...Alignment of Reward and Recognition Programs with Organizational Strategies for Effective Total Quality Management Quality Function Management and TQM April 10, 2009 Total Quality Management (TQM) as a management philosophy emphasizes the importance of meeting and exceeding customer (internal or external) expectations through the continuous quality improvements. To achieve competitive advantage, total quality organizations develop and establish goals, plans, and policies. Employees are internal customers of organizations, the efforts of which are directed towards meeting the expectations of external customers (Chang, 2005). Employees are valuable assets of organizations whose knowledge, skills, and performance impact the overall performance and success of organizations (Boon et al., 2007). Studies have demonstrated that in the era of globalization, increasing competition, and re-organization, employees not only work for gaining profits but also search for organizations that acknowledge and celebrate their achievements and efforts (Campbell-Allen, Houston & Mann, 2008). The data from “World at Work” surveys has demonstrated that being dissatisfied with employers, in 2003, approximately one-third of employees were considering other jobs while by early 2007, over 54% of employees were poised to leave for other job alternatives (Huff, 2007). P. B. Crosby stated that “people really don’t work for money. They go to work for it, but once the salary has been established...
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... Participative Leadership Participative management is utilized in organizations as strategies to increase workforce commitment and enhancing performances within the organization. Participative management, allows employees to take responsibility, accountability and authority over decisions and work. Participative leadership allows leaders to focus on tactical planning, while employees manage the daily operations, while focusing on listening, building teams and encouraging new ideas. Leaders ensure that a clear vision and mission has been clearly described before the management is given over to the employees. Management will tell the employees what is expected in terms of results for the organization and encourages employees to be creative in solving problems and improving performance. Participative leadership is power sharing in which work influences are shared by employees as well as managers, and this is to the benefit of the leaders to use these participative strategies as learning tools in the workplace. (Locke & Schweiger,1979 Steinheider, B., & Wuestewald, T. (2008)). An inclusive form of decision making is how to describe participative management. This will involve making decision on working conditions, information processing, goal setting, and problem solving. (Wagner,1994. Cite: (Steinheider, B., & Wuestewald, T. (2008)). How Participative schemes improve leadership Executing participative management is a way for leaders to give up some control...
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...unproductive state in the 1990’s. Now that it has been in place for quite some time, it is getting stale. No bonuses have been given in months. The employees are not satisfied with the management of the company and overall efficiencies have decreased. There is a lack of leadership including social and emotional intelligence and this is now leading to very low employee morale. The management doesn’t seem to be motivating their staff. Also the employee suggestions which worked well in the past have now been declining. The suggestion rates from employees have dropped to just 50 a year, showing that employees no longer feel like they are contributing successfully to the plant (Collins and Beer, 2008, p. 5). It seems that there has been no management feedback, which is crucial for employees to realize their potential and become more motivated. Thus, the employees are no longer taking an active interest in the company. My suggestions for steering this company in a positive direction would be to first and foremost include an organizational behavior system which would include the following elements: * Fact and value premises * Vision * Mission * Goals (Newstrom, 2014, p. 32) I would also suggest implementing one of the following supportive models of organizational behavior: * Supportive - depends on leadership...
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...having returned from a conference where you heard reports on the power of 360-degree or multi-rater feedback. Excited by the Prospect of introducing it in your organization you start sharing your enthusiasm and find that others are interested and receptive. After much discussion, you receive the go-ahead from your manager. Now, your challenge is to figure out the best way to implement it. First, you decide to do some informal benchmarking. As you read about multi-rater feedback, talk with colleagues and attend workshops, it becomes apparent that it’s a complicated subject with many options for design and implementation. At times you even wonder whether 360-degree feedback is the potent tool for performance management and organizational change it’s hyped to be or just another management fad. Your initial research reveals varied results. In some organizations, people rave about multi-rater feedback, claiming it’s the cornerstone intervention for individual and organizational change; others say it has left people feeling betrayed, broken confidences, and heightened cynicism. There are commonalities in the successes stories and in the failures. Most organizations using the best practices anticipate potential mistakes and plan actively how to avoid them. You want to make sure to address the pitfalls before embarking on your own 360-degree process. The successful implementation depends on whether it truly addresses and is perceived to address, important performance issues in your organization...
