Reflection

Design Tool - Visualization

Challenge

I work as an executive in an edible oil refinery. Well before I joined the company, the shift

workers were unable to keep the working environment clean despite many efforts by

different managers and supervisors. To give a context, the harmless byproducts of certain

processes usually populate the refinery despite introducing new technologies to curb the

spread. As a new executive, I was asked by the head of the human resource department

to see if I could help the company do something about the unhealthy working condition -

poor housekeeping.

Selection

After the “what is” process - I actually interviewed the plant shift supervisors and workers

- I decided to start the “what if” process with the VISUALIZATION tool.  Visualisation tool

is one in which people use imagery, visuals, something that people can see to emphasise

a concept so that people can easily grasp it. This is a great tool to get people of different

opinions to converge to a point where there are limits to what to disagree. Projective

techniques and mind mappings as discussed by Prof.  Liedtka in week 3 are visualisation

techniques in essence.

This was a very important tool since the problem is one where the workers have learned

to co-exist with, thus, it will require visuals to make them realise what is at stake and what

needs to be done. More or less, the idea of choosing the Visualisation tool was to see if I

could get the workers and supervisors to converge to a specific plane where they all

could understand each other, however, one that is of higher grounds as Prof. Liedtka

discussed in week 4.

Application

A stakeholder meeting was held on a weekend to co-create possible solutions to the

persisting problem as Prof. Liedtka discussed in week 1. We (my colleague and I) asked

each participant to sketch their respective working areas as how they would want it to be

every morning. We made it clear that if they were not able to give a good sketch, they

could annotate to aid in conveying their message. We provided materials like markers,

A3 size papers, highlighters, sticky notes and so forth. All they had to do was to use their

own imaginations and creativity to draw or sketch an ideal version of their own working

environment. The results were astonishing, everyone drew/sketched a clean working

environment. These results were congruent with the interview results - every worker

wanted a clean working environment. This confirmed our hypothesis that the problem

was with the management and not the workers. In the end, it turned out the workers

feared a manager who’d lash out at the workers, if they leave machines unattended for a

few minutes to at least use an air compressor to clean the work environment. The

manager always focused more on the machines and productivity than the workers which

in turn created a toxic work environment of fear and negligence. These informations were

unearthed after we interviewed them again as to why they ignored the untidiness after

establishing the notion that no worker liked working in the environments they were

working in.

Insight

After interviewing the shift workers, we broadly hypothesised that the problem was with

the management. However, to confirm this, we conducted a meeting as detailed in the

application section. We have learned that one of our own senior manager’s actions had

induced fear in the workers. In an attempt to keep their jobs, they neglected their working

environment. This is a classic example of a toxic work environment.

Approach

With the insights gained after the interviews and our sketch/drawing meeting, we

compiled a report. The report contained the methods used to gather data/information and

detailed analysis of the gained data/information. The report was tabled in a higher

management meeting which we requested for and presented our findings

unapologetically. The Manager admitted his obsession with machines and productivity.

With these insights/results, we will start the ideation process as to how we want to keep

the work environment clean and start a “learning launch” in the near future.


Reflection Design Tool - Visualization Challenge I work as an executive in an edible oil refinery . Well before I joined the company , the shift workers were unable to keep the working environment clean despite many efforts by different managers and supervisors . To give a context , the harmless byproducts of certain processes usually populate the refinery despite introducing new technologies to curb the spread . As a new executive , I was asked by the head of the human resource department to see if I could help the company do something about the unhealthy working condition - poor housekeeping . Selection After the “ what is ” process - I actually interviewed the plant shift supervisors and workers - I decided to start the “ what if ” process with the VISUALIZATION tool . Visualisation tool is one in which people use imagery , visuals , something that people can see to emphasise a concept so that people can easily grasp it . This is a great tool to get people of different opinions to converge to a point where there are limits to what to disagree . Projective techniques and mind mappings as discussed by Prof. Liedtka in week 3 are visualisation techniques in essence . This was a very important tool since the problem is one where the workers have learned to co - exist with , thus , it will require visuals to make them realise what is at stake and what needs to be done . More or less , the idea of choosing the Visualisation tool was to see if I could get the workers and supervisors to converge to a specific plane where they all could understand each other , however , one that is of higher grounds as Prof. Liedtka discussed in week 4 . Application A stakeholder meeting was held on a weekend to co - create possible solutions to the persisting problem as Prof. Liedtka discussed in week 1 . We ( my colleague and I ) asked each participant to sketch their respective working areas as how they would want it to be every morning . We made it clear that if they were not able to give a good sketch , they could annotate to aid in conveying their message . We provided materials like markers , A3 size papers , highlighters , sticky notes and so forth . All they had to do was to use their own imaginations and creativity to draw or sketch an ideal version of their own working environment . The results were astonishing , everyone drew / sketched a clean working environment . These results were congruent with the interview results - every worker wanted a clean working environment . This confirmed our hypothesis that the problem was with the management and not the workers . In the end , it turned out the workers feared a manager who ’d lash out at the workers , if they leave machines unattended for a few minutes to at least use an air compressor to clean the work environment . The manager always focused more on the machines and productivity than the workers which in turn created a toxic work environment of fear and negligence . These informations were unearthed after we interviewed them again as to why they ignored the untidiness after establishing the notion that no worker liked working in the environments they were working in . Insight After interviewing the shift workers , we broadly hypothesised that the problem was with the management . However , to confirm this , we conducted a meeting as detailed in the application section . We have learned that one of our own senior manager ’s actions had induced fear in the workers . In an attempt to keep their jobs , they neglected their working environment . This is a classic example of a toxic work environment . Approach With the insights gained after the interviews and our sketch / drawing meeting , we compiled a report . The report contained the methods used to gather data / information and detailed analysis of the gained data / information . The report was tabled in a higher management meeting which we requested for and presented our findings unapologetically . The Manager admitted his obsession with machines and productivity . With these insights / results , we will start the ideation process as to how we want to keep the work environment clean and start a “ learning launch ” in the near future .