...International Journal Of Engineering And Science Issn: 2278-4721, Vol. 2, Issue 4 (February 2013), Pp 19-24 Www.Researchinventy.Com Review Paper On “Poka Yoke: The Revolutionary Idea In Total Productive Management” 1, 1, Mr. Parikshit S. Patil, 2,Mr. Sangappa P. Parit, 3,Mr. Y.N. Burali Final Year U.G. Students, Mechanical Engg. Department,Rajarambapu Institute of Technology Islampur (Sangli),Shivaji University, Kolhapur (India) 2, P.G. Student, Electronics Engg. Department, Rajarambapu Institute of Technology Islampur (Sangli), Shivaji University, Kolhapur (India) Abstract: Poka-yoke is a concept in total quality management which is related to restricting errors at source itself. It deals with "fail-safing" or "mistake-proofing". A poka-yoke is any idea generation or mechanism development in a total productive management process that helps operator to avoid (yokeru) mistakes (poka). The concept was generated, and developed by Shigeo Shingo for the Toyota Production System. Keywords— Mistake-proofing, Total quality management, Total productive management. I INTRODUCTION In today’s competitive world any organisation has to manufacture high quality, defect free products at optimum cost. The new culture of total quality management, total productive management in the manufacturing as well as service sector gave birth to new ways to improve quality of products. By using various tools of TQM like KAIZEN, 6 sigma, JIT, JIDCO, POKA YOKE, FMS etc. organisation is...
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...Contents iii Introduction v Chapter 1: The Role of Leadership 3 What is Quality Management 3 Senior Management roles and responsibilities 3 Chapter 2: General Quality Strategies and Tools 5 Establishing Customers Expectations 5 Designing Quality In 5 Defining Metrics 5 Mistake proofing 5 Kaizen 5 Six Sigma 6 Chapter 3: Quality Tactics and the Logistics and Supply Chain Functions 7 Index 7 Introduction In the late 13th century craftsmen organized into guilds. The factory system started in Great Britain in the mid-1750s, which turned into the Industrial Revolution in the early 1800s. Manufacturers began to include quality processes in practices in the early 20th century. After World War II quality became very important of the war effort. While bullets were being manufactured in one state and rifles made in another the military decided to start sampling techniques for inspection such a Walter Shewhart’s statistical process control techniques. After World War II the Japanese welcomed the input of Americans. Instead of focusing on inspection they tried to improve organizational process through the people who used them. As a direct response the United State developed total quality. Japan’s high quality competition broadsided the US industrial sectors like automobiles and electronics in the 1970s. The US approached and embraced the entire organization and became known as total quality management (TQM). TQM has faded in the 20th century in the United States however...
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...Table of contents Abstract…………………….………………………………………….……………...…..2 Objectives………………………………………………………………………….……...3 Executive summary…………………………………………………………...………….4 Introduction to time management....................................................................................5 Types of time management……………………………………………………………....6 Some interesting time management statistics…………………………………………..7 Time Management Mistakes:……………………………………………………………8 Principles for Effective Time Management…………………………..……………….12 Time management model………………………...………………………………...…...13 Effective Time Management Techniques:………………………………………...…...14 Story on time management………………………………………………...…………...16 Urgent and important time management matrix:………………………………….....17 Advantages of Time Management: 18 Conclusion: 19 Recomendations: 19 References…………………………………………...……………………………….….20 Abstract “Once you have mastered time, you will understand how true it is that most people overestimate what they can accomplish in a year – and underestimate what they can achieve in a decade” Anthony Robbins This report reviews the importance of time management that emerges inevitably when dealing with exploring concepts of time in organizations. We live in an industrial society, where we deal with organizations at all times and in a variety of kinds, we are recurrently tackled with the way in...
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...The ideal way to handle the topic of training in reference to employees making mistakes on the job is to evaluate the situation. A good choice is to make a team to evaluate the situation, then make a recommendation to management on how to fix the problem. A key reason is “Employee training helps increase productivity at the business. If workers are confused about a process or lack the knowledge required to complete the job successfully, they may waste work hours trying to figure out the concept.”( www.ehow.com). To help with issues that might arise with management that is against implementing a training program, one can point out that it “Increase’s efficiencies in processes, resulting in financial gain.”( managementhelp.org). Management may be hesitant at first because of the possible cost in initiating a training program. Also management might worry about employees being resistant to going back a learning or relearning a process or skill for their job. Though again it should be pointed out that employee mistakes costs firms money, and training can cost money but also can save money in the long run. It is important for training to be presented to employees in a fashion that it is conducive to learning. In order for management to go forward on a training program and use training in the future, the training has to show results. “Training needs to be presented in context so that participants can absorb the principles and practice the skills, in the context...
