OPERATIONS MANAGEMENT (TQM)

CASE STUDY
STMICROELECTRONICS

FINAL TASK
GROUP 3
BACKGROUND
OF THE
STUDY
STMicroelectronics, with one of the industry's largest product portfolios,
provides customers with revolutionary semiconductor solutions across a wide
range of electronics applications. In terms of product strategy, the company
focuses on sensing and power technology, automotive goods, and embedded
-processing applications. The company aspires to increase energy efficiency
throughout the energy chain, from generation through distribution and
consumption. They incorporate all areas of data security and privacy by
permitting various types of apps that appeal to their local and international
markets. STMicroelectronics is not immune to the operational issues that
other large corporations encounter in some form.

The majority of employees are unhappy with upper management's

leadership style. This has led to a drop in production and overall performance
in the company's product quality. Management wants to establish a more
favorable work environment that supports employee participation and
empowerment.
II.
I STATEMENT
I OF THE
PROBLEM
 A. WHAT TYPE OF LEADERSHIP STYLE SHOULD IN
STMICROELECTRONICS EMPLOY IN ORDER TO
ABOLISH THE RESISTANCE OF THE EMPLOYEES TO THE
CHANGE OF THE COMPANY.
• Democratic government, where official
communicate with their decision-making staff.
To make an impressive influence on their
goals. They're all in a big corporation where
they they need to run as one.
B. What type of total quality tool/continuous
improvement method should STMicroelectronics use to
gain insights from their internal and external
stakeholders?
• Any effort to enhance a process should begin with a
comprehensive process mapping. It is necessary to
strengthen one's comprehension of the procedure. The
procedure might be time-consuming. It can be found in
any part of a company's activities, but it must be able to
be replicated. The flow of the procedure was laid out.
C. HOW CAN ISO 9000 CONTRIBUTE TO THE
OVERALL IMPROVEMENT OF
STMICROELECTRONICS’ ORGANIZATIONAL
PERFORMANCE?
• The contribution of ISO 9000 to STMicroelectronics' overall
development is to provide a set of principles that assist a firm in
establishing, maintaining, and improving a quality management
system. It's critical to emphasize that ISO 9000 isn't a list of hard
rules, and that firms may apply their quality management systems
in a variety of ways. The purpose of root cause analysis is to enhance
issue management. Recognizing the core causes of an issue will
result in a decreased impact, the containment of mistake, and the
avoidance of recurrence. Identifying and addressing core causes will
also result in fewer wasted efforts, which will minimize the cost of
quality maintenance. Processes will become more stable as more
corrective measures are done, and continuous improvement will be
less disrupted.
III.
III AREAS OF CONSIDERATION
II
.
• Employee complaints regarding how management treats them are
the root of the organization's difficulties, according to the
conclusions of the study. The administration ignores their proposals,
which they know will improve the company's functioning. Consider
their recommendations, which they feel will help the organization
run more smoothly. The management simply issued commands, and
the workforce were supposed to carry them out. Furthermore, the
management appears to be caught off guard by the company's
expansion, and they have failed to consider the views of the
stakeholders. These challenges have resulted in worker
demonstrations and resistance to reform attempts.
IV.
I .I ALTERNATIVE COURSE OF
ACTION
I
• Become a coach manager. The benefit is that coaching
managers may engage their staff by offering prospects for
professional development, such as a promotion or additional
responsibility. Employees become more eager to learn and gain
more knowledge as a result of these incentives, and the team's
performance increases as a result of this doing. Being a coaching
manager, on the other hand, might be risky and dangerous for a
team's relationships, because it may create a hostile climate or a
competitive situation that requires brutal methods.
•Have a democratic management system in place, because they
appreciate their team's diversity of views and recognize that people
are the key to a team's success, managers allow their employees to
participate in the decision-making process. A democratic
management approach, on the other hand, can be incompetent.
Managers who continue to ponder a choice after consulting their
whole team might slow down the progress..
•Feedbacks were not considered. Always ask "why" to avoid
forgetting. "Why should I collect their feedbacks," for example.
Make a mental note of everything. The benefit of asking yourself
why you should collect feedback from them is that it will help you
recall what their role is in decision-making and how important their
opinion is. Keeping track of vital details also helps you stay
organized and recall things you shouldn't forget. While the negative
is that constantly asking oneself "why" may cause you to question
everyone in the firm about their purpose and role. Having so many
notes might also be disorganized, causing confusion and causing you
to neglect important tasks.
 V..
RECOMMENDATIION
A. Democratic leadership is the best alternative course of action for the company to
take because it demonstrates that the organization's main issue is a lack of
communication between top management and their employees. And the best way to
deal with this issue is to listen to various points of view. It is regarded as one of the most
effective leadership styles because it allows lower-level employees to exercise power
that they will require in future roles. It also encourages team members to assume
decision-making roles.

Team members are organically connected to one another because everyone

values their thoughts and input. Always remember that in order for decisions and
feedback to be based on reliable data, leaders must be able to accurately convey the
issue. It is necessary to have a variety of viewpoints and ideas for the creative process to
work. They're also important for the team's overall knowledge. On any given team,
different members are experts in different areas. It allows everyone to broaden their
knowledge base by allowing everyone to contribute their unique expertise to the
discussion. As a result, the decision-making process gains competence.
B. The best way to manages your organization is to have a good management
style in managing your employees. The best way to implement your
management is the democratic style of leadership which is, this allow the
employee to be participative on decision- making and they values their inputs,
ideas towards in their creativity. If the company or organization has democratic
style of leadership this will build their confidence to be more skillful because
leader let them to show their skills in terms of building an ideas and decision in
times of crisis that they encounter in the company. The leader will have a great
communication with their employee and can listen what are the insight that
has his/her employee have. Through good communication in leadership, it will
lead the organization the successful outcome for their great work.
 VI.
I
MANAGEMENT
.
LESSON
LEARNED
• THEY MUST UNDERSTAND THAT NOT ONLY SHOULD THE
LEADER ACCOMPLISH EVERYTHING, BUT THE STAFF
MUST ALSO UNDERSTAND THE NEED OF UNITY AND
ORGANIZATION. AFTER ALL, THEY ARE NOT CALLED A
TEAM IF THEY ARE NOT UNITED. MOST SIGNIFICANTLY,
THEY SHOULD HAVE PARTICIPATIVE LEADERSHIP,
BECAUSE THE LEADER ENCOURAGES TEAM MEMBERS TO
GENERATE IDEAS AND ANSWERS TO THE
ORGANIZATION'S PROBLEMS, ALLOWING EVERYONE TO
COMMUNICATE AND FIGURE OUT WHAT THE PROBLEM IS.