Engineering Papers⌕ Search

SEARCH · Engineering Papers

Results for “Culture Change”

Search indexed NASA NTRS and DOE OSTI research on propulsion, heat transfer, battery materials and energy systems. Follow report and document links to the original sources.

Quote a phrase for an exact phrase match. Source license links do not imply unrestricted reuse.

At least 19 records
All sourcesNASA NTRSDOE OSTI
NASA NTRS2018

Creating Innovative Frameworks to Spur Cultural Change at NASA Armstrong Flight Research Center

Changing the culture of an organization is a monumental task that often takes years and has no set formula. Steps can be taken, however, to spur cultural change by creating spaces and infrastructure to serve as the initial driving force. An innovation space and a bicycle sharing (bike share) program were implemented at the National Aeronautics and Space Administration (NASA) Armstrong Flight Research Center (AFRC) (Edwards, California) with a vision toward connecting Center personnel, fostering collaboration and innovation, retaining newer employees, promoting flexibility, and improving the culture and workplace atmosphere. This paper discusses the steps taken, challenges faced, novel culture-change-focused design elements, lessons learned, acquired metrics, and how these initiated cultural change at AFRC. For both the innovation space and the bike share program, funding was negotiated and provided through the NASA Convergent Aeronautics Solutions (CAS) project, which was seeking to improve the innovation and collaboration capabilities at each of the four NASA aeronautics Centers. Key stakeholders across AFRC from upper management, facilities, safety, engineering, and procurement were identified early in the process and were consulted and included throughout execution to ensure that any encountered roadblocks could be easily navigated. Research was then conducted by attending conferences and visiting culture-changing organizations both inside and outside United States Government agencies. Distilling the research, identifying available space, and deciding on specific design elements for the space was conducted by a subset of individuals of diverse backgrounds to enable quick, effective decision-making. Decisions were made with the intent to increase usage and diversity of users of the space; care was taken to ensure a well-crafted atmosphere that would foster the desired culture change. The allocated physical space required major structural modifications, new furniture, and new capabilities that would bring people in. Decisions and desires underwent a rapid reiterative process in order to stay within budget and short deadlines, while holding firm to what was seen as fundamental elements of an innovation space. The framework for cultural change being established, the more difficult task began: incubating the desired culture. Intentional workday use of the innovation space was encouraged, and organized events coordinated in order to truly foster culture change. Such incubation supports the organic spread of culture change to all areas of AFRC. This framework was complemented and expanded by the implementation of the bike share program. Steps for implementation included bike selection based on lessons learned, creating bike stations and signage, implementing bike share rules, and building a volunteer maintenance infrastructure. A novel user-reporting feedback system at each bike station is a low-impact method of capturing usage metrics. Due to the nature of the work conducted at AFRC, the bike share program and feedback system were negotiated and vetted through various organizations including legal, safety, and operations. The innovation space and the bike share program together are an effective initial framework for innovation and collaboration. Culture change takes time, but the innovation space and the bike share program are already showing signs of making a positive impact on the AFRC workforce.

rooms↗
NASA NTRS1991

Cultural changes in aerospace

Cultural changes; people and jobs; examples of cultural changes required; advanced launch system (ALS) philosophy; ALS operability capabilities; and ALS operability in design are outlined. This presentation is represented by viewgraphs.

Strobl, Bill↗
NASA NTRS1992

Acquisition streamlining: A cultural change

The topics are presented in viewgraph form and include the following: the defense systems management college, educational philosophy, the defense acquisition environment, streamlining initiatives, organizational streamlining types, defense law review, law review purpose, law review objectives, the Public Law Pilot Program, and cultural change.

