Professional Documents
Culture Documents
Module in
Operations
Management and
TQM
(BUMA 20093)
Prepared by:
Carag, Jhomyl S.
Ladringan, Justine Jane R.
Ramos, Mary Joyce D.
Suma, Sittie Ainah G.
BSA 2-1
A.Y. 2019-2020
Faculty/ Facilitator:
Dr. Danilo Valenzuela
Module III: Leadership
Module III
Topic:
Leadership
Definition of TQM
Elements of TQM
Leadership for TQM
Deming’s 14 Points for Top
Management
Ten Strategies for Top
Management
Module III:
Objectives
Concepts
“It takes the right leadership to move the performance of the firm to
the next level.”
There are many sources that explain the theory of the Total Quality
Management (TQM) process of the firm. Leadership puts these principles into action.
Without sound leadership, the quality control process would be likely far less
effective.
Essential Questions
1. What is leadership?
2. What is Total Quality Management and its elements?
3. What is the relationship of Leadership and Total Quality Management?
4. What is “Deming’s 14 Points for Top Management”?
5. What are the strategies applied by the Top Management?
Introduction
There is no universal definition of leaderships and indeed many books have been
devoted to the topic of leadership. Various dictionary provided objective definitions. There are
also notable people that defined it in a more subjective manner.
The success of the implementation of Total Quality Management has been attributed
to an effective leadership. Moreover, managements nowadays aims for an operational
application of TQM in order to achieve their visions and accomplish their missions. In order to
do so, management have studied and applied various techniques and strategies which will be
Lesson Proper
3.1 Leadership
Merriam-Webster dictionary defined leadership as the following: (a) the office
or position of a leader, (b) capacity to lead and (c) the act or an instance of leading.
Additionally, Oxford Learner’s dictionary emphasized that leadership is having the
ability to be a leader or the qualities a good leader should have.
One word that has been associated with leadership is “management”. The two terms are both
related to governance, but each of them has their own focus. In order to grasp their difference, a Table
1 is provided for easier comparison.
Table 1. Leadership vs. Management
Leadership Management
“Lead people” “Manage actions”
Leaders: Managers:
Inspire others to share their vision Plans and budgets
Motivate others to act on that vision Organizes and allocates resources
Encourage others and help them Coordinates and solves problems
overcome obstacles in pursuit of
that vision
One of the concepts that have been linked with leadership is Franklin Covey’s The 7 Habits of
Highly Effective People. This is an intensive, application-oriented learning experience that focuses on
the fundamentals of great leadership and its execution.
Habit 1– Be Proactive
Being proactive means taking responsibility for your life– the ability to choose the responses to a
situation. Proactive behavior is the outcome of conscious choice based on values whereas reactive
behavior is based on feelings. Proactive people let carefully thought about, selected and
internalized values tell them how to respond.
Habit 6– Synergy
Synergize is the habit of creative cooperation and can only be achieved by valuing the diverse
paradigms and opinions of others. In a synergistic environment, true collaboration takes place
because the whole is always greater than the sum of its parts.
It is a framework based on the belief that an organization can build long-term success by having
all its members, from low-level workers to its highest ranking executives, focus on improving quality
and, thus, delivering customer satisfaction and customer loyalty. TQM requires organizations to focus
on continuous improvement, or kaizen. It focuses on process improvements over the long term, rather
than simply emphasizing short-term financial gains.
W. Edwards Deming, Joseph M. Juran, and Armand V. Feigenbaum jointly developed the
concept of total quality management. Total Quality management originated in the manufacturing
sector, but can be applied to almost all organizations.
These elements can be divided into four groups according to their function. The groups are:
I. Foundation
TQM is built on a foundation of ethics, integrity and trust. It fosters openness, fairness and
sincerity and allows involvement by everyone. This is the key to unlocking the ultimate potential
of TQM.
• Ethics
Ethics is an element that is concerned with the understanding of the good and
bad in any situation at the workplace. It is a two-faceted subject represented by
organizational and individual ethics. Ethics of an organization set up the business code
which outlines the guidelines that every employee is expected to follow. Individual ethics
include personal rights or wrongs.
• Integrity
Integrity refers to honesty, values and an individual’s sincerity at workplace. It
involves respecting fellow workers and the policies of the organization. This is one of
the important characteristics for which the customers expect. Avoid spreading
unnecessary rumors about your fellow workers. Total Quality Management does not
work in an environment where employees criticize and backstab each other.
