Chapter 7 TQM Principles and Practices. Mr. Mohd Zaizu bin Ilyas
|
|
- Jordan Hill
- 6 years ago
- Views:
Transcription
1 Chapter 7 TQM Principles and Practices Mr. Mohd Zaizu bin Ilyas
2 Topics covered a) Continuous improvement, b) Employee empowerment, c) Leadership and change d) Teamwork in industrial practices.
3 (a) Continuous Improvement (Kaizen)
4
5 Continuous Improvement (Kaizen) A kaizen is any planned action that causes a Current State to become outdated and that causes the productivity to permanently change for good. Kaizen activities can be implemented by a team or an individual, depending on the priority and size of the event.
6 Continuous Improvement (Kaizen) Kaizen literally means gradual, continuous improvement, mainly in small matters, in all aspects of working life. Kaizen begins with the recognition that any corporation can have problems and improvements can be made as long as perfection is lacking. The Kaizen approach can help towards the continuous improvement movement by contributing small changes through out the organization.
7 Continuous Improvement (Kaizen) Plus Productivity Every Kaizen should have a positive Productivity impact: Doing more; Using less. When a Kaizen is finished, you should be able to point to something real and say: This is what I am doing today that I couldn't do yesterday (doing more). Alternatively, you should be able to identify a resource that you don't use today but that you thought you needed yesterday (using less). The best Kaizen result is when I can do both. 7
8 Continuous Improvement (Kaizen) Kaizen is a fundamental of Total Quality Competing in a global marketplace is like running in an Olympics must keep running and last year record is to be broken this year. Athletes who don t improve continually will not remain long in winner s circle Same goes to the company
9 Continuous Improvement (Kaizen) Essential improvement activities Quality expert recommends 5 activities as a crucial to continuous improvement. There are in Figure 19-1;
10 Continuous Improvement (Kaizen) Steps of applying Kaizen: 1. Finding out the pain areas (problem areas) 2. Analyses the pain (problems) 3. Large scale preplanning and extensive project scheduling are replaced by smaller experiments
11 Continuous Improvement (Kaizen) Muda- Mura- Muri - What are the 3M S?
12 Continuous Improvement (Kaizen) What are the 3M S? Muda- 無駄 (useless) Mura- 斑 (unevenness) Muri 無理 (impossible)
13 Continuous Improvement (Kaizen) What are the 3M S? Muda- Any wasteful activity or any obstruction to the smooth flow of an activity. Activity = Work + Muda Expenditure = Cost + waste Mura- Inconsistencies in the system Muri - Physical Strain Pushed to work Overburdened Kaizen is meant to remove Mura, Muda, Muri
14 Continuous Improvement (Kaizen) Standardize the process Eliminate errors the process Simplify the process Reduce sources of variation Bring the process under SPC Improve the design the process Describe the process Standard Process Improvement Strategies
15 Figure 19-4 Elements of Kaizen
16 Kaizen implementation tools Some additional tools instead of quality tools explained in this course. Kaizen Tools are; 1. Kaizen checklist 2. Kaizen Five-Step plan (5S) 3. Five W s and One H 4. Five-M checklist
17 Kaizen Checklist Using checklist that focuses attention of employees on those factors that are most likely in need of improvement. E.g; work methods, facilities, software tools etc
18 Figure 19-5
19 Kaizen 5 step plan (5S) Japanese approach to implement kaizen Using posters on the walls with the word Seiri (Straighten up) Seiton (Put things in order) Seiso (Clean up) Seiketsu (Personal cleanliness) Shitsuke (Discipline)
20 Kaizen ( 5W s 1H) Five W s and One H WHO WHAT WHERE WHEN WHY HOW
21
22 Kaizen ( 5W s 1H) Using this tool encourages employees to look at a process and ask questions; Who is doing it? Who should do it? What is being done? What should be done? Where is it being done? Where should it be done? Why is it being done? Why is it that way? When is it being done? When should it be done? How it is being done? How should it be done?
23 Kaizen (Five-M checklist) Measurement Methods Material Man (Operator) Machine
24 (b) Employee Empowerment
25 Employee empowerment Empowerment means engaging employees in thinking processes of an organization in ways that matter. Also means having input that is heard and used giving ownership of the job.
26 Employee empowerment Rationale; Best way to increase creative thinking and initiative on the part of employees. Can be an outstanding motivator Issues; Resistance to change
27 Employee empowerment Implementation of employee empowerment has 4 steps; 1. Creating a supportive environments 2. Targeting and overcoming 3. Putting the vehicles in place (Vehicles = brainstorming, quality circles, suggestion boxes etc) 4. Assessing, adjusting and improving
28 (c) Leadership
29 Leadership The foundation for TQM is indeed leadership, and leadership has several functions: (i) Create a vision and establish a mission for the organization (ii) Set realistic quality improvement goals (iii) Identify customer requirements (iv) Lead the culture change to a team environment (v) Active participation on strategic planning and/or quality committees (vi) Lead the improvement effort
30 Leadership i)create a Vision and Establish a Mission for the Organization. The two essential elements of leadership are developing a compelling vision and (more importantly) living it. It is the job of a leader to instill confidence and build self-esteem of every employee.
