The need for goal-setting theory and motivation constructs in Lean management
The need for goal-setting theory and motivation constructs in Lean management
复制标题
精益管理中目标设定理论和动机构建的需要
DOI：
10.1017/iop.2019.48
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发表时间：
2019
期刊：
影响因子：
--
通讯作者：
G. Schmidt
中科院分区：
文献类型：
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作者：
G. Schmidt
Balzer，Brodke，Kluse和Zickar（2019）很好地强调了工业和组织（I-O）心理学作为一门学科如何有益于精益管理理论和实践。在当前的精益文献中，关于精益的成功实施以及如何随着时间的推移而持续存在重大问题（Bhasin，2012; Cochran & Kawada，2012; ScherrerRathje，Boyel，& Deforin，2009）。尽管对丰田精益成功的历史分析表明，单个工厂工人在建议和进行精益改进方面发挥了关键作用（Holweg，2007），但很少对个人层面的现象进行分析。一个具有潜在重大影响的领域是动机理论，特别是目标设定理论。尽管Harris、Stone、Mayeshiba、Dallation和法林顿（2014）呼吁更好地理解精益中的员工动机，但迄今为止，除了Cochran、施密特、奥克斯托比、Hensley和巴恩斯（2017）之外，很少有研究关注这一领域。Cochran et al.（2017）具体研究了如何将精益相关的集体系统设计方法概念化为一种更好地向工人传达组织目标以达成协议和理解的方式。虽然Cochran et al.（2017）研究了目标和动机的特定应用，但精益流程作为一个整体需要更多与动机相关的检查。在我们的领域中，大多数定义的动机都集中在方向上，强度，以及行动的持久性（Kanfer，Chen和Pritchard，2008）。组织需要员工专注于与精益相关的问题，并努力实现精益计划的成功。持续改进和减少浪费只有在工人正确地引导他们的注意力并坚持相关行为时才能发挥作用。这篇评论将强调目标设定理论的各个方面如何帮助解释精益计划中的工人行为以及精益计划的成功或失败。它还将强调精益的实施方式与与人们如何激励相关的现有IO心理学知识之间存在潜在的紧张关系。
Balzer, Brodke, Kluse, and Zickar (2019) do a good job of highlighting how industrial and organizational (I-O) psychology as a discipline could be beneficial to Lean management theory and practice. There exist significant concerns in the current Lean literature on successful implementation of Lean and how it can sustain over time (Bhasin, 2012; Cochran & Kawada, 2012; ScherrerRathje, Boyel, & Deflorin, 2009). Although historical analysis of Lean’s success in Toyota has shown the crucial role individual factory workers have played in suggesting and making Lean improvements (Holweg, 2007), little analysis of individual-level phenomena has been done. One area of potentially significant impact is motivation theories, particularly goal-setting theory. Although Harris, Stone, Mayeshiba, Componation, and Farrington (2014) called for greater understanding of worker motivation in Lean, to date scant research has looked into this area, with the exception of Cochran, Schmidt, Oxtoby, Hensley, and Barnes (2017). Cochran et al. (2017) looked specifically at how the Lean-related collective system design approach could be conceptualized as a way to better communicate organization goals to workers to develop agreement and understanding. Whereas Cochran et al. (2017) looked at a particular application of goals and motivation, Lean processes as a whole need greater examination related to motivation. Motivation in most definitions from our field focuses on the direction, intensity, and persistence of actions (Kanfer, Chen, & Pritchard, 2008). Organizations need workers to be focused on Lean-related concerns and on putting effort toward Lean initiative success. Continuous improvement and waste reduction can only function when workers direct their attention appropriately and persist at relevant behaviors. This commentary will highlight how aspects of goal-setting theory could help explain worker behavior in Lean initiatives and the success or failure of Lean initiatives. It will also highlight how there are potential areas of tension between how Lean is implemented and existing I-O psychology knowledge related to how people are motivated.