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...critically analyzing one of the key aspects of managerial organization and making suggestions to improve the current status of the selected organization. Out of the four areas I chose control techniques for this assignment. Management controls have always existed, in order to control the behavior of employees with the purpose of ensuring that organisational objectives are achieved. Many of these controls were accounting controls, such as budgets, standard costs, variance analysis etc. As organisations became more sophisticated, non financial controls were added. These controls included targets such as quality, waste, delivery lead-time, customer satisfaction etc. When other controls, such as those in respect of personnel, information systems, corporate policies, working practices etc. are added, the result is a system of management control, although often the components of the system lead to different behaviors. In his seminal work on the subject, Anthony (1965) defined management control as: “The process by which managers assume that resources are obtained and used effectively and efficiently in the accomplishment of the organisation’s objectives” His classic categorization of control was of three levels; strategic, management and operational which he saw as linked. In his work, management control was seen as the interface between strategic planning and operational control such that management control ensured that day-to-day operations were consistent with overall strategy...
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...Price Waterhouse Coopers Organizational Behavior Name: Institution: Introduction The primary center of the lead research was to discover the relationship in the middle of employees and management in admiration to inspiration at Price Waterhouse Coopers . From the online investigation of workers conduct and management meeting, it got observed that there was a potential hole in inspiration. This hole was a separation in the middle management and employees. Employees' perspective was unique in relation to that of the chief, in which they regularly obliged an instrumentality a prize or a reward to enhance an individual's performance. Most employees didn't take working at Price Waterhouse Coopers as their future occupation for different reasons. Price Waterhouse Coopers faces several organizational behavior challenges. However, solutions to these challenges can be provided to better the company. Organizational Behavior Challenges Improving People Skills: Unless employees and officials are prepared to have the obliged skills to adjust those progressions, the set objectives can't be accomplished within the set deadline. There are two separate classifications of skills, which include managerial and specialized skills. Innovative, structural, and ecological progressions, are quickened at a faster rate good to go afield. For managerial skills, they incorporate listening, arranging and sorting out, rousing, heading, critical thinking, and choice making skills...
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...You Decide: Analyzing Consumer and Commercial Buyer Behavior Dawn Lane Keller Graduate School of Management Abstract This activity was carried out to consider factors that influence and affect buyer behavior. Marketing suggestions for sales growth of Graves Enterprises, were analyzed against marketing research of buyer behavior and purchase patterns. This research was then used determine if the proposed plans would be successful in doubling sales for both the consumer and commercial markets of Graves Enterprises. Both plans involved creating new product lines and raising the cost to increase sales. It was determined that both consumer and commercial buyer’s were happy with their current products and ranked price of the product over any other attribute. This suggests that creating a new line alone would not be a justifiable incentive to purchase the new Graves products. This “You Decide” report presents the analysis of marketing suggestions submitted by the marketing directors at Graves Enterprises. Their suggestions are a review of primary and secondary research conducted to help determine a marketing strategy that will double sales in both the consumer and commercial markets of Grave Enterprises within the next year. The first analysis is aimed at the consumer market, while the second is an analysis at how to grow the commercial market. Consumer Products The determination must be made as to whether Joshua Edwards’s market research and recommendations in...
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...errors in medication errors. The “person” approach focuses on the individual nurse making the error and focuses on the unsafe behavior related to inattention, forgetfulness, carelessness, negligence or recklessness. With this approach, errors are reduced by modifying human behavior. The system approach focuses on the working conditions and looks at errors as results of systems problems within the clinical setting, such as staff shortage, increased workload, interruptions etc. (Choo, Hutchinson, & Bucknall, 2010, p. 855) The system approach is more conducive to changing processes which contribute to errors instead of blaming the individual. Work environments are reported as being a major influence in medication errors. The authors cite a study by Sanghera et al. (2007) which states lighting, nurse interruptions, and poor communication amongst team members contribute to medication errors. Another study is cited as reporting increased workload for nurses as another cause of medication errors. (Choo, Hutchinson, & Bucknall, 2010, p. 856) Nurses being unfamiliar with IV fluids, medications, doses and routes also has an impact on errors as was shown in a study from Brazil in 2007. Nurses are essential to patient safety and are seen as the last link in the area of medication management. Proposed Practice Changes The study authors compiled several suggestions for...