31 Leadership ii)set Realistic Quality Improvement Goals The foundation for improvement is laid only when the people who do the work learn to solve their own problems instead of passing the buck. To get that ownership, however, the leader must set goals that are realistic (i.e. attainable, doable, and within the constraints of both the individuals involved and the organization).
32 Leadership iii) Identify Customer Requirements Just providing a product and/or service is not good enough anymore. What good leaders do for their organization is to find ways to surprise and delight the customer with their products and/or their service.
33 Leadership iv) Lead the Culture Change to a Team Environment The key to motivate everyone in the organization for a culture change, is to ensure everyone's involvement in the process. How do we do this? By giving them a sense of ownership and empowering them to make decision. Positive reinforcement
34 Leadership v) Active Participation on Strategic Planning and/or Quality Committees To unleash the creativity of the organization, leaders must change the organizational culture and structure to encourage innovation and creativity. They must actively participate on everything that has to do with quality and/or improvement. By being participative, leaders encourage others to do the same. As a consequence, the results of this participation will be more diverse ideas, more discussion of ideas.
35 Leadership v) Active Participation on Strategic Planning and/or Quality Committees To unleash the creativity of the organization, leaders must change the organizational culture and structure to encourage innovation and creativity. They must actively participate on everything that has to do with quality and/or improvement. By being participative, leaders encourage others to do the same. As a consequence, the results of this participation will be more diverse ideas, more discussion of ideas.
36 A) Strategic Planning Leadership Seven Steps to Strategic Planning: (i) Customer Needs: to discover the future needs of the customers (ii) Customer Positioning: the planners determine where the organization wants to be in relation to the customers. (iii) Predict the Future: to predict future conditions that will affect their product or service.
37 Leadership (iv) Gap Analysis: identify the gaps between the current state and the future state of the organization. (v) Closing the Gap: by establishing goals and and responsibilities. All stakeholders should be included in the development of the plan. (vi) Alignment: it must be aligned with the mission, vision, and core values of the organization. (vii) Implementation: resources must be allocated to collecting data, designing changes, and overcoming resistance to change. Also part of this step is the monitoring activity to ensure that progress is being made.
38 B) Quality Committees Leadership In typical organization, the committees is composed of the CEO; senior managers of the functional areas: such as design, marketing, finance, production, and quality; and a coordinator or consultant. In general, the duties of the committees are to: Develop, with input from all personnel, the core values, vision statement, mission statement, and quality policy statement. Develop the strategic long-term plan with goals and the annual quality improvement program with objectives.
39 Leadership Create the total education and training plan Determine and continually monitor the cost of poor quality Determine the performance measures for the organization, approve those for the functional areas, and monitor them. Continually determine those projects that improve the processes, particularly those that affect external and internal customer satisfaction. Establish multifunctional project and work group teams and monitor their progress Establish or revise the recognition and reward system to account for the new way of doing business.
40 Leadership vi) Lead the Improvement Effort Leaders must: Provide the opportunity to form teams Recognize the need for both education and training, and provide both to the employees Empower the employees to resolve issues effecting their own work Encourage the employees to participate without fear Listen and then listen some more
41 Leadership Leaders must (cont): Provide timely feedback Support, direct, coach the employees Communicate with everyone in the organization (vertically and horizontally) Apply the Plan-Do-Check (Study)-Act model as much as possible in everything within the organization Reward and recognize the employees for teamwork, improvement, performance, and contribution to quality
42 (d) Teamwork In Industrial Practices
43 Teamwork In Industrial Practices To become successful in business, teamwork is also a key element of TQM. With the use of teams, the business will receive quicker and better solutions to problems. Teams also provide more permanent improvements in processes and operations. In teams, people are more comfortable bringing up problems that may occur, and can get help from other workers to find solutions and put into place.
44 Teamwork In Industrial Practices There are mainly three types of teams that TQM organizations adopt: (i) Quality Improvement Teams or Excellence Teams (QITs) (ii) Problem Solving Teams (PST) (iii) Natural Work Teams (NWT)
45 Teamwork In Industrial Practices (i) Quality Improvement Teams or Excellence Teams (QITs) These are temporary teams with the purpose of dealing with specific problems that often reoccur. These teams are set up for period of three to twelve months.
46 Teamwork In Industrial Practices ii) Problem Solving Teams (PST) These are temporary teams to solve certain problems and also to identify and overcome causes of the problems. They generally last from one week to three months.
