It is important to help staff meet their ambitions, so that they can effectively help meet organizational ambitions.
More than a decade of years ago, many national companies have started and implemented quality management systems, either due to factors such as idiom, customer requirements or because of the awareness of how necessary this is to be able to start a climbing in search of competitiveness.
The first two factors, idiom and / or customer requirements, have led companies to simply rely on meeting the requirements specified by the ISO 9001 standard, with which they have not been able to experience as a whole, all the real benefits that systems Management can result in the organization and its overall productivity. This aspect has even created a false general thought that quality standards are a new bureaucratic step with no real benefits that must be met to keep up with international requirements.
However, companies that chose to implement quality management systems out of their own awareness of the importance and contribution that these can bring to the benefit of productivity and organizational competitiveness have encountered a difficult path, where the application of administrative principles such as that of subordinating individual interest to the collective, or as the application of motivational theories to ensure that company officials give their best for the benefit of the organization, have not given the expected results and have come to delay implementation programs, and in some cases to frustrate their officials by reaching a deadlock.
The implementation of management systems, as a tool for continuous improvement, that constantly seek to increase efficiency and productivity on a constant basis should be an organizational objective in which all employees are committed by the same fact of everything that it represents (functions and clear objectives, order in operations, better work environment, better image before clients, probabilities of better remuneration in the face of better company income, among others) However, in reality, each member of the organization has a perception and ambition that is not always similar to that of the organization, therefore, any managerial speech and talk that seeks to explain and make understand the benefits that the implementation can bring for the employee and organization can fall on deaf ears,This is due to the fact that employees do not feel that benefit immediately and therefore they are not really motivated to give a better effort and help improve company processes. The situation may be occurring for reasons such as: idiosyncrasy of the people, an unsatisfactory quality of life for society, low salary level in the industry, and the existing organizational culture. That is why the manager or administrator of the organization must, in the first instance, help the company officials fulfill their ambitions and immediately feel the benefits of complying with the requirements that are established internally to achieve an ISO certification. 9001.This can be achieved by creating channels that generate higher monthly income to the worker according to the degree of compliance with the requirements established internally and externally to obtain the ISO 9001 certification in such a way that it is attractive for them to be able to meet objectives, present plans of formal and concrete improvement, help create a suitable work environment and comply with procedures effectively at a minimum.
One of these channels that can allow company officials to feel the benefits of collaborating directly in the fulfillment of requirements to implement quality management systems is variable remuneration, that is, officials with a higher degree of production, efficiency, compliance with objectives and requirements established internally and by the ISO 9001 standard, among other aspects, they receive a higher monthly remuneration through permanent verification of their level of contribution. From this, the official, if he complies with everything established and expected of him, will be able to receive a higher remuneration, thus being able to satisfy a greater number of his needs in less time, and seeing the fruit of his contribution to improvement. On your side, the company may implement a management system,because the officials will give a greater effort and positive attitude, in exchange for a better remuneration, and will have their human resources complying with everything established in the quality management system without the need for calls for attention, delays due to negative attitude towards the change and excesses of controls that seek to enforce the requirements at all costs.
But the road does not only get there, a remuneration that can be more attractive as workers give a greater effort to comply with organizational requirements is not everything, since this effort and labor dedication must also mean work that contributes every time a greater value to the operations of the company, that is, it must be accompanied by an improvement in the workforce at an operational and intellectual level. Otherwise, a greater effort is useless if it will not add greater value by not having a higher quality of workmanship. That is why variable remuneration, as a motivational aspect,It must be accompanied by an organizational training program developed from an analysis of the strengths and weaknesses of the officials with respect to the requirements established by the company's processes for its effective operation, as well as the current and future requirements of the industry to allow them to contribute to innovations in such a way that the company is equal to or one step ahead than its main competitors.
And finally, work must be done on a constant improvement of communication channels, because highly motivated and trained officials who do not adequately understand the objectives, strategies and organizational programs, or do not properly coordinate operations, will not be able to generate much value either. for the company.
In conclusion, so that organizations can really feel the real benefits of quality management systems such as:
- Better external image Greater internal organization Improved productivity Continuous improvement of processes Opening of markets Better work environment Others
It is very important to start with organizational motivation, but not through motivational talks and / or offering training programs as incentives among other aspects, but by working according to variable remuneration, so that the official knows that his remuneration only depends of the effort, attitude and commitment that you put into daily operations to meet the requirements established by the quality management system. This, in turn, must be accompanied by a training program that allows officials to give greater value to the company through better performance and knowledge, and finally, work on continuous improvement of communication channels that facilitates better coordination of activities and understanding of what objectives and how the company intends to achieve them.
