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Deborah Nightingale and Roy Welsch. Lee, Steven (Steven SangHeon) Leaders for Global Operations Program. Leaders for Global Operations Program at MIT Massachusetts Institute of Technology. Engineering Systems Division Sloan School of Management 2011-09-27T18:40:24Z 2011-09-27T18:40:24Z 2011 2011 http://hdl.handle.net/1721.1/66078 753956014 Thesis (M.B.A.)--Massachusetts Institute of Technology, Sloan School of Management; and, (S.M.)--Massachusetts Institute of Technology, Engineering Systems Division; in conjunction with the Leaders for Global Operations Program at MIT, 2011. Cataloged from PDF version of thesis. Vita. Includes bibliographical references (p. 78-80). Traditionally, in Raytheon's Integrated Defense System Product Development Engineering Group, lean initiatives have not been fully adopted. Though the lean tools are useful, the engineering group is looking for more effective deployment methods to implement lean. The conventional push approach is to have management communicate some strategic objective which generates a project. Historically, a useful lean tool is developed and introduced, but is under-utilized months later. We focused on implementing a push-pull hybrid approach. The purpose is to merge the strategic objectives with stakeholder values to generate a project that addresses needs from both ends. Organizations (such as Toyota) that are effective with change management typically spend 80 percent of their time and resources on people engagement and organizational architecture. The remaining 20 percent is spent on lean tool utilization. Raytheon emulated this model and generated initial people engagement. We discovered that successful change management embodies three factors: 1) Engaging Stakeholders 2) Engaging Leaders 3) and Ensuring Alignment of Organizational Architecture. by Steven Lee. S.M. M.B.A. 80 p. eng Massachusetts Institute of Technology M.I.T. theses are protected by copyright. They may be viewed from this source for any purpose, but reproduction or distribution in any format is prohibited without written permission. See provided URL for inquiries about permission. http://dspace.mit.edu/handle/1721.1/7582 Sloan School of Management. Engineering Systems Division. Leaders for Global Operations Program. A case study : creating momentum and self-sustaining change in product development through continuous improvement efforts Thesis application/pdf false Publication unknown unknown <Publication xmlns="https://www.openaire.eu/cerif-profile/1.1/" id="4c300f74-bc63-4761-9049-455872f073c0"> <Type xmlns="https://www.openaire.eu/cerif-profile/vocab/COAR_Publication_Types">http://purl.org/coar/resource_type/c_1843</Type> <Language>eng</Language> <Title>A case study : creating momentum and self-sustaining change in product development through continuous improvement efforts</Title> <PublishedIn> <Publication> </Publication> </PublishedIn> <PublicationDate>2011</PublicationDate> <Authors> <Author> <DisplayName>Lee, Steven (Steven SangHeon)</DisplayName> <Affiliation> <OrgUnit> </OrgUnit> </Affiliation> </Author> </Authors> <Editors> </Editors> <Publishers> <Publisher> <DisplayName>Massachusetts Institute of Technology</DisplayName> <OrgUnit /> </Publisher> </Publishers> <License>http://dspace.mit.edu/handle/1721.1/7582</License> <Keyword>Sloan School of Management.</Keyword> <Keyword>Engineering Systems Division.</Keyword> <Keyword>Leaders for Global Operations Program.</Keyword> <Abstract>Traditionally, in Raytheon&apos;s Integrated Defense System Product Development Engineering Group, lean initiatives have not been fully adopted. Though the lean tools are useful, the engineering group is looking for more effective deployment methods to implement lean. The conventional push approach is to have management communicate some strategic objective which generates a project. Historically, a useful lean tool is developed and introduced, but is under-utilized months later. We focused on implementing a push-pull hybrid approach. The purpose is to merge the strategic objectives with stakeholder values to generate a project that addresses needs from both ends. Organizations (such as Toyota) that are effective with change management typically spend 80 percent of their time and resources on people engagement and organizational architecture. The remaining 20 percent is spent on lean tool utilization. Raytheon emulated this model and generated initial people engagement. We discovered that successful change management embodies three factors: 1) Engaging Stakeholders 2) Engaging Leaders 3) and Ensuring Alignment of Organizational Architecture.</Abstract> <Access xmlns="http://purl.org/coar/access_right" > </Access> </Publication>