47 Teamwork In Industrial Practices iii) Natural Work Teams (NWT) These teams consist of small groups of skilled workers who shared tasks and responsibilities. These teams use concepts such as employee involvement teams, selfmanaging teams and quality circles. These teams generally work for one to two hours a week.
48 Quality Circle Quality circle is a small group of employees in the same work area or doing a similar type of work who voluntarily meet regularly for about an hour every week to identify, analyze and resolve workrelated problems, leading to improvement in their performance, and enrichment for their work life. It can be seen that the concept of quality circles is just one segment of TQM. TQM is not complete without quality circles.
49 Quality Circle (Basic Aims) The basic aims of quality circles are : To contribute to the improvement and development of the enterprise. To respect humanity and build a better workshop. To satisfy the higher human needs of recognition and self-development. Natural Work Team (NWT) is sometimes referred to as Quality Circles.
50 Thank You!!!
What is 5S principle? 5S Training of Trainers for Training Institutions Training material No. 13
What is 5S principle? 5S Training of Trainers for Training Institutions Training material No. 13 Aren t you frustrated in your workplace? Oh, this position makes me tired! I cannot remember what/how to
More informationLean Gold Certification Blueprint
The Lean Certification Blueprint provides additional useful information beyond the Body of Knowledge. The Body of Knowledge specifies the competencies, topics, and subtopics required by different types
More informationLEAN MANUFACTUING-CONCEPT, LIMITATION, APPLICATIONS: AN OVERVIEW
LEAN MANUFACTUING-CONCEPT, LIMITATION, APPLICATIONS: AN OVERVIEW Submitted By Ms. PUNAM NIVRUTTI PATIL DPGD/OC13/1243 SPECIALIZATION: OPERATIONS WELINGKAR INSTITUTE OF MANAGEMENT DEVELOPMENT & RESEACH
More informationTQM and Reliability Engineering
Total Quality Management & Reliability Engineering Dr V. Muralidharan Dept. of Mechatronics SRM University Introduction Total Quality Management TQM is an enhancement to the traditional way of doing business.
More informationEmpowerment The best way to become a World Class Organization By Diane Prange
Empowerment The best way to become a World Class Organization By Diane Prange Empowerment is often citied as a critical component of any successful customer satisfaction/delight, process and/or quality
More informationBUSINESS PROCESS RE-ENGINEERING
BUSINESS PROCESS RE-ENGINEERING Continuous Improvement Methods vs Business Process Re-engineering Continuous Improvement Methods 1. Focuses on incremental change in the organization processes 2. Suitable
More informationSHORT ANSWER QUESTIONS (KEY) UNIT- I
SHORT ANSWER QUESTIONS (KEY) UNIT- I 1. Define quality. Quality is the totality of characteristics of an entity that bear on its ability to satisfy stated and implied needs. 2. What do you mean by quality
More informationNotes of Strategy Implementation & Control
1. Distinction between Strategy Formulation and Strategy Implementation: Strategy Formulation Is a positioning forces before the action It focuses on effectiveness Is an intellectual process Strategy Implementation
More informationEmployee Involvement. BPF2123 Quality Management System
Employee Involvement BPF2123 Quality Management System Chapter Outline What is Employee Involvement? Empowerment Teams and Motivation Employee Surveys Recognition and Reward Lesson Outcomes Explain the
More informationEmployee Engagement Leadership Workshop
Employee Engagement Leadership Workshop Turning employee feedback into results Developed for: Presented by: Copyright 2010, DecisionWise, Inc. All rights reserved. No part of this publication may be reproduced,
More informationMGM RESORTS INTERNATIONAL LEADERSHIP COMPETENCIES
MGM RESORTS INTERNATIONAL LEADERSHIP COMPETENCIES Mission, Vision, Core Values and People Philosophy Our Mission MGM Resorts International is the leader in entertainment and hospitality - a diverse collection
More informationLEAN CERTIFICATION BODY OF KNOWLEDGE RUBRIC VERSION 3.0
MODULE 1 LEAN CERTIFICATION BODY OF KNOWLEDGE RUBRIC VERSION 3.0 1. Cultural Enablers 15% 20% 25% 1.1. Principles of Cultural Enablers 3% 4% 5% 1.1.1. Respect for the individual 1.1.2. Humility 1.2. Processes
More information+ + = 2. Motivating People. 3. Strategic Planning & Goal Setting. 4. Decision Making. 5. Problem Solving. 6. Teamwork. 7.