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...that is critical in decision-making (Bor & Miller, 2007). Another potential source of the problem in the hospital is rebellion. The data entry workers may be rebellious to the financial officer for reasons they do may not disclose to the senior management. In this regard, they may perform duties without caution and make deliberate mistakes to attract attention of the senior management. These workers make mistakes and ensure that the people in charge of the departments and other executives will notice to have a forum where they can air their issues (Willcox, 2004). These are some of the potential sources of the issues in the hospital. In my analysis, I would wish to analyze the qualifications of all individuals attached in the data entry department. The analysis would be to ensure that all these individuals have the necessary skills to handle the work of data entry clerks. Another part of my analysis would be a scrutiny on how these experts perform their daily duties (Bor & Miller, 2007). I would take my time to learn the process, mode of questioning, and the final answers that the data entry clerk feeds to the machine. The scrutiny process would help me ascertain if the data entry officials are making deliberate mistakes or are not qualified for the posts they hold. Another part I would include in my analysis is personal...
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...MGT 409 – Business Policy & Strategic Management Instructor Course Sections & Location Glenn Hodges, PhD Section 001: TU / TH 1:00 – 2:20 E-mail: hodges@broad.msu.edu Section 002: TU / TH 2:40 – 4:00 Office Phone Number: 517-432-3522 Location: C132 Holden Hall Fax: 517-432-1111 Office: N440 BCC Office Hours: TU 10:30 – 11:30 (or by appointment) Address: Department of Management Eli Broad College of Business 632 Bogue Street N475 Michigan State University East Lansing, MI 48824-1032 COURSE DESCRIPTION This course addresses a very fundamental business question: “Why are some firms more successful than others over the long term?” The answer to this important question can be found in the relationship between the organization, its strategy, and its environment. This relationship is complex, uncertain, and always changing. Top managers shape and guide this relationship, making strategic decisions that change the organization's capabilities, shift its position in the environment, and / or lead the firm into a new business. This course is designed to familiarize students with the strategic management process by: * Introducing students to the different aspects of strategic decision-making from a business, corporate, and entrepreneurial perspective (lecture materials) * Exposing students to the complexity and ambiguity of strategic decision-making through the analysis of situations faced by real companies (case studies) ...
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...* Add a Comment * Print * More Sharing ServicesShare * Share on facebookShare on emailShare on pinterest_pinit Recognizing (and Avoiding) Common Management Mistakes Mistakes are nature's way of showing you that you're learning. As a manager, you will make mistakes, but you can avoid common managerial errors by knowing where the common pitfalls are. Thomas Edison once said that it takes 10,000 mistakes to find an answer. Here are some traps that new and experienced managers alike can fall victim to. Not making the transition from worker to manager When you're a worker, you have a job and you do it. Although your job likely requires you to join a team or to work closely with other employees, you're ultimately responsible only for yourself. Did you attain your goals? Did you get to work on time? Was your work done correctly? When you become a manager, everything changes. Suddenly, you are responsible for the results of a group of people, not just for yourself. Becoming a manager requires the development of a whole new set of business skills – people skills. Some of the most talented employees from a technical perspective become the worst managers because they fail to make the transition from worker to manager. Not setting clear goals and expectations Do the words rudderless ship mean anything to you? They should. Effective performance starts with clear goals. If you don't set goals with your employees, your organization often has no direction and your employees...
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...anonymous feedback from their co-workers. Employees can recognize their strengths and weaknesses though this method of assessment. The paper will look at the mistakes that people make in formulating a 360-degree feedback and appropriate use of the 360-degree performance evaluation test. Scenario 1 For a 360-degree feedback to be effective and efficient as a performance appraisal test, managers should be able to invest time in the development process of the assessment, analysis of data collected (Campion, Campion, & Campion, 2015). In this scenario, the manager makes a mistake of substituting the survey with a 360-degree feedback test. There is no time investment in the assessment. At that first point where the manager rejected the test, that is the ideal time that they were to formulate a better 360-degree performance evaluation test. The results of the tests were invalid because the manager made mistakes that one is not supposed to make the use of Multi-rater performance test. According to Wilson, 2014, committing an error in the process of formulating a 360-degree feedback can lead to inadequate or unclear results. Such mistakes include substituting another method with a 360-degree feedback, case in point, the manager substituted the survey questionnaire for using a 360-degree performance test instead. Another mistake that the manager made is he used a limited amount of time in the assessment of the results. The test should be comprehensive and should take the time to yield...