• Trust
The by-product of ethical conduct and integrity is trust. It stimulates complete
participation of all members in the organization. Trust improves relationship among
employees and eventually helps in better decision making which further helps in
implementing total quality management successfully.
• Training
Training is very important for employees to be highly productive. This
responsibility falls solely on the supervisors who are responsible for implementing Total
Quality Management in their respective departments. Employees must be trained under
decision making, problem-solving, interpersonal skills, technical skills, and business
economics and so on. This is done so that the employees can work effectively and
produce efficient results for the company.
• Teamwork
Rather than working individually, employees need to work in teams. When
individuals work in unison, they are in a position to brainstorm ideas and come up with
various solutions which would improve existing processes and systems. Team members
ought to help each other to find a solution and put into place. It helps the business to
receive effective and efficient solutions to the problems. Teams also provide a
permanent improvement in process and operation. There are mainly three types of
teams that TQM organizations adopt:
a) Quality improvement teams or excellence teams (QITs) – These are
temporary teams with the purpose of dealing with specific problems
that often recur. These teams are set up for period of three to twelve
months.
• Leadership
It is possibly the most important element in TQM. It appears everywhere in
organization. This is one of the crucial elements which must be constructive, effective
and positive. Leadership provides a direction to the entire process of Total Quality
Management. Total Quality Management needs to have a supervisor who acts as a
strong source of inspiration for other members and can assist them in decision making.
A leader himself needs to believe in the entire process of TQM for others to believe in
the same.
III. Binding Mortar
Binding mortar is an element which binds all the other elements together. The key
element of this category is Communication.
• Communication
It binds everything together. Starting from foundation to roof of the TQM
house, everything is bound by strong mortar of communication. It acts as a vital link
between all elements of TQM. Communication means a common understanding of
ideas between the sender and the receiver. Information needs to be passed on from
the sender to the recipient in its desired form. It is necessary to make sure that all the
levels of communication among the suppliers, member and the customers are kept
open. The communication among employees or the members of the organization is
done in three ways. They are:
a) Downward communication – This is the dominant form of
communication in an organization. Flow of information takes place from
the management to the employees. Presentations and discussions
basically do it. By this the supervisors are able to make the employees
clear about TQM.
b) Upward communication – Flow of information takes place from the
employees to the top level management. By this the lower level of
employees are able to provide suggestions to upper management of
the affects of TQM. As employees provide insight and constructive
criticism, supervisors must listen effectively to correct the situation that
comes about through the use of TQM. This forms a level of trust
between supervisors and employees. This is also similar to empowering
communication, where supervisors keep open ears and listen to others.
• Recognition
This element involves the suggestions and achievements for the teams and the
individuals including positive feedback and encouragement. Employees strive to receive
recognition for themselves and their teams. As people are recognized, there can be
huge changes in self-esteem, productivity, quality and the amount of effort exhorted to
the task at hand. Recognition comes in its best form when it is immediately following
an action that an employee has performed. Recognition comes in different ways, places
and time such as:
a) Ways – It can be by way of personal letter from top management. Also
by award banquets, plaques, trophies etc.
b) Places – Good performers can be recognized in front of departments,
on performance boards and also in front of top management.
c) Time – Recognition can given at any time like in staff meeting, annual
award banquets, etc.
These elements help an organization to effectively implement total quality and ensure they
meet all the requirements of its customers. This helps them to focus on customer satisfaction and can
help in the growth of the organization. We can conclude that these eight elements are key in ensuring
the success of TQM in an organization and that the supervisor is a huge part in developing these
elements in the work place. Without these elements, the business entities cannot be successful TQM
implementers. It is very clear from the above discussion that TQM without involving integrity, ethics and
trust would be a great remiss, in fact it would be incomplete. Training is the key by which the
organization creates a TQM environment. Leadership and teamwork go hand in hand. Lack of
communication between departments, supervisors and employees create a burden on the whole TQM
process. Last but not the least, recognition should be given to people who contributed to the overall
completed task. Hence, lead by example, train employees to provide a quality product, create an
environment where there is no fear to share knowledge, and give credit where credit is due is the motto
of a successful TQM organization.
characteristics of a quality leader and integrates it to the fulfillment of TQM. As stated in its core values
and concepts, visionary leadership is as follows:
“An organization’s senior leaders should set directions and create a customer focus, clear and
visible values, and high expectations. The directions, values and expectations should balance the needs of
all your stakeholders. Your leaders should ensure the creation of strategies, systems and methods for
achieving excellence, stimulating innovation and building knowledge and capabilities. The values and
strategies should help guide all activities and decisions of your organization. Senior leaders should inspire
and motivate your entire workforce and should encourage all employees to contribute, to develop and
learn, to be innovative and to be creative.