All Companies Have These Three Elements + + = Results Chain > > > > > > Culture Change Where are you now? Where do you want to go? How will you get there? Are you committed to change? Part I Assess Management
More informationResearch Report: Forget about engagement; let s talk about great days at work
Research Report: Forget about engagement; let s talk about great days at work May 2017 What does engagement mean? And what exactly does an engaged employee look like? There are many different conceptual
More informationAchieving Results Through Genuine Leadership
Achieving Results Through Genuine Leadership T R A I N I N G Facing tough issues and aggressive goals, top organizations win by preparing genuine leaders who live out the mission and values of the organization.
More informationCHANGE MANAGEMENT INTRODUCTION
CHANGE MANAGEMENT INTRODUCTION Copyright @ Tools4management.com 2015 Version 1.1 This ebook is protected by international copyright law. Please contact the copywrite department for any queries: Tools4management.com
More informationBellevue University College of Continuing and Professional Education Recent Professional Development Deliveries
Bellevue University College of Continuing and Professional Education Recent Professional Development Deliveries 1) Leadership Foundations Leadership as Influence Effective leadership is critical in obtaining
More informationKey of Toyota management success By Yi Jiang
Key of Toyota management success By Yi Jiang What is Kaizen? Kaizen 改善 Change Better Make it better (to improve) What s the difference between Kaizen and improve? Continuity Why do we need kaizen? Need
More informationEmployability Skills and Resume Preparation
Employability Skills and Resume Preparation 1 Employability Skills and Resume Preparation Introduction In this self-paced workshop we will be developing the skills required to assess your level of employability
More informationBuilding and Leading Teams BUILDING EFFECTIVE TEAMS COMPETENCY MAP. SLP Level 1 workshop competencies mapped to SLP2 Leadership Advantage tracks
Building and Leading Teams Work/Life Balance Career Development Problem Solving and Decision Making Setting and Priorities Leader as Motivator WORK/LIFE BALANCE BUILDING EFFECTIVE TEAMS SELFKNOWLEDGE Upward
More informationEnriching Lives Sourcing Success for Individuals and Organizations. Personal Empowerment, Career Coaching, and Business Growth Solutions
Personal Empowerment, Career Coaching, and Business Growth Solutions Enriching Lives Sourcing Success for Individuals and Organizations Welcome! And congratulations on taking the first action to Reach
More informationTALENT REVIEW INSTRUCTIONS
OFFICE OF HUMAN RESOURCES TALENT REVIEW INSTRUCTIONS SUMMARY The Talent Review process is a means to gain a better understanding of what is expected of the employee and how the employee can improve his/her
More informationPrepared for: Joe Sample 2/2/15
Leadership Potential Inventory Report Prepared for: Joe Sample 2/2/ Introduction Your Leadership Potential Inventory Report collects feedback about your behavior and performance from you and your supervisor.
More informationWILLIAMBOURLANDLLC OVERVIEW TEAMS LAWYERS LEADERS MARKETING VIDEO
Practice / Industry Team Strategy Lawyer Coaching Marketing Video Rule number one? It s all about the client! When your services align with the needs of prospective clients, there is opportunity. That
More informationLean Flow Enterprise Elements
"Lean Flow" describes the performance of organizations that are effective enough to win consistently in the competitive global marketplace. To understand how to get there, it s useful to focus on Lean
More informationEmpowered Employees: A New Team Concept for Total Customer Satisfaction By Mary Ann Hellinghausen in collaboration with Jim Myers
Empowered Employees: A New Team Concept for Total Customer Satisfaction By Mary Ann Hellinghausen in collaboration with Jim Myers Since cavemen began pooling hunting skills to catch their prey, mankind
More informationMOTIVATION IN THE WORKPLACE
MOTIVATION IN THE WORKPLACE AGENDA Importance of motivation Factors in motivation Your experience with motivation Creating a motivating work environment Creating a plan WHY IS MOTIVATION IMPORTANT? 1.
More informationQuality Performance Analysis. Case Study - Schlumberger Company
Journal of Business Economics and Information Technology http://sc ient if iceducation.org VOL UME I, ISSUE 1, Decembe r 2 014 Quality Performance Analysis. Case Study - Schlumberger Company Albu Madalina
More informationSampleCo Organization Survey Results
SampleCo Organization Survey Results October 2009 Profile Report (This report was created on 5/30/2017) Table of Contents 1 Introduction: High Performance Organizations 2 Understanding the Data 3 Overall
More informationCh 26 Just-In-Time and Lean Production. What is Lean Production? Structure of Lean Production System. Activities in Manufacturing.
