitativ studie vilket var lämpligt att använda då den ger djupgående beskrivning av det valda forskningsproblemet. Vidare har det genomförts semistrukturerade intervjuer, där totalt 14 respondenter från både operativa nivån och ledning-nivån har intervjuats. Resultatet från denna studie visar att både ledarskapet och organisationskulturen har påverkat Lean implementeringen och att det krävs ett samspel mellan dessa faktorer för att få en lyckad Lean-implementering. I företag X kan det konstateras att ledarskapet har varit centralt, där ledarskapet förespråkar Lean men möter ett motstånd från organisationskulturen. Företag Y poängterar å andra sidan vikten av att bygga en kultur som stödjer Lean och menar att detta leder till ett långsiktigt Lean-tänkande. Samspelet mellan ledarskapet och organisationskulturen har varit avgörande för en lyckad Lean-implementering i båda organisationerna då dessa faktorer är ömsesidigt beroende av varandra. / This study emphasizes how the interaction between leadership and organisational culture has influenced Lean-implementation in two companies through a comparative case study. Lean has several definitions and can be considered a concept in business management aimed at reducing waste by eliminating non-value-added activities within the organisation. Several studies highlight the importance of leadership, where researchers argue that it is leadership that shapes a culture that supports Lean by encouraging and creating understanding among employees. Another important factor to consider when implementing Lean is organisational culture because it affects how engaged employees are in Lean. This study is based on a qualitative study, which was appropriate to use as it provides a comprehensive description of the selected research problem. Furthermore, semi-structured interviews have been conducted, where a total of 14 respondents from the operational and management level have been interviewed. The results of this study suggest that both leadership and organisational culture have influenced the Lean-implementation and that there is a need for synergy between these factors to achieve a successful Lean-implementation. In company X, it can be stated that leadership has been central, where leadership advocates for Lean but encounters resistance from the organisational culture. Company Y, on the other hand emphasises the importance of building a culture that supports Lean and argues that this leads to a long-term Lean-thinking. The interaction between leadership and organisational culture has been crucial for successful Lean-implementation in both companies, as these factors are mutually dependent on each other.

This thesis seeks to find out which factors affect the decision to implement “lean” within manufacturing firms, and thus to build on the theory of lean implementation-driving factors. The research problem addressed, is the lack of literature regarding driver factors for lean implementation, and the potential applicability of strategic decision making (SDM) literature to the subject.   The thesis has been designed as a multiple case study of six manufacturing companies that have implemented lean, three of which are leaders in the market with longer lean experience. To gain a wider perspective on the topic, these case studies have been supplemented with an additional three pilot interviews with lean consultancy firms.                Based on our findings, this study comes to conclusions concerning the relevance that individual, organizational, and external factors have on the decision to implement lean. It also shows the influence that various factors not mentioned in previous literature have on the decision to implement lean (such as “following the trend” and organizational age). This study also reveals the dissimilarities between factors influencing strategic decision making and those influencing lean implementation, such as governmental regulations and objectives of sustainability. Finally, this paper includes suggestions for further research within the topic.

Lean is a concept that help companies to become more efficient and more focused on their customers and their goals. Previously lean have mostly been used in production but today it is a trend to implement lean in other types of organizations. To get maximum efficiency in a company all parts and divisions need to be involved in the improvements. Organizations realizes that administrative functions can be the least efficient and that part of the organization need to be changed. There are not yet much research about lean in administrative functions and for an organization that want to implement lean in their administrative environment an understanding of complications and barriers they might face can help. The purpose of this study was to get an insight of what barriers that an organization will face when implementing lean in administrative functions. The theoretical framework was developed for the purpose of this study and it is done by a combination of the lean concept and administrative functions but with a focus on barriers when implementing lean. The framework is presented through four blocks of barriers in the implementation of lean in administrative functions. The four blocks are, lack ofknowledge about lean, lack of management support and involvement, lack of patience and longterm perspective and also lack of motivation. The approach is based on a qualitative study where empirical data have been collected through four Swedish organizations. The organizations have all implemented lean or been part of an implementation of lean in administrative functions. The conclusion of this study is that barriers in administrative functions can be compared to barriers in production and it can be said that they are similar. When implementing lean in administrative functions the barrier lack of knowledge about lean is large as it is common that organizations misunderstand the lean concept and that it can not be used in administrative environment in the same extent as in production. It is also a barrier that the lack of knowledge lead to that the organization do not know how to use the lean concept in their organization. To overcome the barriers the management support and involvement is highly important. The limitations of this study is that the findings need more investigation to be generalized. The chosen barriers for the framework can have affected the conclusion and more barriers can be found.

