KEMA and using words to mask and justify reasons to Reorganize

KEMA http://www.kema.com/ is an International company that goes into companies, looks at how they do things, then tells them how to go about fixing whatever they do.

 

I've read only a few reports produced by them, but it seems like they ensure that the answers given already fulfill the goals of what is wanted by the people to hire them and then justify what is about to be done.

 

Generic examples:

Under a table of current processes they entered entries like

"Need to create a central process" - did not define at all what processes are like NOW

"No central plan to prioritize" - did not state how priorities are resolved now and why it needs to change

"People assigned on an ad-hoc manner to projects" - where are NOT people assigned in an ad-hoc manner?

"People assigned to many different tasks" - they downsized and got rid of people to save money and combined jobs and now they complain that a single person is assigned to too many different distinct functions? (Not a fault of KEMA, but they should have stated "Downsizing and elimination of jobs results in overworking of a single individual to the point that expertise is eventually lost." Since Big business funds them they will never say that since it would imply they would recommend HIRING people and KEMA is brought in to justify FIRING people.

 

"Need to create a central system" - not at all describing the different systems in PLACE at all - just stating a "NEED" then saying as a result "Central system created"

 

They ended up putting down all these "needs" in the existing process columns - which sounds more like they just put in what the people who hired them WANTED to do and after paying thousands of dollars for an outside person to write it up comes back and state "See, our needs are now documented!!!"

 

Sorry when someone says "Current Process" I never knew the word "need" was to be used in describing it.

 

This predetermining the outcome of an "objective" study  stuff has been going on ever after the first time and motion studies were done back in the 20s. This is where they found out that just by watching people they work better. In one study they turned up the light intensity and people worked better. They then turned DOWN the lights and the people worked better!

To see a consequence of not doing good work in the allocated time watch Schnidler's list where in a factory a NAZI officer times a person creating parts for a mess kit, counts the number completed then tries to shoot him for not working fast enough. Ignoring the pleas of the person that he had been gone for 3 1/2 hours on another work assignment and had only worked there for an hour before the inspection.

 

At least in the US we don't get physically shot - only mentally - when these studies are done.