Ch 26 Just-In-Time and Lean Production Sections: 1. Lean Production and Waste in Manufacturing 2. Just-in-time Production Systems 3. Autonomation 4. Worker Involvement What is Lean Production? Lean production
More informationChapter 28 Quality. Quality. Benefits of quality
Quality Quality is a difficult concept to define. W. Edwards Deming, the American quality guru, stated that quality is defined by the customer. Customers may require certain specifications or demand exceptional
More informationCollaborative Idea Management: A Driver of Continuous Innovation
Collaborative Idea Management: A Driver of Continuous Innovation Collaboration is important not just because it's a better way to learn. The spirit of collaboration is penetrating every institution and
More informationMANAGING THE ORGANISATIONAL CHANGE THROUGH BUSINESS PROCESS RE-ENGINEERING
GJBM ISSN: 0973-8533 Vol. 5 No. 1, June 2011 50 Mohd. Arif MANAGING THE ORGANISATIONAL CHANGE THROUGH BUSINESS PROCESS RE-ENGINEERING Mohd. Arif* ABSTRACT The idea that the change is essential, desirable
More informationCOURSE CATALOG. vadoinc.net
COURSE CATALOG 2018 vadoinc.net Welcome Welcome to the Vado 2018 Course Catalog. Vado provides any organization or learner numerous opportunities to build the skills needed to lead and manage others, as
More informationDeveloping the Team-Based Organization. The Skills and Practices of High Performance Business Teams
Lean Teams Developing the Team-Based Organization The Skills and Practices of High Performance Business Teams By 1 To compete in today s world of high speed processes, Six Sigma quality and continuous
More informationSatisfy customers. Grow their loyalty.
Satisfy customers. Grow their loyalty. In many industries, markets and businesses, contact center efficiency and surprisingly customer satisfaction don t directly drive customer loyalty. Customer loyalty
More informationHigh Performance Organization
Kai Laamanen HPO description 1 (6) 15.10.2007 High Performance Organization Leaders of today face ever-increasing complexity in private business and public sector. Innotiimi meets the growing need for
More informationStarting and Sustaining a Complete Quality System. Grace L. Duffy, Public Health Foundation John W. Moran, Public Health Foundation
Starting and Sustaining a Complete Quality System Grace L. Duffy, Public Health Foundation John W. Moran, Public Health Foundation 2010 Starting and Sustaining a Complete Quality System Grace L. Duffy
More informationTHE POWER OF CONNECTION. Your Role in Optimizing the Patient Experience
Our Focus What brings value and meaning to your work? What is your PURPOSE? What should a Memorable Experience Look, Sound, and Feel like for your INTERNAL & EXTERNAL CUSTOMERS? Looking forward, when everyone
More informationAsset management Overview, principles and terminology
ISO 2012 All rights reserved ISO/PC 251/N183 Date: 2012-02-26 ISO/CD 55000.2 ISO/TC 251/WG 1 Secretariat: BSI Asset management Overview, principles and terminology Gestion d'actifs Vue d'ensemble, les
More informationThe Disney Approach to Leadership Excellence
presents The Disney Approach to Leadership Excellence Preprogram Materials Disney Congratulations! You will soon be an alumnus of Disney Institute Programs. Disney Institute Post Office Box 10093 Lake
More informationPlanning - A Key to a Successful 4-H Experience
4H.VOL.109 Oklahoma 4-H Volunteer Development Series Planning - A Key to a Successful 4-H Experience Put Plans in Writing and... The plan becomes clear The plan is easier to communicate The plan is more
More informationTotal Quality Management
Total Quality Management The way of managing organization to achieve excellence Total everything Quality degree of excellence Management art, act or way of organizing, controlling, planning, directing
More informationThe 5S Philosophy. A better Work Environment for Everyone
The 5S Philosophy A better Work Environment for Everyone TOPICS 5S PHILOSOPHY WHY 5S 5S OBJECTIVES PURPOSE OF 5S ELEMENTS OF 5S SORTING SYSTEMATIC ARRANGEMENT SPIC AND SPAN STANDARDISATION SELF DISCIPLINE
More informationFrom Growing Pains to Embracing Change
SolutionsIQ From Growing Pains to Embracing Change Case Study How shifting to an Agile mindset helped this customer support company accelerate time to market Client Profile Our client, a cloud-based customer
More informationDEVELOP AND IMPLEMENT A BUSINESS PLAN FACILITATOR MANUAL WITH SIMULATED ONLINE BUSINESS ASSESSMENT BSBMGT617A
DEVELOP AND IMPLEMENT A BUSINESS PLAN FACILITATOR MANUAL WITH SIMULATED ONLINE BUSINESS ASSESSMENT BSBMGT617A Precision Group (Australia) Pty Ltd 9 Koppen Tce, Cairns, QLD, 4870 Email: info@precisiongroup.com.au
More informationPerformance Management #CIPDPM17
Performance Management Workshop @CIPD_Events #CIPDPM17 Redesigning a Performance Management System that is Aligned with your Organisation s Objectives Bob Blenkinsop, Director, Infinitive Perspective Sean