The purpose of the analysis was to realise potential areas for improvement within the Production Services department. Sources of inefficiency within the Reporting System were identified to support recommendations for the rationalisation, streamlining and alignment of processes. Lean philosophies and Total Quality Management techniques were reviewed to gain an understanding of applicability to Production Services. Evaluation through Value Stream Mapping determined a reporting process efficiency of 71% and two supplementary waste types were recognised in addition to the standard seven wastes of lean processes. The root cause of inefficiency and waste was investigated further with the 5 Whys Technique. A benchmark was established through reviewing industry based literature and conducting comparative studies of both like and unlike departments. Participant and non-participant naturalistic observation techniques were employed to collect a balanced data set for value stream analysis. Variable environmental factors were recognised to moderate results from direct analysis of the reporting system. Dissimilar political, economic, sociocultural, technological and legal factors were considered during comparison and benchmark. The findings in this report provide evidence of issues that should be addressed for the continuous improvement of both the reporting system, and the department. These have been provided for the consideration of Shell Todd Oil Services Limited Production Services and Logistics Manager.

This thesis reflects upon several decades of research into Lean Production systems, highlighting the need for further investigation using an empirical study of exemplar implementations of Lean. The initial point of departure is an analysis of the current views of Lean based on a detailed literature review. The resulting Views of Lean Table provides a framework for the investigation of an exemplar Lean operation, viz the Nissan Sunderland Plant, widely regarded to be one of the most productive automotive plants in Europe. The exploratory nature of this investigation, and unique opportunity for access, argued for the use of an inductive single case study as an appropriate research approach. A four phase approach was used to; a) identify views of Lean, b) gain an initial understanding of the Nissan Production Way at the Nissan Sunderland Plant, b) acquire a detailed description of the Nissan Production Way and c) to assess the level of intrinsic motivation amongst employees. The primary objective of this research is to establish whether our current knowledge of Lean sufficiently encapsulates the concept’s many facets. Detailed semi-structured interviews with Nissan Production Way experts revealed that Nissan Sunderland Plant’s production system uses a large number of elements in contrast to the relatively narrow list of ‘Lean’ elements cited in the Views of Lean Table. In contrast to academic theory there was a focus on extrinsic motivation with low intrinsic motivation offset by the plant’s continuous fight for survival and ‘whatever-it-takes’ attitude. In practice Lean is viewed as an overarching philosophy with a toolkit encompassing a wide range of tools which are used when they are suitable for the task in hand.

<p>Visualization is a lean tool and in order to strive to become a lean company applying the lean philosophy in all these parts of the organization is necessary. A company that does not understand the philosophy and culture behind lean production, even though applying lean tools, is not a lean business and has a long way to production excellence.</p><p> </p><p>Implementing and becoming a visual organization means change which includes the organizational culture, collective attitude and beliefs. The difference between success and failure is about the ability to provide knowledge, information and to create prerequisites for participation and engagement at all levels in the organization with a clear and direct leadership.</p><p> </p><p>In many companies communication is lacking sufficient and official channels, and the inadequacy in the information systems are usually due to functional thinking and strict boarders at all levels in an organization. New ways of communication are the result of process orientation, demanding new prerequisites for information systems which companies needs to develop and thus become more visual. Knowledge and information needs to become more accessible and objective in order for decision to be taken based on facts not be the result of interpretations of reality. Visualization enables people to see and develop an objective and common reality. It further contributes to the organizations ability for improvement and aligns the employees to fulfill the overall business objectives and strategies.</p><p> </p><p>The Company in this case that wants to be anonymous will further be called Company X. Company X objective is to develop a visual communication system to increase the information sharing and flow throughout the organization. However, this is not an easy task and many companies lack sufficient prerequisites to carry out a successful implementation. The research result at Company X has in this study shown weaknesses in core areas as in clear and direct leadership, vision and strategy development and communication as well as a low level of knowledge transformation at all levels in the organization in order to create engagement for the change process which an implemetion of this kind is.</p><p> </p> / <p>Visualisering är ett lean verktyg och i sträva att bli ett lean företag måste lean filosofin tillämpas i alla delar av organisationen, vilket är en nödvändighet. Ett företag som inte förstår filosofin och kulturen bakom lean produktion, trots att man tillämpar lean verktyg, är inte ett lean företag och har en lång väg från optimering av produktion. Förutsättningarna att bli en visuell organisation innebär förändringar som omfattar organisations kultur, kollektiva attityder och föreställningar. Skillnaden mellan framgång och misslyckande handlar om förmågan att ge kunskap, information och att skapa förutsättningar för delaktighet och engagemang på alla nivåer i organisationen, detta genom ett tydligt och direkt ledarskap.</p><p> </p><p>Kommunikation på många företag saknar ofta tillräckliga och officiella kanaler och bristen på information beror många gånger på funktionstänkande och strikta gränser, på alla nivåer i organisationen. Nya sätt att kommunicera är resultatet av processorientering vilket krävs för att företag ska kunna skapa förutsättningar för informationssystem och bli mer visuella. Kunskap och information måste bli mer tillgängligt och objektivt för att beslut som är baserade på fakta och inte på tolkningar av verkligheten ska kunna fattas. Visualiseringen möjliggör för människor att se och utveckla en objektiv och gemensam verklighet. Detta bidrar till organisationers möjlighet till förbättringar och möjlighet för de anställda att uppfylla de övergripande affärsmålen och strategierna för organisationen.</p><p> </p><p>Det studerade företaget som valt att vara anonymt kommer hädanefter kallas för Företag X. Företag X målsättning är att utveckla ett visuellt kommunikationssystem i syfte att öka utbytet av information och dess flöden . Men detta är inte en lätt uppgift och många företag har inte tillräckliga förutsättningar för att kunna genomföra en framgångsrik implementering. Resultaten från studien på företaget X visar på svagheter inom kärnområden som ett klart och tydligt ledarskap, utvecklandet och kommunikationen av vision och strategier samt en låg nivå rörande kunskapsspridandet på alla nivåer i organisationen för att skapa engagemang för förändrings process som en implementering av detta slag innebär.</p>

