Examples Of Fishbone Diagram

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Fishbone Graphic Template That Reflects Interrelated Categories of Internal Systems Causes and Effects. According to Mind Tools (n.d.), the Cause and Effect Analysis was developed by professor Kaoru Ishikawa, a pioneer of quality management, in the 1960s. As a result of that, the created diagrams are also known as Ishikawa Diagrams or Fishbone Diagrams because a completed diagram can look like the skeleton of a fish. In general, the technique can be used in many ways and helps in avoiding common root cause analysis mistakes where there can be multiple causes that contribute to the final effect. A fishbone diagram is a visual way to look at cause and effect. It is considered to be a more structured approach than some other tools available for…show more content…
From personal experience, while working for a financial services company, I observed that the Human Resources practices play a major role in making a real positive difference for the company and its stakeholders. The study completed by Hamid (2017) regarding the impact of Human Resource management on organizational performance, indicates that the compensation management, organizational citizenship behavior, and employee development are positively associated with organizational performance. For the purpose of this exercise, the Fishbone graphic template will be utilized to visually display the many potential causes for positive effects of Human Resource practices on company growth. In order to develop the fishbone diagram, the identified effect, which is "Positive effect of HR practices on company growth" will be displayed at the head of the fish. Next, the major categories of causes of that effect will be written as branches from the main arrow. Then, the possible contributing causes will be listed on the smaller "bones" under various cause…show more content…
Vlachos (2009) further explains that communicating the employee performance data on a routine basis throughout the year help employees to improve and develop as employees want to be good at their jobs. Furthermore, information sharing fosters organizational transparency which reduces turnover. Therefore the company growth can be dependent on the human capital: selecting developing and rewarding the best people as well as revealing to them critical company information in order to make informed decisions which they are authorized to take. Each of the identified categories: company policy, training and development, selective hiring, job security, decentralization and self-managed teams, information sharing they all relate to each other in helping to create a positive effect of Human Resource practices on company growth. When HR practices are executed correctly, it can create a competitive advantage for the entire

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