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...Riordan Manufacturing has developed a management plan to determine the capability of managing their employees. The company has asked several employees to complete a self-assessment about his or her job satisfaction. These assessments will help management discover the characteristics of their employees as well as determining what characteristic affects Riordan Manufacturing. Self-assessments help management analyzed job satisfaction, emotion and how their employee’s emotions affect him or her when making decision. After completely analyzing the self-assessments, a recommendation will be presented to Riordan Manufacturing to get a better understanding of management and how to motivate their employees. The employees who participate in the assessment are Antoinette Cobbs, Edward Massey, and Dwayne Gwen. The assessment that was issue to the participants is as follow: How satisfied am I with my job? What’s my affect intensity? , [Punctuation: Avoid leaving a space before a comma] Am I deliberate decision maker? , [Punctuation: Avoid leaving a space before a comma] and how [remove the comma unless the following is the last element in a series] are you [Eliminate second person (you, your) in academic documents and avoid addressing the reader directly. Prefer third-person pronouns (he, she, they, it)] feeling [Style suggestion: if "feeling" is used in the sense of "to believe or think," it is a cliché and vague; use "believing" or "thinking"]...
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...CONFLICT MANAGEMENT G D GOENKA WORLD INSTITUE SABHYA MISHRA PGDBM 140048 SABHYA MISHRA 2014-2016 PROJECT MANAGEMENT ORGANIZATIONAL COMMUNICATION AND CONFLICT MANAGEMENT Module-gmsi443 Individual coursework Course- pgdbm Cohort-2014-2016 Semester-3 Submitted to Module leader- Dr. kishore morya Module name: project management Date: 19 November, 2015 Acknowledgement I would like to express my gratitude towards my coursework supervisor and guided Mr. Kishore Morya whose support and guidance has led to the successful and timely completion for the project. INDEX 1: Introduction………………………………………………………………………………4 2: Organizational Communication…………………………………………………………..5 3: Conflict Management…………………………………………………………………….6 4. Process of conflict management…………………………………………………………..8 5: Future Perspective………………………………………………………………………...11 6: Organization………………………………………………………………………………11 7: References…………………………………………………………………………………13 INTRODUCTION Organizational communication and conflict management is the topic I choose in which firstly introduce about organizational communication, Organizational communication can defined as that it helps in creating different types of social structure such as relationships, teams and networks, in this we can say that without good internal communication there is no external communications and this thing affect the performance of the business. On the other hand there is an another point is conflict management is the way...
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...Abstract…………………………………………………………………………. 3 Suggestion on Establishing Good Union Management Relationship in the Workplace Human Resource Management December 24, 2011 1 SUGGESTION ON ESTABLISHING GOOD UNION RELATIONSHIP 2 Introduction……………………………………………………………………… 4 Changing Union- Management Relations…………………………………… 6 Open Warfare………………………………………………………… 6 Adversarial………………………………………………………………………. 6 Accommodating………………………………………………………………… 7 Partnership……………………………………………………………………… 7 Overcoming Past History to Negotiate New Relationship…………………. High Integrity Relationship……………………………………………………. Role of Managers………………………………………………………………. 9 9 10 Dynamic Line Managers………………………………………………………. 11 Workplace Harmonies and Cooperative…………………………………………….. 12 Worker Participation and Employee Involvement…………………………. 12 Communication………………………………………………………………… 13 Training…………………………………………………………………………. 14 Employee’s Satisfaction……………………………………………………….. 14 Conclusion………………………………………………………………………………. 17 Reference……………………………………………………………………………….. 19 Appendix………………………………………………………………………………... 22 Table of Content Abstract SUGGESTION ON ESTABLISHING GOOD UNION RELATIONSHIP 3 Relationship between union and management has changed together with environment and economical condition from time to time. Union relations with management should be seen as an essential part of management system and techniques, and not as...
