Re: den.list-d Digest V2002 #4

[IAMCOENS@aol.com]

In a message dated 01/23/2002 12:03:07 AM Eastern Standard Time, 
den.list-d-request@deming.ces.clemson.edu writes:
Steve Prevette writes about Dr. Deming reviewing cultures and comments:

> "Dr. Deming typically reviewed sick day records, and did worker interviews
> and got a pretty good idea of the culture or "attitude" of the organization
> he was working with.  I believe you can infer information about attitude
> from surveys and interviews and walking around with your eyes open.  There
> are probably other good measurables, such as sick days, and inappropriate
use of the company Internet access. "

Probably consistent with Dr. D's caution about data and theory, I got an 
early lesson as a graduate student doing research in the late 1970's at the 
Harmon Industry auto part plant in Bolivar Tennessee---it was a very 
successful "quality of worklife" initiative, a project with involvement by 
Einar Thorsrud from Norway, Michael Maccoby at Harvard, and Erich Fromm at 
Berkeley, and leader Michael Duckles. I thought I knew something as a 
graduate student in industrial relations, but knew little---I asked Mike 
Duckles, the site coordinator, about the sick leave measurement---he said 
they did not consider a reduction in sick days as necessarily good---their 
initiative had helped many people gain self esteem---previously some did not 
respect themselves enough to stay home when sick and they came to work with a 
102 fever. After the initiative, they felt different. Of course, it could be 
the opposite for other individuals, all which demonstrates the danger of 
aggregating this kind on data on one assumption.   

     I got a similar lesson on the employee turnover issue. It was plainly a 
better workplace, but people also grew and learned that their life calling 
was something other than de-burring metal in a Quonset hut. The company and 
workers even had the local community college offer classes on site during the 
lunch hour, so people could go into health professions (a hospital was the 
only other major employer in this small rural community) So again, turnover 
of some individuals was a signal of individual growth and success, not a 
problem indicator.

       Too often when we don't do the deeper thinking and investigation, we 
can making some sweeping generalizations that are not always correct---I can 
imagine Dr. D nodding to this conclusion.
all the best
Tom Coens

Quantum Paradigms
P.O. Box 188
East Lansing, 48826-0188
Phone/Fax: (517) 333-4459
IAMCOENS@aol.com
abolishappraisals.com