More informationHow to Engage and Motivate Employees. Presented by: Hilary Maricle Nebraska Women in Ag 2018
How to Engage and Motivate Employees Presented by: Hilary Maricle hmaricle@gmail.com 402-741-0714 Nebraska Women in Ag 2018 Employees who feel they are valued and recognized for their contributions are
More informationBUILDING A CULTURE OF ENGAGEMENT: THE IMPORTANCE OF SENIOR LEADERSHIP
BUILDING A CULTURE OF ENGAGEMENT: THE IMPORTANCE OF SENIOR LEADERSHIP Dale Carnegie Training White Paper Copyright 2012 Dale Carnegie & Associates, Inc. All rights reserved. Senior_leadership_121412_wp
More informationHAVE YOUR SAY STAFF SURVEY 2017
HAVE YOUR SAY STAFF SURVEY 2017 THANK YOU WEST! for responding to the Have Your Say survey We can now share what you told us, and tell you what happens next 372 51% 52% Donated to charity Response rate
More informationUniversity of Pennsylvania. Penn Pal Program for New Staff Members
University of Pennsylvania Penn Pal Program for New Staff Members Allow the manager to focus on valuable role and performance aspects rather than lowlevel operational issues during the new staff member
More informationTaking a Global Stance on Employee Engagement Benchmarking against the World s Most Admired Companies
Taking a Global Stance on Employee Engagement Benchmarking against the World s Most Admired Companies A leading global provider of transport and logistics solutions Established in 1982 in Jordan and now
More information360 Feedback REPORT. Prepared for: Melissa Brown
360 Feedback REPORT Prepared for: Melissa Brown Completed On: August 9, 2017 Introduction Feedback Participants Definitions and Calculations Understanding the Report Competency Summary Unknown Strengths
More informationHow to Select, Align, Develop, and Retain Highly-Engaged People in Healthcare
How to Select, Align, Develop, and Retain Highly-Engaged People in Healthcare INTRODUCTION A PATIENT-CENTERED WORKFORCE A Patient-Centered Workforce is made of highly-engaged people and teams who endeavor
More informationJob Description: Operations Manager September 2017
Job Description: Operations Manager September 2017 Title: Operations Manager Reporting to: Executive Director Purpose As a senior member of the Management Team, the Operations Manager is responsible for
More informationPutting our behaviours into practice
Putting our behaviours into practice Introduction Our behaviours are an important part of One Housing. They are designed to shape how we work - they are the ideas and approaches that form the foundation
More informationEmployee Performance Management Process. Management Training Participant Workbook
Employee Performance Management Process Management Training Participant Workbook Welcome to Training on EPMP Today s course is focused on preparing managers for the immediate implementation of the DPS
More informationManaging the Lean Transformation
Managing the Lean Transformation 22-23 February & 18-19 April 2016 Description: This four-day course will introduce operations managers to the system of philosophies and methods that are necessary for
More informationEd.D. in Organizational Leadership Core Leadership Understandings. Program Competencies
Ed.D. in Organizational Leadership Core Leadership Understandings Program Competencies Some thoughts regarding the core leadership understandings follow: The competencies listed for each core leadership
More informationThe Concepts: Team Management Systems
The Concepts: Team Management Systems The Concepts: Work Preferences Understanding work preferences is a critical component in developing individual, team and organizational performance. The Team Management
More informationLEADERSHIP ACTION CENTRED LEADERSHIP
LEADERSHIP ACTION CENTRED LEADERSHIP The Cognisi newsletter seeks to help business owners, directors and managers by providing guidance, insights and support and this month I want to provide some thoughts
More informationEMPLOYEE ENGAGEMENT. Administrative Office Circuit Court of Lake County, Illinois 2014 Court Employee Engagement Survey. Employee Growth & Development
Administrative Office, Illinois 2014 Court Employee Engagement Survey Supportive Co-Workers Employee Growth & Development Trustworthy Leadership Continuous Organizational Improvement EMPLOYEE ENGAGEMENT
More informationGE 2022 TOTAL QUALITY MANAGEMENT UNIT I
GE 2022 TOTAL QUALITY MANAGEMENT UNIT I Introduction Need for Quality Evolution of quality- Definition of quality Dimensions of manufacturing and service quality Basic concepts of TQM Definition of TQM
More informationCOLUMBUS McKINNON CORPORATION MIDLAND FORGE DIVISION. 6S Training Overview
6S Training Overview Why Implement 6S? Customers needs constantly change. Companies compete to meet these needs. To survive, we must stay competitive. This means improving products and services and lowering