Senior leaders should serve as role models through their ethical behavior and their personal
involvement in planning, communication, coaching, development of future leaders, review of
organizational performance and employee recognition
As role models, they can reinforce values and expectations while building leaderships, commitment
and initiative throughout your organization.”
To easily understand the given definition, these are 12 behaviors or characteristics that
successful quality leaders demonstrate.
1. They give priority attention to external and internal Customers and their needs.
Leaders place themselves in the customers’ shoes and service their needs from that perspective.
They continually evaluate the customers’ changing requirements.
2. They empower, rather than control, subordinates.
Leaders have trust and confidence in the performance of their subordinates. They provide the
resources, training, and work environment to help subordinates do their jobs. However, the decision
to accept responsibility lies with the individual.
3. They emphasize improvement rather than maintenance.
Leaders use the phrase “if it isn’t perfect, improve it” rather than “if it isn’t broke, don’t fix it.”
There is always room for improvement, even if the improvement is small. Major breakthroughs
sometimes happen, but it’s the little ones that keep the continuous process improvement on a
positive track.
4. They emphasize prevention.
“An ounce of prevention is worth a pound of cure” is certainly true. It is also true that perfection
can the enemy of creativity. We can’t always wait until we have created the perfect process or
product. There must be a balance between preventing problems and developing better, but not
perfect, processes.
5. They encourage collaboration rather than competition.
When functional areas, departments, or work groups are in competition, they may find subtle
ways of working against each other or withholding information. Instead, there must be collaboration
among and within units.
6. They train and coach, rather than direct and supervise.
Leaders know that the development of the human resource is a necessity. As coaches, they help
their subordinates learn to do a better job.
7. They learn from problems.
There are many sources that explain the theory of the Total Quality Management (TQM) process
of the firm. Leadership puts these principles into action. Without sound leadership, the quality control
process would be likely far less effective. A firm may have all the industry "best practices" employed,
but it takes internal leadership to take quality management to a level that will put the firm in the best
possible position to succeed.
These total quality management principles can be put into place by any organization to more
effectively implement total quality management. As a total quality management philosophy, Dr.
Deming’s work is foundational to TQM and its successor, quality management systems.
Quality management is a topic that is close to any business owner and manager’s heart.
Whatever business we undertake, we want to do it well – and if we can be the best, outdoing all our
competitors, so much the better. Dr. W. Edwards Deming, a respected academic, engineer, business
consultant, and author also felt that quality was the key to success. He suggested what is today known
as Deming’s 14 points.
Dr. Deming is credited with having a profound influence on Japan’s rise to economic
prominence after the Second World War, and he is still remembered through the Deming Prize for
Total Quality Management. So what were these fourteen points? Let’s take a closer look at each one of
them.
Reactive, short-term solutions can only have a short-term effect. According to Deming, a
more farsighted approach is needed. Doing the same things better is all very well, but Deming
believed that businesses should also innovate, conduct research, and continually improve product
design.
Most importantly of all, he reminds businesses that the results of their activities are for the
benefit of the customer, and therefore, the customer’s needs should come first when making business
decisions. After all, without customers, no business can survive.
Since customer needs change over time, it’s up to businesses to prepare for new challenges,
and whatever we do, the goal of continually doing it better should be foremost in our minds.
How often have you heard that a supplier is to blame for poor quality? Perhaps you’ve
experienced it yourself. You found a cheaper supplier only to find that the quality or reliability of the
materials or services you received was lacking. You can blame your suppliers all you like, but at the
end of the day, it’s your business’s reputation that suffers.
Deming points out that the relationship between a business and its suppliers should be a
mutually beneficial one. The business should be willing to pay more for quality. When this happens,
the supplier can meet the business’s needs because it has the resources to do so. Nobody is trying
to drive prices down while still expecting the best for less.
Instead, Deming suggests that businesses should build long-term relationships with suppliers.
Focus on one supplier for each input, and there is greater motivation for the supplier to meet your
business’s needs and even go the extra mile.
