The work by Deming, Maslow and Miller were keys to improving employee relations that helped employees work in teams to increase productivity and to understand their motivated abilities.
Deming’s 14 Points for Management
1. Create constancy
of purpose toward
improvement of product and service, with the aim to become competitive and to
stay in business, and to provide jobs.
2. Adopt the new
philosophy. We are in a new economic age. Western management must awaken to the
challenge, must learn their responsibilities, and take on leadership for
change.
3. Cease
dependence on inspection to achieve quality. Eliminate the need for inspection on a
mass basis by building quality into the product in the first place.
4. End the practice
of awarding business on the basis of price tag. Instead, minimize total cost. Move toward a single
supplier for any one item, on a long-term relationship of loyalty and trust.
5. Improve
constantly and forever the system of production and service, to improve quality
and productivity, and thus constantly decrease costs.
6. Institute
training on the job.
7. Institute leadership. The aim of
supervision should be to help people and machines and gadgets to do a better
job. Supervision of management is in need of overhaul, as well as supervision
of production workers.
8. Drive
out fear,
so that everyone may work effectively for the company.
9. Break
down barriers between
departments. People in research, design, sales, and production must work as a
team, to foresee problems of production and in use that may be encountered with
the product or service.
10. Eliminate slogans, exhortations, and
targets for
the work force asking for zero defects and new levels of productivity. Such
exhortations only create adversarial relationships, as the bulk of the causes
of low quality and low productivity belong to the system and thus lie beyond
the power of the work force.
11a. Eliminate work
standards (quotas) on the factory floor. Substitute leadership.
11b. Eliminate
management by objective. Eliminate management by numbers, numerical goals.
Substitute leadership.
12a. Remove
barriers that rob the hourly worker of his right to pride of workmanship. The responsibility of
supervisors must be changed from sheer numbers to quality.
12b. Remove barriers
that rob people in management and in engineering of their right to pride of
workmanship. This means, inter alia, abolishment of the annual or merit rating and of management
by objective.
13. Institute a vigorous program of
education and self-improvement.
14. Put everybody in the company to work to accomplish the transformation. The transformation is everybody's job.
https://deming.org/explore/fourteen-points/
Maslow’s
Hiearchy of Needs
Self
Actualization – Being the most that you can be
Esteem
– Respect, recognition, freedom
Love
and Belonging – friendship, family, belonging
Safety
Needs – employment, resources, health, property
Physiological Needs – air, water, shelter, sleep, clothing
https://www.simplypsychology.org/maslow.html#What-is-Maslows-Hierarchy-of-Needs
Art
Miller’s System for Identifying Motivated Abilities
Write what you did well and enjoyed doing from childhood,
adolescence and adulthood. You will find behaviors that reveal clues to what
motivates you.
https://www.simapartners.com/our-advantage-#:~:text=SIMA%C2%AE%20stands%20for%20the,unique%20
Norb Leahy, Dunwoody GA Tea
Party Leader
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