Business > CASE STUDY > ORGSYS9.docx B1. Unfreezing – The unfreezing phase can be applied to the process of (All)
ORGSYS9.docx B1. Unfreezing – The unfreezing phase can be applied to the process of
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ORGSYS9.docx B1. Unfreezing – The unfreezing phase can be applied to the process of revising the current policy. Although staff members did not adhere to the policy, there may be aspec... ts of the policy that can be updated to ensure adherence to it in the future. Change – The change phase can be applied to the process of implementing annual or quarterly competency training for the policy. If staff members are routinely trained, they will be more likely to handle similar situations more effectively and be more productive. Freezing – The freezing phase can be applied to the process of testing staff members and doing simulations after training. This will ensure that staff members are retaining the new information that has been learned. It will also help the new process “stick†so that staff members are prepared if faced with similar situations. C. The general purpose of the failure mode and effects analysis process is to determine how a process may fail and to identify the impact of those failures. This is done in hopes of preventing the failure from occurring by identifying which processes can be improved. C1. Steps of the FMEA Process as defined by IHI are as follows… 1.Select a Process to Evaluate – This step involves selecting a procedure for evaluation that may benefit from the failure mode and effects analysis process. This is done in hopes of preventing the procedure from failing. 2.Recruit a Multidisciplinary Team – This step involves assembling a group. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. .. . . . . . . . . . . . . . . . . . .. . . . . [Show More]
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