You can also expect greater consistency. Perhaps there will still be variations in supply that
you need to deal with, but the more suppliers you work with, the more variation there will be and the
harder it will be to manage quality.
Suppliers can become part of your never-ending drive towards improvement, but to do so,
there must be a stable relationship characterized by trust.
In practice, there are several ways we can do this, beginning with the employee
onboarding process. If people know where they fit into a team, and how the team’s results depend
on their work, they are far more likely to care about the results they achieve.
The concept of training extends to management. Although you don’t need to know all the
details of how to do every job, you do need to understand what people do, and what obstacles to
quality your team members face. Armed with this knowledge, you can work to eliminate obstacles to
quality.
True, your designer isn’t about to become a salesperson, but without input from the product’s
designer, your salesperson won’t be able to sell effectively.
What are the product’s special features? How do they meet customer needs? And since your
sales team is in direct contact with customers all day, every day, shouldn’t product designers talk to
the sales team before they even begin work on a new product design?
Meanwhile, the production also needs to be part of the loop. Does the production team
foresee any problems in producing the new design? By working together, departments can spot
possible problems and eliminate them before they ever occur.
Deming recommends that departments recognize, communicate with, and serve the
departments that are the “clients” of their work as well as keeping end-users of products or services
in mind.
numerical target, are you encouraging people to take shortcuts that will affect quality? What behavior
would you prefer to motivate? Remember, what you measure is what you get.
Finally, if you want to set a numerical goal, be very sure you know how your business can
reach it. Without a plan and a method, numbers are meaningless.
12. Remove Barriers that Prevent Teams from Feeling Proud of Their Work
Deming believed that taking pride in one’s work is essential to quality and process
improvement. You’ve probably experienced this yourself. When you love what you do, you do it
better, and you feel good about the results. But if people are constantly criticizing you and comparing
you to others, you stop enjoying what you previously loved.
It’s natural that some workers will acquire skills faster than others, and it’s natural that they
will get better results than their counterparts. While it’s great to recognize achievements, the rest of
the team should never feel judged or be made to feel that they are valued less than others are.
Deming says that the quality system will ultimately get everyone working according to the same
standard.
Process problems also cause workplace frustration. You’re expected to deliver X output, but
to do so, you need Y input, and Z tools would help you to get your job done more easily. If you don’t
have the right inputs and the right tools, delivering X becomes a daily nightmare. Are you to blame?
No, the process needs fixing so that you have the tools and inputs you need.
Let’s take the analogy further. You’ve been struggling with your job for the last year because
the process you’re working in is flawed. When it comes to your performance appraisal, the numbers
show that your work is barely acceptable. How much do you love what you do right now? Meanwhile,
a colleague who constantly makes mistakes gets praised because the numbers look good.
Deming makes a tough call on managers. As a leader, your job is to help other people do
their jobs by creating systems that work. If someone falls outside of the system, you have to correct
that, but if they’re working inside the system, you need to work with them to figure out where the
system fails.
Dr. Deming points out that if you want to improve quality or productivity, you need to look
to your systems rather than your people. But when it comes to finding solutions, he advocates getting
as much input as possible from the people who carry out the process.
He suggests using business process notation such as a flowchart to capture processes as they
are. Next, we can ask people to help us think about how we can change processes to improve the
quality of their outputs. And since each step in a process impacts on subsequent ones, preparing for
transformation becomes everybody’s job.
Finally, when the time comes to implement change, your team is ready to make it happen.
Perhaps members will spot a few extras that could work better, and they won’t be afraid to share their
observations. You now have the beginnings of a culture of excellence where improvement is ongoing,
and the sky’s the limit!
With modern workflow software, implementing the process changes that stem from adopting
Deming’s thinking becomes easier. There’s no need for staff to remember every change and every
tweak when they receive full instructions for process tasks through. And when the team decides that
this or that detail could work more efficiently, making the change part of the way the team always work
is as simple as changing, removing, or adjusting a process step.
f. Persist
• Why people don’t do it right first time?
a. People doesn’t know what to do clearly.
b. He is not motivated to do It right.
c. Doesn’t have necessary education or training to do it
right.
d. Senior trained him the wrong way.
e. He is not proud.
f. He doesn’t get appreciated.
• Basic requirements for DIRFT
a. Right the first time and every time.
b. Set right goals.
c. Select right personnel.
d. Establish right processes, Choose durability.
e. Choose right machinery.
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