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...2.3-08 A. Standards and Procedures Company X values each and every employee and has selected each one to represent this company to perform daily business responsibilities as ethically as possible while utilizing their personal integrity. The following Code of Conduct has been implemented to serve as a guideline for all employees to follow while performing their everyday assigned job duties at our company. The requirement of our company is to always conduct ourselves ethically. The framework for ethical behavior is contained throughout this Code of Conduct. Following this code demonstrates that the employee has a complete understanding of Company X’s expectations of them and exudes ethical behavior. Every employee is expected to know our Code of Conduct and observe it with the highest standards of ethics and integrity in their conduct, as failure to do so, will result in immediate disciplinary action. 1. Employees shall treat all coworkers, management and customers with dignity and respect. Always be kind to others. 2. Employees must always be honest, sincere, and forthright. The success of our company is dependent on trust from everyone employed with us. 3. Employees are expected to always conduct themselves with professionalism and in a businesslike manner. Drinking, drugs, using profanity, fighting, and similar unprofessional activities are strictly prohibited while on the job. 4. Sexual harassment will not be tolerated under any circumstances...
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...40 Teachers. It is located in Wellawatte, Sri Lanka. The School is following the Management Information System. The students are taught all subjects in English; they include: Language Arts, Math’s, Science, Music, PE, Commerce, Accounting, Economics and Art. The school provides many facilities and activities for the students and in addition to a good all round education. SWOT Analysis 1.1 The School management is clearly segmented into three distinct layers. These layers are: top management, middle management and lower management. Management layers are shown below: Top Management Level Head Principal The Head Principal of the school is responsible for most areas of the school operations. The Head Principal also publicly represents the school; mediate conflicts among staff, students, parents, and community members. Vice principal The Vice Principal of the school assists the Head Principal to guide behavior management, budgeting, staff supervision, curriculum, and other areas. Middle Management Level Teachers Everyday students are subjected to a range of decisions made by teachers about grading, curriculum, behavior management, and relationships with students. Teachers are also responsible for executing others decisions. Accountant The Accountant of the school is responsible for all transactions taken place within the school. Lower Management Level Security Guard The Security Guard is on duty at the Main Gate of the school from...
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...Citizenship Behavior For Organizational Performance BUS2010 Organizational Behavior Term Members Section 2 Group 5 Date of Submit: 29th April 2013 Date of Presentation: 17th May 2013 CONTENTS PAGE ✓ Introduction……………………………………………………………………….…1 ✓ Low Organizational Citizenship Behavior for Organizational Performance…….….2 ✓ Excessive Organizational Citizenship Behavior for Organizational Performance….4 ✓ Suitable Organizational Citizenship Behavior for Organizational Performance ...…6 ✓ Conclusion……………………………………………………………………….…10 Recommendations……………………………………………………...…..…11 ✓ Group Learning Refluences………………………………………………………….11 ✓ References LIST OF ILLUSTRATUIBS TABLE PAGE 1. Ordinary Least Squares Regression Parameter Estimates for Work Crew OCBs on Quantity and Quality…………………………………………9 Introduction Nowadays, the growing number of companies and researches have focused on and had the argument about the organization citizenship behavior for the organizational performance, especially the way of organization citizenship behavior affecting organizational performance. Some of them believe it in an easy way that the more attention is paid on organization citizenship behavior, the...
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...Exercise #10: Suggestions 1. Suggestions for “SECURITY DEPOSITS” Each tenant agrees to pay a security deposit in the amount specified in the dwelling lease. When the lease has been terminated, the housing authority can use the security deposit if the dwelling unit requires cleaning and/or repairs for any damages beyond normal wear and tear that may have been caused by the tenant, his/her family, and/or dependents or guests. In addition to this, the housing authority can use the security deposit toward reimbursement of any rent or other charges owed by the tenant or the tenant's remaining family. If there happens to be an unused amount of the security deposit, the housing authority must refund the money to the tenant within thirty (30) days after...
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