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Stock image 2 - Quality 4.0The introduction of emerging, digital technologies has ushered in the Fourth Industrial Revolution.  To keep the competitive advantage in this era of Digital Transformation, leveraging contemporary technology is an absolute necessity.  Using cutting-edge technology means not just augmenting, but in fact, revamping the whole Quality outlook.

Quality 4.0 is the complimentary Quality approach to the Industry 4.0 era.   Quality 4.0 is about transforming and improving Organizational Culture, collaboration, competency, and Leadership Development among other things through the application of technology.

Quality 4.0 is characterized by:

  • Transforming and improving culture, collaboration, competency, and leadership through the application of technology.
  • Digital Transformation of Management Systems and compliance.
  • Enabling technology and processes necessary to maximize value, resolve customary Quality impediments, and provide innovative solutions.

Quality 4.0 is not just about Digitalization, but more importantly about the impact of that Digitalization on Quality technology, processes, and people.

Companies can use the 11 pillars of Quality 4.0 Framework to identify how the existing capabilities and initiatives can be transformed and then educate, plan, and act accordingly.  The framework uses the traditional Quality methods to build upon and improve them.  The 11 pillars of Quality 4.0 include:

  1. Data
  2. Analytics
  3. Connectivity
  4. Collaboration
  5. App Development
  6. Scalability
  7. Management Systems
  8. Compliance
  9. Culture
  10. Leadership
  11. Competency

The majority of the companies are still not in a position to take leverage of Quality 4.0.  This warrants making investments in improving traditional Quality and bringing themselves in a position where they can spring up to use Quality 4.0 to prepare for the future.

There are strong interrelationships between the pillars of Quality 4.0, and adding new capabilities to certain pillars facilitates new applications on other pillars.  Let us delve a little deeper into a few of these pillars

1. Data and 2. Analytics

Data and Analytics form the first 2 pillars.  Data is key to informed decision making.  Most companies are still using fragmented data while the innovating market leaders have progressed to taking leverage of Big Data.  Data can be better understood by understanding its 5 components:  Volume, Variety, Velocity, Veracity, and Transparency.

Analytics help reveal the insights contained within raw data.  Correct metrics are key to uncovering correlations and patterns—meaningful information.  Big Data Analytics using Machine Learning and Artificial Intelligence is beneficial if the Analytics Framework—comprising Descriptive, Diagnostic, Predictive, and Prescriptive Analytics—is understood clearly.

3. Connectivity

Connectivity encompasses the link between Business Information Technology—e.g., Enterprise Quality Management Systems (EQMS), Product Life-cycle Management (PLM), Enterprise Resource Planning—and Operational Technology that is used in Manufacturing, Labs, and Services.  Connectivity is achieved through abundant and inexpensive sensors providing real-time feedback from Connected People, products, edge devices, and processes.

4. Scalability

Scalability creates uniformity in Quality.  It is the ability to harmonize processes, best practices, competencies, and lessons learnt across the organization, be it global.  Cloud Computing has played a pivotal role in harnessing scalability by providing Software as a Service (SaaS), Infrastructure as a Service (IaaS), Platform as a Solution (PaaS), and connection of databases.

The reality of the future is Quality 4.0.  It is being adopted very swiftly.  Those who remain unfamiliar with it or are slow to adopt run the risk of being marginalized very quickly.

Interested in learning more about Quality 4.0? You can download an editable PowerPoint on Quality 4.0 here on the Flevy documents marketplace.

Do You Find Value in This Framework?

You can download in-depth presentations on this and hundreds of similar business frameworks from the FlevyPro Library.  FlevyPro is trusted and utilized by 1000s of management consultants and corporate executives. Here’s what some have to say:

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virtual work corp culture 2Just as in a co-located setting, a remote work environment warrants a defined culture.  Culture in a co-located setting is distinctly evident.  It is imparted and communicated through collaboration between colleagues, their behaviors, and the actions that are incentivized—or those that are considered inappropriate—at the organization.