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...BACKGROUD OF THE STUDY Mutiara Beach Resort Penang heralds a new standard for Asian resort hotels. Located on a prime beachfront at Teluk Bahang, otherwise known as the 'glowing bay', it nestles in 7.3 hectares (18 acres) of landscaped tropical greenery. All 438 of its spacious rooms enjoy sea and garden views. Here in this paradise of comfort and luxury, it has been claimed that nothing is unusual. The name Mutiara means 'pearl' and is also a term of endearment in the Malay language. A perfect description for an extraordinary resort with a lively Malaysian personality. Penang Mutiara is one the luxurious hotels in South-East Asia. Owned by Pernas-OUE of Malaysia and managed by Singapore Mandarin International Hotels.Penang Mutiara wants to give to its customer the quality of service. And it also wants to give everything what its guests’ wants and needs. Penang Mutiara’s objectives are to give fast response to every customer request (SPEED), to keep its promise to be of service to their guests (DEPENDABILITY), and to be flexible to every guest request. The hotel believes that it is the impeccable customer service they are giving to their guests which gives them competitive advantage. The hotel is very careful never to compromise the quality of its service in order to cut costs. Good service means that guest s return again and again. The more guests, the higher utilization of rooms and restaurants, so in the end, it’s the quality of our service which keeps the...
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...№1 Project «Time management» Performed by Griskova Viktoria Management Department Group 1430 Supervised by Danko O.A. Midova V.О. Project defended on: ______________________ Evaluation: ______________________ Tutor’s signature: ______________________ Moscow 2015 ------------------------------------------------- Abstract (Аннотация на английском и на русском яз. на отдельных листах -не нумеруются) Contents (Оглавление –план реферата с нумерацией страниц) Introduction (Введение) What is Time Management? It seems that there is never enough time in the day. But, since we all get the same 24 hours, why is it that some people achieve so much more with their time than others? The answer lies in good time management. The highest achievers manage their time exceptionally well. By using the time-management techniques in this section, you can improve your ability to function more effectively – even when time is tight and pressures are high. Good time management requires an important shift in focus from activities to results: being busy isn’t the same as being effective. (Ironically, the opposite is often closer to the truth.) Spending your day in a frenzy of activity often achieves less, because you’re dividing your attention between so many different tasks. Good time management lets you work smarter...
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...Critical Analysis: “The 7 Deadly Sins of Performance Measurement and How to Avoid Them” Doris Willis Ottawa University May7, 2016 Productions-Operations Management – OAD 30013 Review: Hammer, M. (2007). “THE 7 DEADLY Sins OF PERFORMANCE MEASUREMENT [and How to Avoid Them],” MIT Sloan Management Review, 48(3), 19-28. Business managers are responsible designing and using metrics to track and improve operating performance to ensure customers are satisfied, productivity increases, and to boost sales. Operational performance measurement is one of the toughest problems facing many organizations nowadays. “The 7 Deadly Sins of Performance Measurement and How to Avoid Them” by Michael Hammer seeks to answer why companies fall target to recurring mistakes when using metrics. Ultimately, this article documents and evaluates seven prevalent mistakes exploited and how each improbity circumvents performance management and how to elude them. Summary The article centers on interviews with various executives. The consensus is managers’ do not use metrics effectively; they measure either too much or too little or the wrong things. Numerous companies implement metrics without giving any thought to the consequences of these metrics. He notes many of the operational metrics used by businesses make little or no sense. Hammer spells out the general dissatisfaction managers’ feel with metrics. Hammer outlines two routes that will ensure useful performance...