Stewart, Jesse↗
NASA NTRS1991

The use of activity-based cost estimation as a management tool for cultural change

It will be shown that the greatest barrier to American exploration of the planet Mars is not the development of the technology needed to deliver humans and return them safely to earth. Neither is it the cost of such an undertaking, as has been previously suggested, although certainly, such a venture may not be inexpensive by some measures. The predicted costs of exploration have discouraged serious political dialog on the subject. And, in fact, even optimistic projections of the NASA budget do not contain the resources required, under the existing development and management paradigm, for human space exploration programs. It will be demonstrated that the perception of the costs of such a venture, and the cultural responses to the perceptions are factors inhibiting American exploration of the moon and the planet Mars. Cost models employed in the aerospace industry today correctly mirror the history of past space programs, and as such, are representative of the existing management and development paradigms. However, if, under this current paradigm no major exploration programs are feasible, then cost analysis methods based in the past may not have great utility in exploring the needed cultural changes. This paper explores the use of a new type of model, the activity based cost model, which will treat management style as an input variable, in a sense providing a tool whereby a complete, affordable program might be designed, including both the technological and management aspects.

Mandell, Humboldt↗
NASA NTRS2003

How do we Remain Us in a Time of Change: Culture and Knowledge Management at NASA

This viewgraph representation presents an overview of findings of a NASA agency-wide Knowledge Management Team considering culture and knowledge management issues at the agency. Specific issues identified by the team include: (1) NASA must move from being a knowledge hoarding culture to a knowledge sharing culture; (2) NASA must move from being center focused to being Agency focused; (3) NASA must capture the knowledge of a departing workforce. Topics considered include: what must NASA know to remain NASA, what were previous forms of knowledge reproduction and how has technological innovations changed these systems, and what changes in funding and relationships between contractors and NASA affected knowledge reproduction.

Linde, Charlotte↗
NASA NTRS2005

Use of New Communication Technologies to Change NASA Safety Culture: Incorporating the Use of Blogs as a Fundamental Communications Tool

The purpose of this paper is to explore an innovative approach to culture change at NASA that goes beyond reorganizations, management training, and a renewed emphasis on safety. Over the last five years, a technological social revolution has been emerging from the internet. Blogs (aka web logs) are transforming traditional communication and information sharing outlets away from established information sources such as the media. The Blogosphere has grown from zero blogs in 1999 to approximately 4.5 million as of November 2004 and is expected to double in 2005. Blogs have demonstrated incredible effectiveness and efficiency with regards to affecting major military and political events. Consequently, NASA should embrace the new information paradigm presented by blogging. NASA can derive exceptional benefits from the new technology as follows: 1) Personal blogs can overcome the silent safety culture by giving voice to concerns or questions that are not well understood or seemingly inconsequential to the NASA community at-large without the pressure of formally raising a potential false alarm. Since blogs can be open to Agency-wide participation, an incredible amount of resources from an extensive pool of experience can focus on a single issue, concern, or problem and quickly vetted, discussed and assessed for feasibility, significance, and criticality. The speed for which this could be obtained cannot be matched through any other process or procedure currently in use. 2) Through official NASA established blogs, lessons learned can be a real-time two way process that is formed and implemented from the ground level. Data mining of official NASA blogs and personal blogs of NASA personnel can identify hot button issues and concerns to senior management. 3) NASA blogs could function as a natural ombudsman for the NASA community. Through the recognition of issues being voiced by the community and taking a proactive stance on those issues, credibility within NASA Management can be restored. For NASA to harness the capabilities of blogs, NASA must develop an Agency-wide policy on blogging to encourage use and provide guidance. This policy should describe basic rules of conduct and content as well as a policy of non-retribution and/or anonymity. The Agency must provide sever space within their firewalls, provide appropriate software tools, and promote blogs in newsletters and official websites. By embracing the use of blogs, a potential pool of 19,000 experts could be available to address each posted safety issue, concern, problem, or question. Blogs could result in real NASA culture change.