More informationThe EFQM 2013 Model Changes. Implications for Organizations
1-June-13 The EFQM 2013 Model Changes Implications for Organizations by Sunil Thawani EFQM reviews the EFQM Excellence model every three years to ensure it continues to reflect reality and relevance to
More information2015 Federal Employee Viewpoint Survey Results for: National Park Service
2015 Federal Employee Viewpoint Survey Results for: National Park Service November 2015 Organizational Assessment Human Resources Solutions U.S. Office of Personnel Management Section I: Summary Dashboard
More informationPerformance Planning Guide. Version: 2.1 Last Updated: April 2015
Performance Planning Guide Version: 2.1 Last Updated: April 2015 Table of contents Performance planning: Staff development and feedback at Ryerson University... 2 Introduction... 2 Our Time to Lead: Ryerson
More informationChapter 7E: Nurturing Human Capital/Focus on Staff
Chapter 7E: Nurturing Human Capital/Focus on Staff Starting Points The following points made by Jim Collins (author of the bestseller Good to Great; Why Some Companies Make the Leap And others Don t) are
More informationIJSRD - International Journal for Scientific Research & Development Vol. 5, Issue 01, 2017 ISSN (online):
IJSRD - International Journal for Scientific Research & Development Vol. 5, Issue 01, 2017 ISSN (online): 2321-0613 Implementing Kaizen and 5s for Process Flow Improvement in Medium Scale Industry Henisha
More informationCGMA Competency Framework
CGMA Competency Framework Leadership skills CGMA Competency Framework 1 Leadership skills : This requires a basic understanding of the business structures, operations and financial performance, and includes
More informationInnovation and Technology Management
Innovation and Technology Management Joseph J. Simpson, The Boeing Company Abstract. A systematic approach to innovation and technology management is outlined in terms of a generic systems engineering
More informationWelcome! Catalog Terminology:
2015 Course Catalog Welcome! Welcome to the NuVeda 2015 Course Catalog. With over 315 bite sized, chunked learning courses, NuVeda provides any organization or learner numerous opportunities to build the
More informationIMPLEMENT CONTINUOUS IMPROVEMENT CANDIDATE RESOURCE & ASSESSMENT BSBMGT403A
IMPLEMENT CONTINUOUS IMPROVEMENT CANDIDATE RESOURCE & ASSESSMENT BSBMGT403A Precision Group (Australia) Pty Ltd 9 Koppen Tce, Cairns, QLD, 4870 Email: info@precisiongroup.com.au Website: www.precisiongroup.com.au
More informationCareer Compass Navigating Your Own Path to Success
Career Compass Navigating Your Own Path to Success your great day at work uuquestion 1: Your Engagement. Select the spot where you believe you are on the X above. Is this where you typically are? If not,
More informationCareer opportunity: Executive Vice President and General Manager, Worldwide - Wolters Kluwer Finance, Risk and Regulatory Reporting (FRR) - London
Career opportunity: Executive Vice President and General Manager, Worldwide - Wolters Kluwer Finance, Risk and Regulatory Reporting (FRR) - London About Wolters Kluwer Financial Services Wolters Kluwer
More informationAgile leadership for change initiatives
Agile leadership for change initiatives Author Melanie Franklin Director Agile Change Management Limited Contents Introduction 3 Agile principles 3 Introduction to Agile techniques 6 Working in sprints
More informationCompetency Catalog June 2010
Competency Catalog June 2010 Leadership Competencies Leadership competencies are those generic or cross-organizational competencies that are applicable to various functions and/or posts. They focus on
More informationSEE Enterprise Design and Galbraith Organizational Design Comparison
SEE Enterprise Design and Galbraith Organizational Design Comparison The following outline broadly compares the organizational design elements between the SEE framework and Galbraith taxonomy. SEE Framework
More informationINTEGRITY MANAGEMENT CONTINUOUS IMPROVEMENT. Foundation for an Effective Safety Culture
INTEGRITY MANAGEMENT CONTINUOUS IMPROVEMENT Foundation for an Effective Safety Culture June 2011 Foundation for an Effective Safety Culture describes the key elements of organizational culture and business
More information5S METHOD IN LEAN MANUFACTURING
5S METHOD IN LEAN MANUFACTURING Professor Virgil POPA Ph D Master degree student Alina BIDIREANU Master degree student Mihai TOADER Valahia University of Targoviste virgilp51@yahoo.com Abstract LEAN MANUFACTURING
More informationIn this issue: 1. The Project Constraints
Volume 3-2 In this issue: 1. The Project Constraints 2. Managing Conflict 3. FMP Course Offer 4. Motivating the Team 5. Improving Performance 2. Managing Conflict Conflict is defined as "when two or more
More informationDid You Pack the 12 Agile Principles on Your Agile Journey?
