IET 411 -Homework: Read \"The Six Values of a Quality Culture Write a 3to4 page
ID: 397684 • Letter: I
Question
IET 411 -Homework: Read "The Six Values of a Quality Culture Write a 3to4 page paper on how you would apply the methodologies and techniques explained to develop a quality culture in your current or past employment. Make sure to emphasize each of the six values outlined and include an Implementation Plan. You will lose points for not including an Implementation Plan. nmentl The 1. Details of how the plan will be carried out 2. Timeframe of how long it will take to implement each value 3. Must be realistic with respect to the Career Field it is to be applied in 4. A way to gauge progress or success or failure of the implementation paper must contain an Implementation Plan with the following This is to be submitted via Black Board Remember, your plan needs to be specific - avoid generalizations or vague ideas and concepts. Details matter, Look at the example below from a past student: When a company culture eliminates the mentality behind superior-subordinate relationships, There was always somebody in the team like a full-time worker who spoke louder than others due Value 2: No subordinates or superiors allowed. people more freely express what is on their minds. to which some interns who might have really good ideas on the topic felt left out and felt as if they could not speak their voices. Implementation Plan The plan is to implement a brainstorming session with cross-functional teams consisting of supervisors and general employees, where everybody in the team can write down their own ideas and then everybody brainstorms, free of judgment on suggestions to improve efficiencies. Time frame of how long it will take to implement This might take 2-4 weeks for everybody to get accustomed to the plan and understand why it is done and how this will improve the productivity. The program will consist of bi-weekly 1 hour meetings which will meet for the entire fiscal year. This plan will allow employees to communicate more effectively and allow them the opportunity to not only come up with new ideas, but also help in the implementation and sustainability of these ideas. Ideally, the organization will be able make better decisions and enhance productivity because it secures every employee's commitment to all phases of the work Overall company defects will be monitored weekly and utlized to populate a monthly scorecard. deally, if this approach is working there should be a decrease in overall defects. As the program Measurement of Success matures, addition productivity al metrics would be incorporated such as: labor expense, profits, employeeExplanation / Answer
The Six Values Of A quality Culture
VALUE(1). We're all in this together:
Your approach to suppliers needs to be part of your strategic plan since almost every company, whether product- or service-oriented, is dependent on suppliers. Many business owners seem to get this supplier issue backwards. They think that because they write the order, they're in the dominant position and can exploit it with unreasonable demands, including personal perks.
Let's get this right--you need good and reliable suppliers. When you find them, treat them like gold. Work as hard on building a good supplier relationship as you do building a relationship with your customers.
And be loyal to your good suppliers. They are essential to your business's good health and growth. They are a nuanced bootstrapping strategy.
Teamwork:
Organisations are much more likely to perform well when their people work effectively as a team. This is because good teamwork creates a synergy where the combined effect of the team is greater than the sum of individual efforts as well as enhancing organisations' performance good teamwork benefits individuals too.
Loyalty:
It is often said that it is extremely important for the organizations to provide a healthy work environment, in order to attract and retain qualified, highly committed, and loyal workforce, because committed and loyal employees reinforce employees’ motivation to act in the best interest of organizations they work for. Employees’ loyalty is important for the organization because employees are a vital resource for the organization, especially since they represent a significant investment in term of locating, recruiting, training let alone salaries, welfare plans, bonuses and rewards etc.
VALUE(2). No subordinates or superiors allowed:
In an organization, communication occurs between members different hierarchical positions. Superior-subordinate communication refers to the interactions between organizational leaders and their subordinates and how they work together to achieve personal and organizational goals. Satisfactory upward and downward communication are essential for a successful organization because it closes the gap between superior and subordinates by increasing the levels of trust, support, and the frequency of their interactions.
Openness in Communication:
Open communication between superior and subordinate organizational members is an effective way to establish trust within the company. The most effective way to implement open communication is for management to engage in regular face-to-face conversations with employees in order to express their level of care for the work being done. It is important for management to ensure that each employee is being praised for his/ her individual contributions to the organization and to provide ample feedback on things he/ she is doing well and things he/ she can improve upon. This line of open communication makes employees feel more comfortable disclosing any personal issues they are experiencing within the organization.
Employees who have an open communication with their superiors have been found to be more satisfied with their jobs than those who do not have this. Openness in communication requires both openness in message sending and openness in the message receiving between superiors and subordinates. Achieving openness in message sending requires complete honesty whether the news is good or bad. Certain types of messages facilitate open communication better.
Supervisory messages are preferable for both superiors and subordinates when they are encouraging or reciprocating, rather than responses that are either neutral or negative. Openness in message receiving requires a willingness to listen to the message without jumping to conclusions even when the message is not what you wanted to hear.
