OQM research: questions and answers
How does OQM work? Why does development start with the bottleneck? And how does a profile lead to meaningful action? Find clear answers about the method and references to the underlying research.
11 questions
Origins
Where did OQM come from?
OQM grew out of Natural Church Development. Wesely describes the adaptation of its quality characteristics for the Malteser Hilfsdienst as OQM's starting point. His dissertation documents this development through 2011.
Source: Wesely, dissertation (2011), printed pages V-VI, 6-8Origins
What international research foundation does OQM build on?
OQM builds on Natural Church Development (NCD). By 2011, Wesely reported more than 70 countries and over 60,000 profiles for that foundation. Adapting its quality characteristics for organizations was the starting point for OQM.
Source: Wesely, dissertation (2011), printed pages V, 6Method
What is the minimum factor?
The minimum factor is the weakest quality area essential to the organization's functioning. The dissertation recommends understanding its causes together and focusing improvement there first. The eight-stave barrel is a discussion aid, not a law of nature for organizations.
Source: Wesely, dissertation (2011), printed pages 39-41Method
How does the OQM cycle work in the dissertation?
The six steps are preparation, collecting the profile, discussing the results together, choosing goals and measures, implementing them, and reassessing. A further profile shows what changed and which constraint needs attention next.
Source: Wesely, dissertation (2011), printed pages 38-40Method
What are the six organic principles for?
They support the selection and review of practical improvement measures. Interconnection, multiplication, sustainability, functionality, energy transformation and symbiosis focus attention on how changes work together and how existing resources can be used effectively.
Source: Wesely, dissertation (2011), printed pages 20-38Method
How were the eight quality characteristics adapted for organizations?
The dissertation describes how the eight quality characteristics were adapted for different types of organization. Names and questions were tailored to each setting. It documents versions for the Malteser Hilfsdienst and the company juwi, among others.
Source: Wesely, dissertation (2011), printed pages 11, 47-136Method
What did Wesely mean by whole teams?
The OQM chapter describes five conditions: clear vision, thoughtful selection, leadership, community, and recognition of shared progress. Together they provide a framework for dialogue about collaboration: Do we share a direction, do our strengths complement each other, and do we support one another at work?
Source: Wesely, dissertation (2011), printed pages 105-110Method
What role does trust play in OQM?
Trust makes it easier to discuss problems openly, take feedback seriously and implement improvements together. At work, reliable commitments, clear reasoning behind decisions and respect for different perspectives help build it.
Source: Wesely, dissertation (2011), printed pages 119-121Evidence
What does the dissertation establish about anonymity?
It reports that the survey described was designed to be anonymous and that responses were not meant to be traced to individuals. Anonymity is therefore an explicitly stated part of the OQM approach in the dissertation.
Source: Wesely, dissertation (2011), printed pages 10Evidence
What measurement evidence does the dissertation report?
For a questionnaire version used around 2008, the dissertation reports reliability coefficients from .82 to .94 across eight scales and correlations with other measures. Table 1 on page 43 lists the eight values with their original scale names.
Source: Wesely, dissertation (2011), printed pages 42-45Evidence
Is an employee survey representative above a 60 percent response rate?
Not automatically. Wesely reports Hossiep's historical guideline for internal comparisons. The strength of today's results also depends on which groups responded and who is missing. The dissertation additionally stresses clear purpose and understandable feedback to everyone involved.
Source: Wesely, dissertation (2011), printed pages 39, 45-46No matching question found.