Huls, Dale thomas↗
NASA NTRSDate not supplied

The Importance of Workplace Book Clubs to Start Idea Discussions and Changing Workplace Culture

Many of the ideas presented at this workshop will focus on larger initiatives for addressing IDEA; here we present a more focused effort to start discussions about IDEA, including changing workplace culture – a book club. A book club can be implemented at any size institute, department, or university with minimal resources. While this is not meant to replace any larger initiatives that are desperately needed, this is a way to start discussions within an organization to both change culture, build relationships and camaraderie among the participants, and increase management’s awareness of different direct approaches to addressing diversity and inclusion. It also has the advantage of being detached from the lived day-to-day experience at the organization and therefore provides a more neutral ground to think about and become aware of topics that might raise a plethora of uncomfortable feelings in those discussing them. There are different approaches to implementing a book club depending on the specific goals or needs of an organization – these can include who participates (such as management versus departments or sections versus colleagues outside your organization), the types of books or journal articles chosen, the schedule, and whether it is optional vs. required, among others. Here we discuss some of the approaches we have implemented at our institutions in setting up diversity-focused book clubs, including some lessons learned. We will specifically use a manager’s book club and an employee driven book club (called UnBinding Bias) as two detailed examples. Finally, we end with lessons learned from our experiences.

J Filiberto↗
NASA NTRS2008

Using SecondLife Online Virtual World Technology to Introduce Educators to the Digital Culture

The rapidly changing culture resulting from new technologies and digital gaming has created an increasing language gap between traditional educators and today's learners (Natkin, 2006; Seely-Brown, 2000). This study seeks to use the online virtual world of SecondLife.com as a tool to introduce educators to this new environment for learning. This study observes the activities and perceptions of a group of educators given unscripted access to this virtual environment. The results 'suggest that although serious technology limitations do currently exist, the potential of this virtual world environment as a learning experience for educators is strong.

Jamison, John↗
NASA NTRS1989

The decay of NASA's technical culture

Changes in the organization structure and technical research activities of NASA since 1970 are evaluated. The creation of NASA and the original organizational structure and operation of NASA are reviewed. The relationship between organization and advanced technology is discussed and suggestions are given for ways of maintaining NASA as a high reliability organization.

Mccurdy, Howard E.↗
NASA NTRS2007

Changing the Cultural Paradigm to Meet Emerging Requirements

This viewgraph presentation reviews changes that are required in Space Transportation. This new transportation paradigm from the reliance on the Space Shuttle to a mixture of space transportation vehicles, i.e., the Russian Progress, vehicle, the Japanese HTV, the European ATV and other commercial orbital transportation systems, requires a new cultural paradigm. This new paradigm is outlined, and reviewed.

Robbins, William W.↗
NASA NTRS2019

Challenges in applying model-based systems engineering: human-centered design perspective

Systems engineering is, by its nature, human-centered. It is about tradeoffs and negotiations by systems engineers among different disciplines and systems to ensure the resulting system of systems can achieve the mission objectives successfully. Applying MBSE means enabling system engineers to use MBSE processes, methods, and tools to perform such work. This requires not only tools and infrastructure that support MBSE but also cultural change in how system engineers approach their work. Although the cultural change is listed as one of the challenges for MBSE infusion to address, its details and how to address them are not often discussed in the literature and the community. We used Human-Centered Design framework to articulate a core set of related challenges and the implications to tool and infrastructure developments. We will discuss the details of the HCD framework applied and discuss the core challenges using an electrical system engineering to harness engineering workflow as a case study.

Jimenez, Alejandro↗
NASA NTRSDate not supplied

Forging the Forge

As part of the NASA Johnson Space Center’s (JSC) effort to revitalize and recommit to our “Dare Unite Explore” vision for the future, the Center is exploring a new strategy to spread the innovation mindset and increase collaboration across the workforce. In order to maintain JSC’s leadership in human spaceflight, there is a need for working at the speed of commercial industry, breaking down silos between organizations, improving innovation and increasing workforce flexibility. Through brainstorming concepts and benchmarking other facilities, the leadership team evaluated several ideas, assessed constraints and derived that an “Innovation Team” was relatively easy to adopt. Modeled after productive teams like the Jet Propulsion Laboratory’s Innovation Foundry and Glenn Research Center's Compass team, JSC is laying the foundation of a new innovation team called the Forge. This team is as much about getting employees tempered in the ways of innovative thinking as it is about refining design studies and hammering out proposals. By the dictionary definition of the verb, forge can mean either to move ahead slowly and steadily or to move with a sudden increase of speed and power. Driving cultural change in a large government organization like NASA often involves slow perseverance with small injections of momentum to forge ahead. Leveraging lessons learned from the Innovation Foundry and Compass, this paper describes how the collaborative, concurrent engineering framework was tailored to JSC’s needs, as well as the aspects that were considered given JSC’s operation-focused, Program-driven landscape. Our process to drive cultural change, the steps taken, and challenges encountered are discussed. The first two pilots of the teaming framework are described with initial results presented in terms of employee engagement and fostering innovation. We also describe the planned future work and next steps to continue to push the initiative forward. Long has the Center been resting on its operations heritage, now we are forging a new path to Dare to expand frontiers, Unite with our partners and Explore space to benefit humanity.