Visualization is a lean tool and in order to strive to become a lean company applying the lean philosophy in all these parts of the organization is necessary. A company that does not understand the philosophy and culture behind lean production, even though applying lean tools, is not a lean business and has a long way to production excellence.   Implementing and becoming a visual organization means change which includes the organizational culture, collective attitude and beliefs. The difference between success and failure is about the ability to provide knowledge, information and to create prerequisites for participation and engagement at all levels in the organization with a clear and direct leadership.   In many companies communication is lacking sufficient and official channels, and the inadequacy in the information systems are usually due to functional thinking and strict boarders at all levels in an organization. New ways of communication are the result of process orientation, demanding new prerequisites for information systems which companies needs to develop and thus become more visual. Knowledge and information needs to become more accessible and objective in order for decision to be taken based on facts not be the result of interpretations of reality. Visualization enables people to see and develop an objective and common reality. It further contributes to the organizations ability for improvement and aligns the employees to fulfill the overall business objectives and strategies.   The Company in this case that wants to be anonymous will further be called Company X. Company X objective is to develop a visual communication system to increase the information sharing and flow throughout the organization. However, this is not an easy task and many companies lack sufficient prerequisites to carry out a successful implementation. The research result at Company X has in this study shown weaknesses in core areas as in clear and direct leadership, vision and strategy development and communication as well as a low level of knowledge transformation at all levels in the organization in order to create engagement for the change process which an implemetion of this kind is. / Visualisering är ett lean verktyg och i sträva att bli ett lean företag måste lean filosofin tillämpas i alla delar av organisationen, vilket är en nödvändighet. Ett företag som inte förstår filosofin och kulturen bakom lean produktion, trots att man tillämpar lean verktyg, är inte ett lean företag och har en lång väg från optimering av produktion. Förutsättningarna att bli en visuell organisation innebär förändringar som omfattar organisations kultur, kollektiva attityder och föreställningar. Skillnaden mellan framgång och misslyckande handlar om förmågan att ge kunskap, information och att skapa förutsättningar för delaktighet och engagemang på alla nivåer i organisationen, detta genom ett tydligt och direkt ledarskap.   Kommunikation på många företag saknar ofta tillräckliga och officiella kanaler och bristen på information beror många gånger på funktionstänkande och strikta gränser, på alla nivåer i organisationen. Nya sätt att kommunicera är resultatet av processorientering vilket krävs för att företag ska kunna skapa förutsättningar för informationssystem och bli mer visuella. Kunskap och information måste bli mer tillgängligt och objektivt för att beslut som är baserade på fakta och inte på tolkningar av verkligheten ska kunna fattas. Visualiseringen möjliggör för människor att se och utveckla en objektiv och gemensam verklighet. Detta bidrar till organisationers möjlighet till förbättringar och möjlighet för de anställda att uppfylla de övergripande affärsmålen och strategierna för organisationen.   Det studerade företaget som valt att vara anonymt kommer hädanefter kallas för Företag X. Företag X målsättning är att utveckla ett visuellt kommunikationssystem i syfte att öka utbytet av information och dess flöden . Men detta är inte en lätt uppgift och många företag har inte tillräckliga förutsättningar för att kunna genomföra en framgångsrik implementering. Resultaten från studien på företaget X visar på svagheter inom kärnområden som ett klart och tydligt ledarskap, utvecklandet och kommunikationen av vision och strategier samt en låg nivå rörande kunskapsspridandet på alla nivåer i organisationen för att skapa engagemang för förändrings process som en implementering av detta slag innebär.