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....0 INTRODUCTION Success of organization is depends on its effective management system. Every organization will use different method of management systems to apply in organization. Every organization must hired flexible and high credibility person to serve as a managers. This is because, managers is a person who will influence organization productivities especially workers. They will look their managers as their role model in work, as a friend and etc. So, we had interviewed for a manager to know more of his job and which skills he used in organization. Mister Jaunis Bin Kamin is a construction manager for the Sabah team project under Jabatan Kerja Raya Malaysia(JKR). JKR is important department for Malaysia development. His is 42 year old and come from Ranau Sabah. He already married and his missions in life is ‘to improve knowledge every single of time, to achieve target must put effort’. In 1981-1983,he was studying in Sekolah Menengah Kebangsaan Mat Saleh Ranau from form 1 until form 3. He has continued his study for form 4 until form 5 in Sekolah Menengah Kebangsaan Sains Bukit Padang. In 1989,he has taking Diploma’s in Architect at Universiti Teknologi Malaysia, Johor. he also has continued his studied in Degree’s in Architect also at same university in1997-2000. In 1989-1999,he has work as Designer at Supervision Site Office in architect firm at Kota Kinabalu. After that ,in 1999 he started worked for JKR head office in Kuala Lumpur. Then, he worked as...
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...from The Tracks We Leave: Ethical and Management Dilemmas in Healthcare, Second Edition, by Frankie Perry, RN, LFACHE (Health Administration Press, 2013) CHAPTER 1 Understanding Your Ethical Responsibilities Hea lt h c a re l eader s and those aspiring to be leaders must recognize first and foremost that character and integrity constitute the very cornerstone of leadership. Organizations have failed and promising careers have been derailed when ethics have been relegated to secondary importance or, worse yet, ignored in the pursuit of more bottom-line considerations. Healthcare managers must understand their role and responsibility in creating an ethical healthcare environment that is honest, just, and always in the best interests of those being served. Whether you are the CEO, an assistant administrator, a department head, a program manager, or a clinician, if you are “in charge,” you have the ultimate responsibility for establishing the culture and setting the standards of conduct in your sphere of influence. This task is not always an easy one. Nor is it easy for well-intentioned managers to always make ethical decisions themselves. BARRIERS TO ETH ICAL D ECIS I O N M A K I NG In our book Healthcare Leadership Excellence: Creating a Career of Impact, James Rice and I identify some of the common barriers to ethical decision making and seven pitfalls for managers to avoid (Rice and Perry 2013, 29–37). We then make recommendations for building a solid...
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...Appreciate the different management theory and practice from the era of scientific management to contingency theory. Demonstrate knowledge of the underlying concepts and principles related to entrepreneurial and management activities. Deliverables This assignment represents 30% of the total INCOURSE marks for this module. The deliverables: A report of 1,000 words. You should state the number of words used on the cover of the assignment. You may include diagrams or figures, reference and bibliography lists and any appendices without word penalty. The standard sliding scale of penalties for excess length will be imposed as follows: |1 -10% excess |no penalty | |11-20% excess |3 marks reduction | |21-30% excess |6 marks reduction | |31-40% excess |9 marks reduction | The report must follow the standard academic format: • Font type: Times New Roman • Font size: 12 pts • Line spacing : 1.5 Instructions CHOOSE ONE (1) OF THE FOLLOWING QUESTION: Question 1: Follow the steps below: a) You are required to select any ONE (1) organisation from the list provided by your lecturer. b) Next, you are required to select one of the categories of a set of 2 management viewpoints From Table 1 below: |Category |Management Viewpoints ...
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...How to Manage an Entitled Employee Leslie Cain Keller Graduate School of Management Dr. Mary Welsh August 18, 2014 Table of Contents Abstract………………………………………………………………………………………3 Background…………………………………………………………………………………..3 Literature Application………………………………………………………………………..3 Analysis………………………………………………………………………………………5 Resolution Recommendation…………………………………………………………………6 Reflection……………………………………………………………………………………..7 References…………………………………………………………………………………….8 Abstract How do you handle an employee with personal issues who feel that those issues entitle them to different treatment then the other employees at the company? It is important to exercise compassion but not let it affect decisions for your employees that will cause problems for your company and the other employees. Also learning how and when to use disciplinary action for employees who abuse their sense of entitlement. See how I suggest handling the employee in this paper who uses her personal situation to get away with being late and calling in and it has created tension in the office with the other employees. Background Company ABC has rehired an employee, Sarah, that has worked for the company in previous years and been released of her position both times for being tardy, calling in repeatedly and poor work performance. Sarah is exhibiting the same behaviors now as she has in the past. She was in a drug rehab program and going through a divorce...
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