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TQM – Zero Defect Achievement

TQM – Zero Defect Achievement
Zero defect achievement – Striving towards perfection! What is TQM: Quality management is all about being proactive and concepts like total quality management and six sigma of recent origin reiterate the fact that hundred percent error free performance is possible the first time and every time. This is what is called as zero defect achievement which most of the companies at corporate level are headed for. The intention is to strive for perfection in work, the way an archer aims for the bull’s eye on a target. It is time for people to cast off their conservative and archaic business practices and think out of the box to enjoy a sustainable competitive advantage driven by quality. Zero defects seek top performance standards the first time and every time. Management scholars offer several suggestions to improve the zero defects programme: The idea of zero defects programme has to be communicated through out the organization right from the top to the bottom level including managers, supervisors and workers. This would harmonize the functions of line and staff. Prerequisites needed for the programme have to be determined and made available. The culture and climate of the firm should be conducive to accomplish the programme. Explain in simple terms about the functions to be accomplished. Design some solid system of recognition. Set up a time schedule as time lines are very important when it comes to product delivery. Spot all the bottlenecks and remove them. Training is absolutely essential– the skill set and mind set of the employees have to be attuned to the goals of the venture. Mock training and rehearsals are helpful. Standardization is the key to the success of this programme. Bench Marking: Total quality management is a process contributing towards quality and bench marking is a means to achieve high quality performance by setting some top notch industry performers as reference points or standards. It is a continuous systematic process employed by a business enterprise to develop business and working processes that integrate the best practices available in the industry. Bench marking is a crucial element in the process of quality management. Quality is one field of production, which reflects the ethical viewpoint and approach of business firms towards the society and other investors or stakeholders. Bench marking is a modus operandi used to: Identify and define customer requirements Plan and establish effective goals and objectives Develop time measures of productivity Become more competitive Determine industry’s best practice The initial step is to decide what is to be bench marked-the product, services, customers or business processes in various departments. The second phase of action is to identify and select your competitors who will set the necessary precedence. With that as reference, decide on your company’s strategies by making meaningful and valid comparisons. Judge the competitor strengths and weaknesses and compare them with that of your own to get a clear picture of your current performance levels and capabilities. This will give you a clear indication on the action plans to be developed and implemented in a phased manner by your organization. Quality management is likely to happen only when all the employees of the organization work as a team with unified principles. Quality demands deep commitment and responsibility from the members of organizations. It calls for intense training to imprint the perception of quality in the minds of...
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Emotional Intelligence

Emotional Intelligence
Emotional Intelligence for Effective Inter Personal Relationships What is Emotional Intelligence : an ability or capacity to perceive, assess, and manage the emotions of one’s self, and of others. Role of Emotions: Emotions play a critical role in organizations where there is a need for people to work in groups or teams. A leader who is strong in mind and thoughtful can perceive, observe and direct the emotions of the team members through proper channels. Such a leader is said to be “emotionally intelligent”. No! It is not about intelligence quotient but emotional intelligence. Empathy is the ultimate quality expected in leaders and managers rather than being rated high in the IQ scale.The capacity to perceive, scrutinize and manage one’s own emotions and that of others is one major factor of advantage in the concept of emotional intelligence. An emotionally intelligent person can institutionalize and manage change as well as make powerful decisions. Grooming of Human Mind and Skills: Human resource management throws up a real challenge to corporate organizations, where human minds and skills have to be groomed for the purpose of transcending their performance to remarkable levels in order to satisfy the production requirements. This is possible only when an organization has a leader who can draft and amalgamate the process of relationship management and skill development without a glitch for the benefit of the organization . Transformational leadership with constructive attitude and open approach is well appreciated and accepted by the worker force. What are the distinct features of emotional intelligence? High perception Being insightful Sensitive to the needs and requirements of the employees Self-control Self-awareness Open communication Empathy Change management skills Effective decision making Ever sanguine Instrumental in developing interpersonal skills Breaks the conventional rules Aggressive and daring in his approach Socially popular and easily gain acceptance Motivation driver The rational quotient behind emotional intelligence helps people to think and act smart even during nerve-racking situations.Emotional intelligence helps people to think and act in a logical manner in stressful situations that can divert their energy into positive thinking. A leader with high emotional intelligence can work efficiently with his team members. The spirit of exuberance from the leader acts as a positive signal and takes the pressure off the employees’ mind. It is this ability to identify and understand the emotions of people working under him makes him a comrade rather than a commando. Why EI is Necessary? Emotional intelligence is necessary for top level executives at management level to stand out and succeed. An ordinary employee who does mundane job everyday is expected to be technically sound and well-trained. The same criterion can never be applied to a manager or a chief executive who is bound to manage both formal and informal teams working under the same roof. Only persons who are emotionally sound can uphold the proceedings with dynamism and verve. By motivating human personnel you can get things done in a smooth manner: Give them a fresh start to prove themselves in case if they fail at the first attempt Anger management of self/others Channelize the emotions of self/others and create positive vibes Perceive the problems from various angles to get a complete picture Understanding the root of the problem Treating work as fun Thinking out of the box – parallel thinking and creative thinking must be encouraged amongst the employee group. People with high emotional intelligence are the ones needed in business community as big corporate organizations always find it difficult to manage human resource. The management has to devise a system that takes into account the intricacies of human mind and assigning right people to handle the perplexities....
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Self Appraisal