This research is a cross sectional study which is conducted as an email survey. Accordingly, 22 companies have been surveyed to investigate the tendency and barriers for SMEs in Sweden regarding implementation of lean production. For that, barriers are categorized into two categories. The first category includes the ones which prevent SMEs from starting lean production (introduction barriers). The second category encompasses the ones which SMEs face while they are implementing lean production (implementation barriers). Moreover, to obtain a better view about problematic areas in lean transformation for SMEs, improvements and achievements of the investigated companies in their lean implementation processes have been assessed. However, it was not a detailed or in depth analysis, since the main purpose of this research was not to assess SMEs progress, rather it was to identify the hindrances in SMEs’ path to become lean. The results from this survey showed that most of the lean principles are applicable in SMEs. However, SMEs have problem with lack of time, management support, finance, resistance to change, change process, and training.  In addition lack of skilled employees for implementation of lean production was found as the biggest introduction barrier for SMEs. Moreover, the result of this research shows that small companies do not show tendency to implement lean production.

In the final of magistral work I investigate to create model of Lean manufacturing implementation. I am mostly concentrated in studying of reasons Lean manufacturing implementation failure in Lithuanian industry. In the thirst part there is analysis of scientific – methodic literature on theme of Lean manufacturing implementation, lean manufacturing tools, main problems and difficulties implementing Lean manufacturing. In the second part there is information about surveys of trend f Lean manufacturing implementation in Lithuanian industry. Questionnaire has been concluded and sent to industrial companies. Also was made interview in 5 different companies. And for reasons identification of Lean manufacturing implementation failure I performed test in one company, where participate 5 persons. In the third part I performed the Lean manufacturing implementation model suitable for Lithuanian industry. Advantage of new model is that there is a new stage – preparation, implementing Lean manufacturing. This stage is necessary in our industry, because staff is not ready for total changes. I mind that my model would be very helpful for the beginning companies for installment Lean. The final work is consisted of four parts: introduction, analysis of scientific literature, empiric surveys and description of the new created model including the implementation. Conclusions and offers are also given together with list of literature and annexes. Scope of work is - 66 pgs. of text without... [to full text] / Baigiamajame magistro darbe nagrineju Lean gamybos valdymo sistemos diegimas Lietuvos pramonės įmonėse. Labiausiai koncentruotojos ties Lean gamybos valdymo sistemos diegimo Lietuvos pramonės nesėkmės priežasčių nustatymu ir Lean gamybos valdymo sistemos diegimo modelio sukūrimu, kuris atitiktų Lietuvos pramonei. Pirmoje dalyje atlikta mokslinės – mėtodinės literatūros analizę Lean gamybos valdymo sistemos diegimo tema, aprašiau pagrindines sąvokas. Išnagrinejau įvairius Lean gamybos valdymo sistemos diegimo aspektus. Įsisgilinau į Lean gamybos valdymo sistema bei išanalizavau Lean gamybos valdymo sistema ir Lean instrumentų pritaikimas. Antroje dalyje yra pateikiama Lietuvos pramonės įmonių Lean gamybos valdymo sistemos plėtros tendencijų tyrimus. Buvo sudaryta klausimų anketa ir išsiustos į pramonės įmonės. Taip pat atlikta interviu aplkausa ir atliktas testas su personalu. Remiantis gautais rezultatais pateikiami pasiūlymai Lean gamybos valdymo sistemos diegimui Lietuvos pramonės įmonėse. Trečioje dalyje aprašytas mano sukurtas Lean gamybos valdymo sistemos diegimo modelis Lietuvos pramonės įmonėse. Taip pat nubraižytas ir suskirstytas į modelis į diegimo etapus. Kiekviename etape yra įvardijami diegimo žingsniai. Modelio privalumas yra tame, kad jis skirtas Lietuvos pramonės įmonėms. Baigiamaji darba sudaro keturios dalis: įvadas, mokslinės literatūros analizė, empiriniai tyrimai ir sukurto modelio aprašymas. Taip pat pateiktos išvados bei pasiūlymai, literatūros sąrašas... [toliau žr. visą tekstą]