Objective: This job will allow you to experience a planned experience of change in personnel administration. Slogans:
1) It relates the proposal made by Deming with the schools that work with motivation as a determinant of behaviors in the subject. Indicate which of the schools seen is closest to the Pontiac case. Justify your choice.
2) List the 14 proposed points and classify them according to the sectors of the organization most committed to this process of change. Justify the classification.
3) From the analysis of the 14 points, answer the following questions.
- What are the main functions of management in this process? What are the objectives of improved communication and how can they be achieved? According to Deming, what is training and education? Explain the objective and the actions to achieve it. Based on the goals of this change and considering that the workers feel satisfied by this experience, what is the role of the union? If we want to transfer the experience to this school, how could we improve staff productivity?
Introduction
Deming is the best known representative of the quality management school. Deming, who is from the United States, gained acceptance for his ideas of quality in Japan, where there is currently the annual Deming Prize, which is awarded for progress made in the field of product precision and reliability.
Everything we know today about how to incorporate each employee in a continuous search for quality, service, cost control and incessant improvement of the processes in which they work, can be summarized in a few questions:
- How do employees define quality? How to induce them to work together in teams that require little or no supervision? How to get employees to offer good ideas and suggestions? What areas need additional support and training? How to turn the company into an organization that continually learns? How to get employees to feel ownership of what they do and the management can in turn maintain greater control of the business? How to get each of the employees to act as a creative and self-motivated entrepreneur? How do you manage the process of change necessary to implement Deming's revolutionary management principles? How do you ensure that the company has heart, that it is a pleasant workplace, and that it offers shareholders an excellent return on their investment?
Some of the topics covered in the previous questions will be analyzed in the work, based on Deming's ideals.
1) Taking into account the classification of schools, we find that of human relations as the most related to the Pontiac case. Despite the aforementioned, the case of the automotive company also has points in common with the other two schools.
The school of human relations belonged to the 60s and its protagonist was Elton Mayo. Both the latter and the Deming philosophy, ensure the employee a comfortable and safe environment for the development of their activity Managers are hired who understand the employee, who listen to him and who try to solve the problems that prevent him from performing adequately in his activity, satisfying their needs, whether physical, emotional or fulfillment among others. Acceptance by colleagues and superiors is sought through recognition of the work and participation in decision-making by providing suggestions, opinions and possible solutions to the problems that arise.This shows that both techniques use equitable policies that help the subordinate to feel part of the company and its evolution. Unity between groups, camaraderie and cooperation are encouraged to achieve the objectives more quickly and in a favorable environment. In both systems, social services related to the health and welfare sectors are also provided for both the worker and his family. The granting of these benefits together with the parallelism as company policy, make the worker feel comfortable and safe in their workplace, This set of policies are also convenient for the company since by raising the spirit of work and keep staff satisfied,it will yield more and better, obtaining high levels of production and better quality.
Regarding the traditional school; which dates from 1880 and was founded as the first school by Taylor, Fayol and Weber; We find only one point in common with Deming's philosophy: training. This issue is highlighted in both schools with the aim that by being more trained the operator, a higher quality production will be obtained and with fewer inconveniences in the same process. We also find points that differ from the ideas expressed by Deming. In the traditional school, the worker performs his work only for the material value of it and for the future remuneration, forgetting the company to satisfy the needs of the same. Furthermore, participation is not taken into account, considering the employee as another work tool in the production process.
The motorized motivation school, located in the 90s, is the most similar and with which Deming most agrees in all his ideas.
2) 1. Create a constant purpose towards the improvement of products and services (Kaizen = continuous improvement), allocating resources to cover long-term needs instead of seeking short-term profitability.
This point is related to administrative management in the finance sector since it must deal with the adequate administration of resources to have long-term profits as objective.
- Adopt the new philosophy of economic stability by refusing to allow normally accepted levels of delays, errors, defective materials and manufacturing defects.
This point corresponds to the general management, given that the task of implementing the new philosophy that consists of obtaining higher quality at the lowest possible cost should be an initiative of the highest hierarchical sector of the company.
- Eliminate dependency on mass inspections by requesting statistical tests inherent to quality in manufacturing and purchasing functions.
This statement corresponds to the production management in the factory sector since this area is in charge of carrying out the quality control of raw materials. The control of the materials makes the final product of better quality, since if the selection of the same is not adequate, the final product will not be of the desired quality.
- Reduce the number of suppliers for the same item eliminating those who do not qualify by not providing quality evidence; that is, to end the custom of awarding deals only on the basis of price. (In colloquial terms: «» Cheap is expensive »)
This statement corresponds to the production management to the purchasing department since they are the ones who must ensure the quality of the inputs at the time of purchase, not only looking at their price.
- Constant search for existing problems in the system in order to permanently improve processes.
This statement refers to the improvement of the system of production, services and performance of employees. Therefore, it corresponds to the production management of the factory sector in terms of services and production, and to the management of human relations regarding the improvement of employees, since this is the sector that deals with managing the workforce.
- Institute ongoing training on the job. Develop and implement training plans and continuous improvement for personnel.
The statement corresponds to the management of human relations since they are responsible for the subordinates to obtain the greatest amount of knowledge possible and then apply them in the development of their tasks.
- Focus supervision on helping staff do their jobs better. Take immediate action regarding imperfections, maintenance needs, poor tools, or other conditions unsuitable for quality.