Did You Pack the 12 Agile Principles on Your Agile Journey? Others Talk, We Listen @CapTechListens Elisabeth White Coaching & Mentoring Agile Leadership Techniques Agile Principles & Core Values Culture
More informationFinancial Infos. Issue (19)
Financial Infos Issue (19) Customer Relationship Management (CRM) Definition: In reply to increasing competitiveness in the global market, businesses are looking for means to manage their relations with
More informationBusiness Studies - Management Notes. Business Studies Study Notes
Business Studies - Management Notes Business Studies Study Notes The Nature of Management: Definition of Management: The process of working with and through other people to achieve business goals in a
More informationA PACKAGE OF INNOVATIONS TO TRANSFORM THE PUBLIC SERVICE IN MAURITIUS
MBABANE, SWAZILAND, 5 TH SEPTEMBER 2007 A PACKAGE OF INNOVATIONS TO TRANSFORM THE PUBLIC SERVICE IN MAURITIUS In line with the overall vision of Government to turn Mauritius into a modern nation which
More informationINSPIRING TEAM GREATNESS!
W O R K F O R C E F O C U S Let s Achieve Your Excellence! INSPIRING TEAM GREATNESS! DAWN GARCIA, MS, RN, CMQ-OE 4227 Oak Knoll Drive Eau Claire, WI telephone:715.828.7390 fax: 800-352-4200 www.pursuit-excellence.com
More information2017 IIBA Leadership Webinar Series. Based on The 360 Leader: Developing Your Influence from Anywhere in the Organization by John C.
2017 IIBA Leadership Webinar Series Based on The 360 Leader: Developing Your Influence from Anywhere in the Organization by John C. Maxwell Welcome Module 5 Values of Leaders & Creating Environment to
More informationPerformance Management Policy and Strategy
Performance Management Policy and Strategy Reference number of this document PM0301 HEMIS classification Aim Type of document Accessibility To formulate a policy for performance management and strategy
More informationLeadership is a key enabler of change. THE THEORY AND PRACTICE OF CHANGE MANAGEMENT, 3 rd Edition, John Hayes, Palgrave
Leadership is a key enabler of change. THE THEORY AND PRACTICE OF CHANGE MANAGEMENT, 3 rd Edition, John Hayes, Palgrave 2010 1 There is marked difference in the orientation between management and leadership.
More informationInnovation Leadership Business Acumen Coaching. Training Programs
Innovation Leadership Business Acumen Coaching www.trainingsolutions.co.ke Training Programs An organization s ability to learn, and translate that learning into action rapidly, is the ultimate competitive
More informationThe below rating scale is used to determine UW-Stevens Point competency proficiency.
Performance Review Guide Competencies are comprised of defined knowledge, skills, and behaviors needed to be effective in one s role, department, and institution. A competency model provides a guide for
More information4.1 Organizational Charts and Designs 4.2 Centralized and Decentralized Organization 4.3 Span of Control
4. Organizing 4.1 Organizational Charts and Designs 4.2 Centralized and Decentralized Organization 4.3 Span of Control 4.4 Authority and Unity of Command 4.5 Incentives and Motivation Tools 4.6 Maslow
More informationShift Manager Individual Performance Plan (IPP) - US Restaurant Scorec Information about Me (EMPLOYEE COMPLETES)
Restaurant Scorec Information about Me (EMPLOYEE COMPLETES) Name: Restaurant Number: Date of mid-year review: Region/Market: Your Boss: Date of year-end review:. My Business Targets, Performance Objectives
More informationAPPENDIX INDIVIDUAL PERFORMANCE AND
From Quality Improvement for Emergency Obstetric Care: Leadership Manual 2003 EngenderHealth APPENDIX INDIVIDUAL PERFORMANCE AND THE QUALITY IMPROVEMENT PROCESS The process described in this manual emphasizes
More informationIn October 1997, the Trade Commissioner Service (TCS) Performance measurement in the Canadian Trade Commissioner Service THE MANAGER S CORNER
Performance measurement in the Canadian Trade Commissioner Service Pierre Sabourin Ten lessons to ponder before embarking on a performance measurement initiative to improve your way of working. In October
More informationUnderstanding the Management Process
Chapter 6 Understanding the Management Process 1 Define what management is. 2 Describe the four basic management functions: planning, organizing, leading and motivating, and controlling. 3 Distinguish
More informationLearning Center Key Message Guide. 3M Company
Learning Center Key Message Guide The purpose of this Guide is to enable Learning Center communicators to achieve their communication objectives by delivery of consistent messaging, linking to 3M and LC
More informationLeadership & Supervision - Motivating Staff
Leadership & Supervision - Motivating Staff RLS415 - Leadership & Supervision - Recreation & Leisure Services - Seneca College For: Alf Grigg By: Tyler Nakeff January 27th/2014 Motivating Staff 2 Technological
More informationBoard Training Kits: Association Personnel The Board of Directors. Southern Early Childhood Association
Board Training Kits: Association Personnel The Board of Directors #5 Southern Early Childhood Association Table of Contents The Recruitment Process Page 1 Questions for Prospective Board Members Page 2
More information