Professional Documents
Culture Documents
Submitted to:
Mam Saba Sattar
Submitted by:
Fahad Sattar
Roll No:
06
Class:
BBA(HONS) 7th R1
Date:
14-04-2014
Many hospitals are structured in elements of the functionalhierarchical fashion. Successful TQM program fits perfectly in an
Organization that exhibits a structure that is more flat and with minimum
layers of management. When organizations are structured along strict
departmental lines problem identification and solutions are
departmentalized. This leads to poor communication rivalry among
functional and professional groups, and partial problem identification and
solution. If the hospital culture is refusing to embrace the change needed for
TQM implementation, these initiatives will not succeed regardless of the
desire and effort of the people involved. The change in the structure is
required to improve quality of health care services.
individual or the groups need to have the will and the ability to act in an
appropriate manner in that situation. Another empirical part of
empowerment is an enabling environment that allows people to be able to
take ownership of the process and commit to its continuous development.
In health care mostly the employees are not too much powerful.
Mostly the higher management is reluctant to shift the power to the lower
level because that they dont want to take any type of risk. They dont
involve the lower employees in the decision making this in total reduces the
efficiency of the whole organization.
the process, not the individual provider. To correct problems and errors, a
group of individuals in the organization is asked to assume ownership of
each process and joint responsibility for its improvement.
Education sector:
Education sector is a major sector which requires improvements to remove
the flaws and to increase the quality of the services provided. This can only be
done by implementing the TQM program in this sector. But there are some
obstacles to implement this program in this sector which are discussed in the
paragraphs given below.
that seems to bring in the wrong type of underlying cultural values and
assumptions. Culture is the most difficult organizational attribute to change,
outlasting organizational products, services, founders and leadership and all
other physical attributes of the organization. Administrators wishing to
introduce TQM will have to find ways of ensuring that a positive culture
exists. Cultural change is the most effective way to manage TQM within an
organization. Organizations have individual and unique dominant cultures
that are fundamental to all actions, operations and relationships in the
organization.
Improper Planning:
Proper planning is needed everywhere to bring any type of change.
If any project is started without any proper planning than it is sure that you
are going to fully waste it because you dont have any line of direction that
in which direction you are going and what do you want to do. The main
dilemma in education sector to implement TQM program is improper
planning. Mostly the management doesnt have any specific plans that what
they want to do and what are their goals. They just make the short term plans
that just meet their short term goals not the long term.
Availability Of Resources:
The debate about the effectiveness of TQM in education has largely
revolved around issues of leadership, institutional mission, teamwork,
student satisfaction and empowerment. While these are clearly key issues,
without linking them to appropriate budgetary strategies they leave out a
vital element in total quality. Without an appropriate and empowering
budgetary process many of the TQM objectives are difficult to realize as
they lack a relevant driving mechanism. In particular, the success of
teamwork and empowerment so central to TQM is inextricably linked to the
budgetary process. If we are about liberating staff in our institutions and
providing them with professional responsibility, then we have to decentralize
budgets and the control over them. As a result, the internal financial
management of our institutions becomes a key element in any TQM
Program and an important adjunct to any work carried out on building selfmotivated teams.
Employee empowerment:
When employees are empowered, they acquire skills, experience,
and understanding of the task requirements. This leads to increased
motivation and confidence. In addition, the commitment and a willing
attitude increase. This can only take place in an environment that does not
hinder the transfer of ownership.
procedure thats why it is necessary that they should change with the passage
of the time and they also should enhance their skills.
Departmental Stores:
Departmental stores face many problems while implementing TQM program.
Some of them are given below in detail.
Low Specialization:
The manager who has to implement the TQM program requires
special specialties and skill to implement it. But in departmental stores most
of the managers do not have such specialties to implement this program.
They lack the skills which are required for its implementation and to also
require for continues improvement. They also dont have the typical
expertise which provides the guarantee of its successful implication.
Managers of such stores also have little exposer about this program thats
why they cannot implement it successfully.
Lack of Training:
Employees of departmental stores dont have too much skill to
solve the problems that are associated to this program. Training is required
to make those managers experts to solve such kind of issues. But in
Resistance To Change:
Mostly the employees in the departmental stores are reluctant to
change and are satisfied with the old methods of doing the work. So they
dont adopt the changes too quickly. To finish the resistance from the
employees we have to create trust instead of fear among the employees. We
should make them understand that the new system is for their easiness and it
will assist them in their work and also will increase their performance during
the job.
Employee Empowerment:
Power of decision making should be shifted from the higher level to
the lower level to motivate the employees and it will also increase their
performance. But in the departmental stores case is different the managers of
higher level dont shift the authority of decision making to the lower level.
The employees of the lower level understand the operations closely. They
can handle the problems effectively and can satisfy the customers in a good
way.