This point corresponds to the production management to the factory sector since the bosses or supervisors are in charge of providing the employee with the materials and immediate solutions to the workers. It could also belong to the general management, but it is more related to production since the solutions would be analyzed at the time the problem appears, on the other hand, until reaching the management would take more time.
- Encourage effective, two-way communication and other fear-eliminating means throughout the organization and help people work together to serve the purposes of the system.
This assent corresponds to the management of human relations since it is the one that ensures that there is fluid communication and a good relationship of companionship in the workplace. It also takes care of eradicating fear in the organization so that the employee feels more secure in his work.
- Breaking the existing barriers between the company's departments by stimulating teamwork, bringing together efforts from different areas: research, design, sales and production.
This type of communication without barriers favors the transfer of interdepartmental information to reach the conclusion of the objectives established by the company in a more efficient way. It deals with the issue of communication between subordinates, therefore it belongs to the management of human relations.
- Eliminate the use of numerical objectives, posters and slogans in which new levels of productivity are called for without giving the methods and providing the necessary tools and training.
It belongs to the general management since it is the one in charge of providing the working methods that increase the productive levels.
- Permanently improve quality and productivity. Eliminate numerical quotas.
It corresponds to the production management to the purchasing and factory sector; given that what this statement tells us is that quality prevails, which the purchasing department takes care of when choosing the raw material, but the quantity of production is occupied by the factory, since they are the ones that manufacture the goods.
- Eliminate barriers that prevent the worker from taking pride in his or her skill.
It is related to the management of human relations since it is the one that deals with rotating the worker, but it is also related to the general management since it is the one that can give the worker the opportunity to demonstrate their experience. The general management can become dissatisfied by not being able to delegate tasks and therefore not being able to carry out their work.
- Institute a vigorous program of education and self-improvement.
This topic corresponds to human relations management since it is in charge of making sure that the employee receives the updated training necessary to be as productive as possible.
- Define the permanent commitment of senior management to quality and productivity and their obligation to implement all these principles.
It is the responsibility of the general management since it ensures that the principles are carried out as best as possible. It requires coordination and working together for common objectives to achieve change.
3) a- the management has several functions when it comes to the development of the company. The most important ones will be listed below:
- Create a system in which the worker does a good job Communicate with employees in the same way that they communicate with suppliers Make the subordinate feel proud of their work and their performance Automate tasks that are manual and repeated Eliminate tasks time wasted due to paperwork Reduce errors by repairing the whole system instead of partially Equalizing employee tasks
Management must keep its operators trained to be able to delegate tasks and to be able to fulfill their own.
b- The improvement of communication between managers and workers is favorable for an exchange of opinions and suggestions between the different hierarchical positions, in this way both parties will better understand the operation of the company and applying the policy of parallelism the employee will feel part of the organization. Besides, this is a way of eliminating fear and creating an environment of two-way communication. The talks with constructive in order to achieve an increase in production and quality. Interdepartmental communication is also improved and increased. To achieve this goal, an employee council was formed at the factory consisting of managers plus elected representatives. Meetings are monthly and unresolved labor issues and management regulations are discussed. A consensus of opinion is made.
c- Training is the skills to do the job. It is made up of several steps. The first is to collect data, the second to organize it, the third to generate information, and the last to participate in decision-making. In the latter, the alternatives are listed, the most suitable is chosen and then the problem is solved. The objective is to achieve unity as a group and have participation in decision making. To carry out all these objectives, employees attend the faculty to develop certain. In some cases, they were presented with problematic situations to observe the performance of their person and the knowledge they had.
Training is very similar to training. The only difference is that training refers to a more general scope, instead, training is more specific.
d- In the event that the workers were satisfied, the role of the union would be to support them to continue with this new undertaking. Despite the fact that the company does it out of its own interest to increase productivity rates, this reform in the labor system is also convenient for wage earners since their needs would be much more satisfied than they were before. Furthermore, the union would not run into difficulties since its members would be happy with its performance and its place in the company.
e- Deming's philosophy is also applicable to the academic field. Then we can make an analysis of what would be the policies to take into account to improve productivity at the Moruli Educational Institute. On-the-job training could be provided by providing training courses in the areas corresponding to each teacher so that they would feel more secure with their knowledge and were up-to-date without having to do it on their own. They could be allowed to participate in decision-making by proposing new projects towards paths never explored before, with innovative ideas so that employees feel part of the company and also feel recognition through this participation. It would be good if the work of employees is recognized more,since their need for fulfillment in front of their peers or their superiors would be more satisfied. Another point to take into account would be the workspace in which they carry out their tasks; it should be more spacious and comfortable, providing greater physical security. Companionship and professional union should also be encouraged through extra-work outings or joint work. Communication should be more fluid so that when carrying out joint work all the integral parts of the same would be aware of the news. Lastly, greater attention should be paid to the sector that relates to the health of the worker and her family.providing greater physical security. Companionship and professional union should also be encouraged through extra-work outings or joint work. Communication should be more fluid so that when carrying out joint work all the integral parts of the same would be aware of the news. Lastly, greater attention should be paid to the sector that relates to the health of the worker and his family.providing greater physical security. Companionship and professional union should also be encouraged through extra-work outings or joint work. Communication should be more fluid so that when carrying out joint work all the integral parts of the same would be aware of the news. Lastly, greater attention should be paid to the sector that relates to the health of the worker and his family.
Download the original file