Culture Change↗
NASA NTRS2014

Open Innovation at NASA: A New Business Model for Advancing Human Health and Performance Innovations

This paper describes a new business model for advancing NASA human health and performance innovations and demonstrates how open innovation shaped its development. A 45 percent research and technology development budget reduction drove formulation of a strategic plan grounded in collaboration. We describe the strategy execution, including adoption and results of open innovation initiatives, the challenges of cultural change, and the development of virtual centers and a knowledge management tool to educate and engage the workforce and promote cultural change.

Davis, Jeffrey R.↗
NASA NTRS2006

Marshall Space Flight Center Propulsion Systems Department (PSD) KM Initiative

NASA Marshall Space Flight Center s Propulsion Systems Department (PSD) is four months into a fifteen month Knowledge Management (KM) initiative to support enhanced engineering decision making and analyses, faster resolution of anomalies (near-term) and effective, efficient knowledge infused engineering processes, reduced knowledge attrition, and reduced anomaly occurrences (long-term). The near-term objective of this initiative is developing a KM Pilot project, within the context of a 3-5 year KM strategy, to introduce and evaluate the use of KM within PSD. An internal NASA/MSFC PSD KM team was established early in project formulation to maintain a practitioner, user-centric focus throughout the conceptual development, planning and deployment of KM technologies and capabilities with in the PSD. The PSD internal team is supported by the University of Alabama's Aging Infrastructure Systems Center Of Excellence (AISCE), Intergraph Corporation, and The Knowledge Institute. The principle product of the initial four month effort has been strategic planning of PSD KM implementation by first determining the "as is" state of KM capabilities and developing, planning and documenting the roadmap to achieve the desired "to be" state. Activities undertaken to support the planning phase have included data gathering; cultural surveys, group work-sessions, interviews, documentation review, and independent research. Assessments and analyses have been performed including industry benchmarking, related local and Agency initiatives, specific tools and techniques used and strategies for leveraging existing resources, people and technology to achieve common KM goals. Key findings captured in the PSD KM Strategic Plan include the system vision, purpose, stakeholders, prioritized strategic objectives mapped to the top ten practitioner needs and analysis of current resource usage. Opportunities identified from research, analyses, cultural/KM surveys and practitioner interviews include: executive and senior management sponsorship, KM awareness, promotion and training, cultural change management, process improvement, leveraging existing resources and new innovative technologies to align with other NASA KM initiatives (convergence: the big picture). To enable results based incremental implementation and future growth of the KM initiative, key performance measures have been identified including stakeholder value, system utility, learning and growth (knowledge capture, sharing, reduced anomaly recurrence), cultural change, process improvement and return-on-investment. The next steps for the initial implementation spiral (focused on SSME Turbomachinery) have been identified, largely based on the organization and compilation of summary level engineering process models, data capture matrices, functional models and conceptual-level systems architecture. Key elements include detailed KM requirements definition, KM technology architecture assessment, evaluation and selection, deployable KM Pilot design, development, implementation and evaluation, and justifying full implementation (estimated Return-on-Investment). Features identified for the notional system architecture include the knowledge presentation layer (and its components), knowledge network layer (and its components), knowledge storage layer (and its components), User Interface and capabilities. This paper provides a snapshot of the progress to date, the near term planning for deploying the KM pilot project and a forward look at results based growth of KM capabilities with-in the MSFC PSD.

