The Analyze Phase and its Tools for Success in the DMAIC Process

The Analyze Phase and its Tools for Success in the DMAIC Process

Impact of the Define and Measure Phase on the Analyze Phase

The analysis phase of the DMAIC process is a culmination of the define and measure phases. First, the define phase of the DMAIC process involves stating the problem statement and identifying the opportunity for improvement. Next, the measure phase is about collecting data and identifying the baseline of project success based on identified metrics. Once the problem is identified through the define phase and measurable objectives established through the measure phase, it becomes easier to analyze the objectives and guide team members through the project during the analysis phase (Carroll, 2013). For instance, in the case of the soft drinks company, the root causes of the conflict were identified. During the analysis phase, a hypothesis analysis will seek to identify whether the fear of non-promotion will affect performance.

Additional Information

As mentioned above, the analysis phase of the DMAIC process involves finding out whether the root causes identified in the define phase are true. To that end, there is a need for more information to establish whether the root causes, as identified, make sense (iSixSigma-Editorial, 2023). In the soft drinks case, the root cause of the problem was that the employees feared the lack of career progression in their current organization may affect collaboration. There is, however, the need to conduct further employee surveys to establish whether that is the correct position (Monday, 2022). Employees will state whether their issue is a fear of lack of job progression or if they are concerned about their juniors getting positions ahead of them.

Clarity of Expectations

Clarity of expectations is essential in the workplace because it helps organizational employees align with a company’s goals and objectives. For instance, before managers question employees’ underperformance, they should explain the organization’s objectives and what they expect of employees (Mitchell & Gamlem, 2015). That way, employees will know what to do to bolster organizational success. Also, clarity of expectations helps with performance management. The goals will act as performance indicators that employers may use to gauge employee performance. On the flip side, a lack of clarity of expectations may lead to underperformance as employees do not understand managerial expectations. Subsequently, if managers keep nagging them about the same, they may leave the organization, leading to high attrition rates.

The Five Whys

One of the pertinent issues to ask is “Why did the conflict arise in the first place?” By asking disgruntled employees this question, it will set the stage for conflict resolution. The question appeals to employees’ psychology as they will understand that the organization does care about them. Secondly, I would ask, “Why is the promotion of some employees a bone of contention?” The question will help allay fears that current employees have about their career progression. Thirdly, I would ask the disgruntled employees, “Why do you have so much interest in the upcoming positions?.” Such a question will help managers quell any existing pressure between employees that would affect productivity. Another question would be, “Why is a compromise difficult to attain?” The question will go a long way to facilitate the team to reach a common ground quicker. Finally, I would ask, “Why are there misunderstandings in the situation?” The question will uncover underlying issues that may have led to workplace discontent.

References

Carroll, C. T. (2013). Six Sigma for powerful improvement: A green belt DMAIC training system with software tools and a 25-lesson course. CRC Press, Taylor & Francis Group.

iSixSigma-Editorial. (2023, May 17). Determine the root cause: 5 whys. Isixsigma.com. https://www.isixsigma.com/cause-effect/determine-root-cause-5-whys/

Mitchell, B., & Gamlem, C. (2015). The essential workplace conflict handbook: A quick and handy resource for any manager, team leader, HR professional, or anyone who wants to resolve disputes and increase productivity. Career Press.

Monday, L. M. (2022). Define, Measure, Analyze, Improve, Control (DMAIC) methodology as a roadmap in quality improvement. Global Journal on Quality and Safety in Healthcare, 5(2), 44–46. https://doi.org/10.36401/jqsh-22-

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How has your analysis of Define and Measure informed your ability to analyze?
In what ways do you feel you need additional information to analyze appropriately?

The Analyze Phase and its Tools for Success in the DMAIC Process

What is essential about clarity of expectations in an organization, and what happens if that clarity of expectations is not present?
What are the “Five Whys” that you would recommend asking your organization’s stakeholders (or the stakeholders of the Garden Depot) to determine some solutions to the conflict?