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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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Corporate Culture

Corporate Culture
The Ideology of Corporate Culture What is Corporate Culture: the collective beliefs, value systems, and processes that provide a company with its own unique flavor and attitude. Management Attitude: Globalization has necessitated organizations existing in the corporate business world to respond in a unique way in an attempt to enjoy a competitive edge in the market. Corporate culture is a value that keeps an organization intact and helps in building team spirit amongst the members. It is not possible to specifically describe or delineate the concept of culture, yet, people are aware of its fine and striking presence. Let us say that each corporate firm has a dissimilar but unique culture which embraces the values, norms, beliefs and assumptions of the members of the organization and their behavior. It is also greatly induced by the leadership style and management attitude. Role of Culture: Why do organizations need culture as a milieu? Has culture any role in improving the output? Management uses culture as a means to reach out to the employees in an informal manner, to signify what is expected of them plus what is to be expected from the management. Culture cuts through all the levels of an organization and unites the members or employees, to work towards enterprise objectives in a remarkable manner. It is a sort of identity label on the organization and its interest to promote or espouse the value systems through out the organization. Corporate culture encompasses the following qualities enlisted: Quality driven Presence of an informal atmosphere Open communication Customer centric business model Proper and likable dress code Trust and confidence amid employees Value based management CEOs’ as strategic drivers in setting a candid corporate culture CEO’s naturalness and spontaneity with the employees Gratifying employee welfare and security measures Value systems indicated by the vision and mission statements Codified employee behavior Well devised operating strategies Greater autonomy tomanagers at different levels Rewards and recognitions and so on… Corporate culture is considered to be a dogma, which many organizations utilize as a means to develop and amalgamate prospective employee groups. An employee learns all about the firm, its activities, the role he is supposed to play, information regarding his superiors, training, career advancements or promotions, pay, employee leave procedures and the long range goals of the organization during the time of induction. The firms should capitalize on this incubation period to spruce up the minds of the employees to act in accordance with the desired values expected by the management. Value Systems: It is inevitable for each and every organization to develop a value system over a period of time based on the founder’s outlook towards business and people working for him. This creates a strong or a weak culture which has an effect on the output or performance of the employees. This also serves as a clear indication whether the organization is proceeding in the right direction. We should never forget that a sound culture eventually aims at achieving the end goals of an organization. The cultural framework of an organization facilitates this process to materialize in a smooth manner. Though intangible in nature, it wields its negative power, when not nurtured appropriately. Flourishing organizations always have pride in their robust cultural back ground, which is a mark of distinction. It definitely shapes up an organization to deliver performance that matches and often surpasses the industry standards. The head of an organization has an important role as a leader as well as a change agent in taking his organization to the next level. The mutual faith and trust between the superior and his subordinates is the anchor point of an organization. Culture – An Intervention Technique: The culture of an organization also serves...
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How Women Entrepreneurs are Viewed by the Society

How Women Entrepreneurs are Viewed by the Society
How Women Entrepreneurs are Viewed by the Society An entrepreneur is one person who has the ability to think out of the box, to cash in on the opportunities, to think big and different, to go for innovative ideas, to take warranted risks and to make a difference amongst the ordinary lot. Modern business world and the society as a whole have understood the importance of women emerging as successful and powerful entrepreneurs which has proven good for the growth of a country’s economy. Challenges of being a woman: The challenges start at the grass root level: being a woman is sufficient enough to create a gender bias and to be looked down. Physically the differences are obvious and the strength that a man is empowered with cannot be overruled, but the inner strength and the power to conquer that a woman is empowered with can never be equaled. Running a household is even more difficult than running a corporate business. All your management principles come under the household umbrella. No tactics or strategy is left unturned for the smooth running of the household. A woman needs no training in areas of strategic planning decision making(comes naturally) developing interpersonal relationship delegating authority decentralization managing leadership motivating others and self motivation crisis management impression management quality of work Women CEO’s add Value to their Companies: Nature has blessed her with all these and many more managerial qualities that are needed to manage an organization effectively and efficiently. Gone are the days when they were treated a step down, now most of the corporates have very efficient women CEO’s and their ability is reflected in terms of productivity and profitability. Moreover a woman adds value to the company as responsibility is her second name and this works out in favor of the organization to gain the trust and confidence of its consumers, suppliers and stake holders. A woman can occupy any post of its highest kind including the presidential or prime ministerial positions. The enthusiasm that a woman entrepreneur exuberates is infectious and induces positive vibes in the organization. Be it negotiations, tackling the union leaders and workers, business travels or bargaining, nothing is a problem. She is more efficient in clinching deals and proves adventurous in concluding new business ventures. Work – Life Balance: A woman has to have a balance between her family, relationships, children and work. That is the biggest ever challenge which she handles with ease. The financial pinch that the recent economy has created has served as an eye opener for men in realizing the fact that a house needs two financial paymasters for running the show. Success Ratio of Women Entrepreneurs: Many few women entrepreneurs emerge out as victors as most of them lack support from their counterparts and lack of financial support from banks, financial institutions may also slacken the pace and hinder their progress. The success ratio has considerably increased when compared to olden days but still many of them lack the nerve to start their own business. Ignorance and lack of self reliance are the major factors hindering the development of female entrepreneurs. I have seen many women who are born in business families with natural business instinct and their added advantage would be the already available infrastructure, platform and guidance to grow and make it to the top. Even circumstances force certain women to go in for self owned business and once they taste the essence of success they never want to look back. The society has a bigger role to play in developing more women entrepreneurs by giving positive support. Women have a better judgement on role analysis and perception which turn them into better role models in any field or...
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Job Satisfaction