However, defining, creating, and sustaining an Organizational Culture in a virtual environment is a bit complicated.  It needs careful deliberation.  Leadership can make good use of the 12 guiding principles to inspire a robust Virtual Workplace Culture.  These guiding principles can be segregated into 2 categories:

General Culture Principles

There are 7 principles under this category:

  1. There are no unwritten rules
  2. Reinforce values
  3. Don’t take Culture for granted
  4. Embrace gratitude and transparency
  5. Institute structure around Culture
  6. Welcome changes to Culture
  7. Leverage disruption to improve Culture

Mental Health Related Principles

Virtual Work can lead to various ailments, including burnout, if it is accomplished without abiding by healthy lifestyle, best practices, and guidelines.  The mental health category entails 5 guiding principles:

  1. Don’t encourage long work hours
  2. Document processes around mental health
  3. Recognize mental health struggles
  4. Prevent burnout, isolation, and anxiety
  5. Encourage a healthy virtual lifestyle

Let’s dive deeper into 4 of these guiding principles.

1. There are no unwritten rules

The first principle to foster a Remote Culture necessitates documented policies and systems.  Careful documentation assists in prohibiting decline of a remote enterprise and culture.  The first instance to document should be the company values including teamwork, productivity, clarity, diverseness, and inclusivity.

2. Reinforce values

The actions that are encouraged and rewarded by the company become organizational values.  For instance, in virtual settings, hiring, promoting, and developing people play a huge role in encouraging and underlining the importance of values.  The values dear to an organization are displayed through role modeling of required behaviors by the leadership.  They are manifested by the people the organization hires and let go off.  Organizational values are also evident by the yardsticks used to gauge qualification for increments, rewards, promotions, and performance management.

3. Embrace gratitude and transparency

Without clear-cut information sharing and appreciation, employees may begin to feel cynical and unenthusiastic.  This can eat away at the organization culture.  Leaders should be careful with 360 performance evaluation and feedback.  Negative feedback should be delivered in a positive manner to instill hope and determination to do better.  There is also a need to take drastic measures if there is a general sense of lack of appreciation and transparency prevalent among employees.

4. Don’t take Culture for granted

Culture is easily emphasized in a co-located setting, collaborating with colleagues day after day.  However, underscoring the significance of culture in a virtual environment demands cautious deliberation.  Various core elements of culture are often present, but are masked in our daily activities and habits.  These elements are manifested by “how we do things in our organization.”  These common habits are the hallmark of belonging to a culture.

In remote settings, leaders need to highlight the elements of culture that are evident in such settings and their importance, since these practices are a bit hard to observe in virtual teams.  Leadership should mark boundaries of culture clearly and define what is disrespectful or unacceptable in their organizational culture.

Interested in learning more about the other guiding principles of Virtual Work Culture?  You can download an editable PowerPoint presentation on Virtual Work: Corporate Culture here on the Flevy documents marketplace.

Do You Find Value in This Framework?

You can download in-depth presentations on this and hundreds of similar business frameworks from the FlevyPro LibraryFlevyPro is trusted and utilized by 1000s of management consultants and corporate executives. Here’s what some have to say:

“My FlevyPro subscription provides me with the most popular frameworks and decks in demand in today’s market. They not only augment my existing consulting and coaching offerings and delivery, but also keep me abreast of the latest trends, inspire new products and service offerings for my practice, and educate me in a fraction of the time and money of other solutions. I strongly recommend FlevyPro to any consultant serious about success.”

– Bill Branson, Founder at Strategic Business Architects

“As a niche strategic consulting firm, Flevy and FlevyPro frameworks and documents are an on-going reference to help us structure our findings and recommendations to our clients as well as improve their clarity, strength, and visual power. For us, it is an invaluable resource to increase our impact and value.”

– David Coloma, Consulting Area Manager at Cynertia Consulting

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