Self Appraisal
Self Appraisal-Amuse Yourself What is  Self Appraisal: Self evaluation process involved in determining the level of self efficacy . By and large, corporate companies go for a one tier system of appraisal-where the supervisor generates a confidential report about his subordinates as and when required. This serves as a basis for the management to decide on increments or promotion for the respective candidate. But the question is, is this system fool proof? Definitely not. There are certain lapses that deserve mention and the management has to design suitable appraisal formats to improve or strengthen the weak areas. Some areas where the appraisal process can take a deviation: A biased report given by the appraiser due to various reasons Perception of appraiser may be wrong The appraiser sees the appraisee through his ideas and not from the management’s view point, which may lead to clash of ideas where the appraisee is made the victim Flaws in the design of the appraisal process where the top management may not come to know the real need of the appraisee Appraisees sometimes don’t identify themselves with the organization and its objectives Appraisees may not know what kind of behavior traits is expected of them by the management So it is imperative on the part of the management to introduce self appraisal process in its agenda, where the appraisee himself becomes the appraiser. This helps the organization to accomplish its overall objectives in a short time through a high performance system. This kind of appraisal by ‘oneself’ makes each and every employee to clearly understand where he stands against the expected scale of behavior. 7 Two-tier system as we may call it will help in the following manner: Participative approach infuses a sense of belongingness amongst the workforce Potential of the appraisee can be brought out The real problem of the employees is known Higher level of approach or interest to know or evaluate one’s own behavior is seen. Basically, organizations must examine their assumptions about human behavior and come to a common belief about people. If they believe people are basically “bad” management might go for hiring “watch-out-look-out” supervisors, rigid disciplinary regulations, and separate facilities such as parking, dining and rest rooms. All these clearly spell out the existence of distinction between the management and workforce. If the organization comes to a common agreement that people are basically “good”, entirely the approach will be different. Every worker becomes a manager and uniform treatment is given to both the employees and managers of higher cadre. Essentially in my opinion, no organization or work society will succeed without visionaries and uniform treatment that is consistent with basic principles and ethics. It has to be understood that work attitudes and values are ultimately a company’s best competitive advantage. Note: Larsen & Toubro – Engineering major Larsen & Toubro has developed a competency matrix which lists 73 competencies-that vary across managerial levels-to measure performance and gauge developmental needs of its employees. National Panasonic – The Japanese white-goods major has developed a performance-assessment system driven by Key Result Areas (KRAs). KRAs describe performance goals-business, functional, and behavioural ones-with defined time-frames and are decided jointly by the employee and his manager at the beginning of the...
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Spirituality and Management