Job Satisfaction
Job Satisfaction – Are You Happy with Your Job What is your attitude towards Job? How many of us go to work with cheery attitude and positive framework of mind. Most of us treat work as a duty or accountability. Either way it does not solve the purpose. If you treat job as a duty, there can never be any enjoyment attached to it. In case of accountability, you work to reach some targets without any passion for the job or you spend most of your time dreading the thought of reporting to your superior. Without involvement and love, any job is not complete and people experience only “Job Satis-friction“and not satisfaction. Have you thought about it? The Mobile Shop Scenario in Developing Countries: In most of the developing countries the proportion of dissatisfied group dominates the satisfied set of employees. This is because preference and priority is to earn the daily bread rather than achieving anything big. Well, this attitude shall be attributed to the low income group where without work their lives cannot go on. But the bottom line remains the same, the work should be satisfying. So, what are the terms? Also See: Performance Appraisal High Income Group: In high income group and higher level jobs where the work is very challenging, we see that the employees are very much satisfied with their work. They need constant battles to win over and are provided with such an environment that puts their think tanks into full use. But is it enough to keep them satisfied; no, the reward system has to be equally compensatory. Rewards in terms of pay, perks, recognition, appreciation, social status, awards and what not. So, how do we correlate satisfaction factor with productivity? The organization has to maximize the positive relationship between performance and reward systems. Also See: How to Handle Attrition Repetitive and Monotonous Jobs: Repetitive and monotonous jobs make a person dull headed and a stereotype; his enthusiasm is absorbed to the extent that he fails to understand and rejuvenate his skills. The job content should provide at least some sort of cheer and interest to the performing individual. Say for instance, you manufacture plain paper cups, if you decide to incorporate some floral designs on the covers; you very well witness a fresh whiff of enthusiasm amongst your work force. Such is the power of variety and change that brings cheer into human lives and attitude. If you are a terrific boss everybody will like you but if you are a source of terror, chances are there that there is a high turnover ratio in your company. People after all expect certain level of consideration and warmth from their bosses. Organizations must make the individuals perceive their roles properly to affirm satisfaction and to avoid conflicts. Career Advancement: Career advancement is what most of the people aspire and when they don’t find any scope for advancement their interest in the job gradually decreases. Merit versus experience factor also has its say over deciding the next probable candidate for promotion. The top level management, especially the human resource department must ensure the employees with a supportive environment that paves the road for collaborative effort and in turn internal satisfaction. Job Satisfaction: Job satisfaction has to be considered from a broader perspective that encompasses all the independent and dependent variables that affect the nature of a particular job. This is very vital to an organization as job dissatisfaction leads to absenteeism, high turn over or attrition and decline in productivity. A dissatisfied employee is always a pain who can create problems by voicing his protest, gathering the union, neglecting his work or quitting. To avoid friction in the minds of employees, try to create a...
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Executive Development

Executive Development
Executive Development – Options are Wide Open Who is an Executive: A person or group having administrative or managerial authority in an organization. While “executive” and “manager” and “leader” are often used interchangeably, “executive” is commonly used to signify the top 5% to 10% of the organization. Executive Development : aimed at developing the skills and competencies of those that (will) have executive positions in organisation. Capabilities of a Good Manager: A good manager can make an organization grow, survive and shine amidst tough competition, if he is bestowed with corporate competencies such as perseverance, capacity to put in hard work, sense of loyalty and responsibility, all of which may be inherited or acquired qualities. Loyalty stems from internalized morality that may be a result of his value system. Executive success is what the organizations should aim for, and firms should try to figure out the fundamental components that make up the success formula or equation. Road to Self-Development: In less developed countries, employees are more than satisfied if they are provided with a job that offers safety and security. Their thinking is restricted to mere physical and biological comforts and does not go beyond that point, where self development and self-actualization come into the picture. In developed countries, the situation is quite different, where the workers aim for empowerment and look for reasons that motivate them to do a job. Money also has its due role to play, and people whose wages are very meager cannot be expected to aim for empowerment, where their single motive is mere survival. Abraham Maslow’s Point of View: Abraham Maslow puts forward the hierarchical needs theory, arguing that, there are five levels of needs for people in general, right from physiological needs at the bottom of the pyramid and need for self actualization at the top, and safety, security and esteem needs coming in between. He points out that, once a need is satisfied, it ceases to be a motivator. This is so evident in our day to day lives, where wants and needs never cease to exist and once a want is satisfied, human mind wanders to catch hold of another. So, organizations should understand and analyze, what factors best motivate their employees, particularly their managers (who might serve as a source of inspiration to their subordinates).It should be remembered that non-availability of jobs leads to dissatisfaction whereas availability of jobs need not motivate employees. Some factors which have been proven to be real motivators are as following: Recognition Opportunities for self development Additional responsibilities(lateral expansion) Timely rewards(in terms of money and appreciation) Security Inculcating a sense of belongingness Conducive corporate atmosphere Corporate culture Good human relations Economic burden makes people less enthusiastic and anxious in developing countries and this hinders them from delivering to their fullest potential. Also the bureaucratic approach followed by conservative firms, autocratic leadership style and lack of supportive atmosphere make people work like automatons devoid of creativity. Such firms may show good results in terms of productivity initially, but in due course has to pay the price, in terms of absenteeism, high attrition rates and less efficiency. It has been proven that job satisfaction is directly proportional to efficiency. When people find a job tedious and monotonous, they tend to lose interest, which will be evident from their lack lustrous performance. Performance management has its bearing on executive success and by providing with ample scope for career advancement and autonomy; managers prove their mettle even within limited scope of resources. Acceleration of executive change implies the development of the executive mind for performing managerial activities in a better way. Note : A survey of CEOs in Fortune 500 enterprises indicated that executives spend little time with their...
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