Caraccioli, Paul↗
NASA NTRS2006

Marshall Space Flight Center Propulsion Systems Department (PSD) Knowledge Management (KM) Initiative

NASA Marshall Space Flight Center's Propulsion Systems Department (PSD) is four months into a fifteen month Knowledge Management (KM) initiative to support enhanced engineering decision making and analyses, faster resolution of anomalies (near-term) and effective, efficient knowledge infused engineering processes, reduced knowledge attrition, and reduced anomaly occurrences (long-term). The near-term objective of this initiative is developing a KM Pilot project, within the context of a 3-5 year KM strategy, to introduce and evaluate the use of KM within PSD. An internal NASA/MSFC PSD KM team was established early in project formulation to maintain a practitioner, user-centric focus throughout the conceptual development, planning and deployment of KM technologies and capabilities within the PSD. The PSD internal team is supported by the University of Alabama's Aging Infrastructure Systems Center of Excellence (AISCE), lntergraph Corporation, and The Knowledge Institute. The principle product of the initial four month effort has been strategic planning of PSD KNI implementation by first determining the "as is" state of KM capabilities and developing, planning and documenting the roadmap to achieve the desired "to be" state. Activities undertaken to suppo~th e planning phase have included data gathering; cultural surveys, group work-sessions, interviews, documentation review, and independent research. Assessments and analyses have beon pedormed including industry benchmarking, related local and Agency initiatives, specific tools and techniques used and strategies for leveraging existing resources, people and technology to achieve common KM goals. Key findings captured in the PSD KM Strategic Plan include the system vision, purpose, stakeholders, prioritized strategic objectives mapped to the top ten practitioner needs and analysis of current resource usage. Opportunities identified from research, analyses, cultural1KM surveys and practitioner interviews include: executive and senior management sponsorship, KM awareness, promotion and training, cultural change management, process improvement, leveraging existing resources and new innovative technologies to align with other NASA KM initiatives (convergence: the big picture). To enable results based incremental implementation and future growth of the KM initiative, key performance measures have been identified including stakeholder value, system utility, learning and growth (knowledge capture, sharing, reduced anomaly recurrence), cultural change, process improvement and return-on-investment. The next steps for the initial implementation spiral (focused on SSME Turbomachinery) have been identified, largely based on the organization and compilation of summary level engineering process models, data capture matrices, functional models and conceptual-level svstems architecture. Key elements include detailed KM requirements definition, KM technology architecture assessment, - evaluation and selection, deployable KM Pilot design, development, implementation and evaluation, and justifying full implementation (estimated Return-on-Investment). Features identified for the notional system architecture include the knowledge presentation layer (and its components), knowledge network layer (and its components), knowledge storage layer (and its components), User Interface and capabilities. This paper provides a snapshot of the progress to date, the near term planning for deploying the KM pilot project and a forward look at results based growth of KM capabilities with-in the MSFC PSD.

Caraccioli, Paul↗
NASA NTRS1992

Chromosomal changes in cultured human epithelial cells transformed by low- and high-LET radiation

For a better assessment of radiation risk in space, an understanding of the responses of human cells, especially the epithelial cells, to low- and high-LET radiation is essential. In our laboratory, we have successfully developed techniques to study the neoplastic transformation of two human epithelial cell systems by ionizing radiation. These cell systems are human mammary epithelial cells (H184B5) and human epidermal keratinocytes (HEK). Both cell lines are immortal, anchorage dependent for growth, and nontumorigenic in athymic nude mice. Neoplastic transformation was achieved by irradiating cells successively. Our results showed that radiogenic cell transformation is a multistep process and that a single exposure of ionizing radiation can cause only one step of transformation. It requires, therefore, multihits to make human epithelial cells fully tumorigenic. Using a simple karyotyping method, we did chromosome analysis with cells cloned at various stages of transformation. We found no consistent large terminal deletion of chromosomes in radiation-induced transformants. Some changes of total number of chromosomes, however, were observed in the transformed cells. These transformants provide an unique opportunity for further genetic studies at a molecular level.

NASA Discipline Number 04-10↗