Spirituality and Management
MANAGEMENT AND SPIRITUALITY The purpose of correlating spirituality and management might present a weird picture to some. Research of the old Hindu scriptures, epics and Vedas disclose the secrets of management etiquettes coated with spiritual sugar which serves as a road map for us to cherish and follow. As an ardent follower of the BHAGAVAT GITA, THE UNIVERSAL BOOK OF SPIRITUAL SCIENCE, it was really amazing for me to know that the core principles of management have already been defined and dealt with that were formulated at a later date by MANAGEMENT GURUS like PETER DRUCKER, HENRY FAYOL, C. K. PRAHALAD and the like. Optimal Business Decisions using Excel Solver – Make smarter business decisions using this amazing Excel Tool. I would like to present four qualities that struck me while I was comparing and contemplating. PERCEPTION AND UNDERSTANDING THE INNER SELF SELF MOTIVATION AND SELF TRANSCENDENCE DUTIES AND RESPONSIBILITIES LEADERSHIP The Leader and the Manager: The LEADER IS BEING FOLLOWED willingly, but a manager has to command individuals in order to adhere to his instructions. So, being a good leader starts from soul searching or understanding the nature of one’s inner self. SELF CONCEPTION gives a different dimension to approach problems. Spiritual experiences induce clarity in thinking that leads to ethical decision making. The spiritual experiences of Arjuna, one of the PANCHA PANDAVAS with LORD KRISHNA made him stronger (at will) and sharper (right perception). Decision Making: “I am the strength of those who are devoid of personal desire and attachment. O Arjuna, I am the legitimate desire in those, who are not opposed to righteousness, “says Lord Sri Krishna. At the war front, Arjuna the GREAT WARRIOR is not sure whether to fight against his own kith and kin. The inspiring words of Krishna motivated him to come out from the state of INERTIA and enter RIGHTEOUS ACTION. It is a testimony of what philosophers call the transcendence from alienation to self confidence to reach ethical decision making. One can never forego his duty or responsibility, be it his personal life or in the management arena. EFFECTIVENESS IS DOING THE RIGHT THINGS EFFICIENCY IS DOING THINGS RIGHT Forming a VISION, planning the right Strategies, pooling the resources, hiring right people for the right job, setting goals and objectives, reviewing by MANAGEMENT BY OBJECTIVES, MANAGEMENT BY EXCEPTION, rewards and recognition, all have been dealt with a masterly excellence in MAHABARATHA which talks about the GURUKSHETRA WAR between the PANDAVAS and KAURAVAS or to simply put it, between THE GOOD AND THE EVIL. “The Supreme Lord is situated in everyone’s heart, O Arjuna, and is directing the wanderings of all living entities, who are seated as on a machine, made of the material energy.”Mind can make you LIBERATED OR BONDED that depends upon your WILL to master it or be a slave. Controlling your mind in turn controls your actions and thought process that leads to well augured efforts that proves fruitful to the human race. Leaders are born and not made goes the saying. But if you are able to be THE MASTER OF YOUR MIND, you are a leader made. Management Lessons from THE BHAGAVAT GITA   Applicable to both western and Indian school of management, THE BHAGAVAT GITA deals with problems at the GRASS ROOT LEVEL relating to THE HUMAN PSYCHE. It enlightens us on all managerial techniques, goading us towards a serene atmosphere and state of affairs in place of the conflicts, stress, and lack of co-ordination, common in most of the enterprises world wide. “Do your duty perfectly, and the results will follow suit”, is the crux of GITA. How many of us can transform ourselves into such...
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Line and Staff Authority

Line and Staff Authority
Line and Staff Authority LINE AUTHORITY: It is that authority which a superior exercises over his subordinates to accomplish primary objectives of the organization. The superior issues orders and instructions to his sub ordinates to complete the tasks. This authority is delegated to those positions or elements of the organization which have direct responsibility for accomplishing the primary enterprise objectives. The flow of authority is always in the downward direction from the superior to the subordinate and such relationship is called LINE RELATIONSHIP that exists in all departments of an organization. ROLES OF THE LINE RELATIONSHIP: 1. As a Chain of Command: Line officials are in the chain of command from the highest position to the lowest position in the organization. Each successive manager exercises command over his subordinates. 2. As a career of accountability: Each executive in the line is accountable for the proper performance of the tasks assigned to him and every subordinate is answerable to his superior. 3. As a Channel of communication: Since the line relationship involves issue of instructions from the authorities and reporting from subordinates, it facilitates and serves as an effective channel of communication. Line relationship helps the organization to work properly by Providing the decisions required for functioning Furnishing reference points for the approval of proposals Serving as a means of control by setting the limits of authority Establishing authentic communication channels to make leadership process effective STAFF AUTHORITY: Literally staff implies a stick carried in the hand for support. In the context of management, it implies to those elements that help the line authorities to function effectively in accomplishing the primary objectives of the enterprise. Staff provides advice assistance and information to line managers and they are distinguished into three categories namely, personal, specialized and general staff. They reduce the burden of line authorities and they too have the right to command and extract work from their subordinates. According to Henri Fayol “staff is an adjunct, reinforcement and a sort of extension of line manager’s personality.” LINE AND STAFF CONFLICTS: As always, functional and decisional conflicts arise between line and staff members. The causes may be attributed to the following reasons. 1. Line managers grudge against the staff personnel: a) The staff authorities try to encroach upon the line managers and tell them how to do their work b) Lack of well balanced advice from the staff managers c) Staff managers are not directly accountable and sport a jealous attitude towards line authorities d) Staff managers fail to see the big picture objectively and their interests are confined to specified situations e) Staff often tend to impose their superiority on line managers 2. Staff personnel complaints against the line managers a) Line managers don’t want to listen to the suggestions of the staff and make it a point to resist new ideas. b) Lack of authority on the part of staff managers to implement their innovative ideas and hence the dependence on line authorities. c) Line managers do not utilize the services of staff personnel properly and effectively. 3. The workers’ attitude a) The authority relationships between line and staff specialists are not clearly defined most of the time b) The basic difference in attitude and perception of the line and staff managers create difficulties for the work force in carrying out orders and...
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