An open communication relationship differs from a closed by the reactions and types of feedback given, not the message itself. Subordinates in a closed communication relationship with their superiors are more likely to respond negatively to the superior's feedback than those who have more open communication with their superior.
VALUE(3). Open, Honest, Communication is Vital:
Open communication is a concept that almost all companies claim to value, but very few truly achieve. The importance of an open business environment cannot be overstated; a company can survive without open communication, but very few organizations thrive without it. This article takes a look at how open communication can truly be developed in an organization, the pitfalls involved when that attempt fails, and some key basics to keep in mind as a manager determined to keep the lines of communication open and healthy.
Engagement enhances performance:
Nurturing any staff members to a higher level of performance involves leading them to this place of strong relationships and trust. Another key element in creating this type of environment, and a natural result of trust, is employee engagement. High engagement means that employees care deeply about their work, feel like they’re part of the team, are bought into the greater vision, and bring their unique strengths to their work.
None of this is possible unless those employees feel like the company they work for cares about them, values their work, has their best interests in mind, and accepts them as part of an integral team. If an employee believes these things to be true, they will bring their best work to the company every day.
Again, communication is the key to reaching this level of engagement. A culture of open communication where employees are encouraged to share their ideas and concerns, both positive and negative, give employees the sense that they are valued. This feeling of value, in turn, leads to a greater sense, for the employee, of ownership in the company’s success.
It can mean the vital difference between an employee who shows up and offers a minimum of effort to receive his paycheck and an employee who comes to the office ready to give his all for the success of the team and the business as a whole. In short, a sense of progress, felt both personally and overall, leads to happy employees. And happy employees tend to be the most productive employees.
Communicate a common goal:
While an open, trusting, and a highly engaged employee will perform at a high level and boost productivity, not just for himself but for all around him, these hard-working employees do no good if there is no common goal to unite them. When employees operate at cross purposes, communication is critical in setting things straight. Management must be clear in openly stating the objectives of the company, both overall and at the departmental level.
Establishing and communicating clear objectives is the way company management creates alignment among disparate disciplines within an organization. The more open a leadership team is in sharing their vision for the company which should include their goals, strategies, and values the more likely each employee will understand their role in the greater mission and engage to make success happen as part of the team.
VALUE(4). Everyone Has Access To All The Information To All Operations:
Members of a company decide what to do based on information and what that information implies about the situations in which they find themselves. Limited information means that decisions will be more speculative and thus more likely to introduce additional uncertainty into the company and its processes. Just think about when you or one of your employees made a poor decision. It probably happened because you did not have enough information. It's also likely that the information you needed was available but maybe you did not have access to it. If you want to reduce the likelihood of this happening, increase access to information for everyone.
This not only includes information about processes and events that affect us directly but also those that affect us indirectly. Sales need to know the current inventory of spare parts, and the warehouse needs to know about future orders. There is a dance going on among all the people, machines, customers, and suppliers that make up any company. This does not mean that all employees receive reports every week or month on all kinds of information they may or may not need. It does mean they have access to all information as they need it, and they are aware of what's available and are responsible for taking advantage of this information.
When there are no secrets, people don't have to wonder about things; they can go about doing their jobs in the most informed fashion possible. Isn't that what you would like to see happen in your company?
Of course, the purpose of making this a cultural value is to encourage decisions based on sound and complete information. And as a cultural value, everyone understands that full access to information is just the way things are at your company.
VALUE(5). Focus On Processes:
Focusing on goals reduces your happiness now. When you’re working toward a goal, you say, “I’m not good enough now, but I will be when I reach my goal.” Or, “Once I achieve my goal, then I’ll be a success, then I’ll be happy.”
By developing a process where you take action every day – no matter how small – and you complete that action, you start to build self-confidence. And, that will bring you closer every day to realizing your goal.
VALUE(6). There Are No Successes Or Failures, Just Learning Experiences:
Failure is not possible. Failure means that you ultimately cannot do something and be successful at it.
This is completely false. Will you have setbacks? Yes. Will you succeed at something on your first try? No, unless you are naturally gifted at it. But, that doesn’t mean you’ve failed.
That just means you haven’t succeeded yet. The keyword here is yet. Just because it takes you a little longer to succeed at something that you thought, doesn’t mean you’ve failed.
It’s all just a learning experience you must go through to reach the end result. It is said that “success” and “failure” are just two words we’ve given to two different types of feedback.
If we get positive feedback, we call it a success. If we get negative feedback, we call it a failure. The truth is, we never really have either one because these two words are destination words and we never really stop at a destination.
In other words, you can’t look at it like you are working towards a destination. You are always on a journey and are just trying to reach goals along that journey.
If you have a bump in the road, you aren’t a failure, you are merely human like the rest of us.
If you have positive feedback, that means something you are doing works and you should build on that. If you get negative feedback, that means something you’re doing isn’t working and can be crossed off your list of strategies to work with.