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Leading Total Quality Management in Panama
Total Quality Management (TQM) cannot be implemented in Panama if there is no employee participation. This problem exists due to an autocratic leadership style deeply imbedded in the organization. An autocratic leader believes that employees are dependent, hostile, unwilling to work, and need detailed plans at all times. Due to the above characteristics of this leadership style, TQM cannot be properly applied to Tropical Export Company.
The first of the three most feasible solutions is to continuing to run Tropical Export Company with an autocratic leadership style, however to encourage participation and offer employees incentives. The second solution is to run the company with a Laissez Fair leadership style. This will allow the employees within the organization to settle problems themselves. The third solution is to change the culture from an autocratic style to a democratic style. This will allow the employees to give their honest input without fear of consequences.
If they were to Continuing to run the organization with an autocratic leadership style with incentives given to those particular employees who efficiently practice TQM, a con will be distributive justice.
Contained within the following paper is the evaluation of the author’s organization’s mission, vision goals, and objectives .The author will discuss the pre-determined questions as set forth by Jeffrey Trapp, a certified University of Phoenix instructor. This paper will discuss the differences that a rise between a company that has implemented TQM (Total Quality Management) with that of the authors own organization’s management style.
There is a need to adopt alternative course of action number 4 on the basis of having a new CEO who knows the present culture of the organization and the corresponding internal problems. There is also a need to change the human resource officer and change organizational culture to a more dynamic and organization-centered approach. It can be noted that because the present strategy is employee-centered, many employee become personally interested with their own goals at the expense of the organization. Having a new structure that is responsive to the vision and mission of the organization will help a lot in achieving a bigger market share in future operations.
A number of main aspects will be highlighted, trying to identify the problems regarding to Power & Politic, Leadership, Motivation and Communication, and have a better view of the weakness and strength of each company. Being possible to identify the main scenarios and problems that this case study illustrate, it will be possible to make some suggestions of possible solutions. The main scenario is that John Tyler the new president of Acme Electronics and Jim Rawls new president of Omega Electronics, are the directly responsible for the performance of the respective companies. Both come from different backgrounds, their style of management and leadership are totally different one of each other. The style of John Tyler had been more firm and aggressive than Jim Rawls president of Omega, John Tyler had been described by one of his employees as a “one man band”, underline his leadership as a Legitimate Po... ...
1) He is facing huge protestation from the employees due to their angriness. This is because the employees are resisting the change in the organisation which is break out in the form of their protesting nature.
Total Quality Management is a management philosophy driven by customer needs and expectations. TQM focuses on quality and builds a management method based on full employee involvement. Its aim is to achieve long-term successful management through long-term customer
While the advantages far outweigh the disadvantages, the biggest issue for organization management with TQM is the implementation of the process. It can be hard to encourage the entire company to think in a TQM mindset. This can take the company a long time to create a culture that is focused on meeting all of the quality dimensions in their product. Some people are not as driven and focused to meet the customer 's needs, and without the complete organization changing the quality of work they put in, the TQM process will fail. While the main disadvantage is legitimate and can create a difficult time for management, the advantages of TQM are great. With Total Quality Management the company will have higher productivity, a better image with their consumers, less defect therefore creating less waste for the company, higher profits, higher customer loyalty, enhanced stock value, and overall improved
TQM is essential to be used by all the companies especially the manufacturing companies who have the responsibility to ensure about the quality of the product. TQM is being viewed as the boon and it is an approach for improving the quality and customer satisfaction in the long run and also reduces the amount of waste (www.businessknowledgesource.com). There are various components which have to be addressed in implementing the TQM they are Ethics, integrity, training, trust, teamwork, communication and recognition (www.businessknowledgesource.com).
Quality control aspect was invented by Walter A. Shewhart. It was first implemented at Western Electric Company, a telecommunications company who was part of AT&T (American telephone and Telegraph Company). Joesph Juran who worked there, developed the method and implemented it to the company. W. Edwards Deming is viewed as the father of quality control, quality circles and the quality movement generally. The
First area that I would like to suggest is “Employee Voice”, because nowadays, where flexibility, creativity and innovation are key issues for company, the communication throughout the whole organization have become more essential (Buyens , and Vos, 2001). Moreover, the relationship between employer and employees of the company is weak because they lack of two way communication. Employee voice is the method that employers communicating as well as receiving and listening to communication from employee. Employee comments and feedback intended to develop organizational functioning are important to performance, it may provide effectiveness operation to the company if the top managers also no know the information from the bottom (Morrison & Milliken, 2000). Understanding employees via employee voice can help managers detect work-related problems, opportunities, and solutions, thus they can facilitate organization innovation and ready to respond unexpected circumstances (Tangirala, and Ramanujam, 2008). However, it is important for company to understand what the potentially valuable information that company should adopted (Detert, and Burris, 2007). Employee voice covers the indirect mechanisms for participation associated with formal employee relation mechanisms, such as trade unions or consultative committees, these mechanisms allow employees or their representatives to express their dissatisfactions, demands for changes, and reactions to management’s plans or initiatives. Moreover employee voice is also associated with High-performance work systems and these are a key to have strong beneficial impacts on individual and organizational performance (Wood, and Menezes, 2011). In high performance workplace with a greater voice of employee...
Management in organizations today are trying to capture both quality and productivity (bottom line results) from their employees, and are spending millions of dollars in time, capital, and human resources. However, without the proper paradigm shift in leadership roles, which must include a new appreciation on the importance of principled centered leadership that recognizes that people are the highest value in any organization, the investment no matter how great will not accomplish their goals. Managers today have to become more effective in leading and managing their employees. They have to start with a new mind set, change their frame of reference, change how they see the world, how they think about people, and how they view management and leadership. This will bring about quantum improvements in their organization. (Covey) Today's authoritarian style puts managers at a higher level of importance than that of his employees, he makes the decision, gives the commands, and workers conform and cooperate, perform and contribute as requested to receive the rewards of pay and other benefits. When managers accept that the "old way" of doing things is not fundamentally the right way, and they shift to a new style that puts principle-centered leadership first, a unique relationship will develop. They will see that people have more creative energy, resourcefulness, and initiative to contribute when they feel valued and their accomplishments are valued. When managers begin to work with the whole person and embrace principles of fairness and kindness and make better use of their talents, than people have a sense of doing something that matters, something with meaning.
Quality is a very important thing in an organization; therefore it is not possible to improve the quality of a product or service substantially without major changes in all aspects of the organization. Because quality is so important if changes aren’t made throughout the organization the output of the product will no be very successful. Everyone in the organization plays a major role in the out come of its products.
The management has the power and authority to create an environment which can affect workers. The managements can do several important strategies to
TQM is promoting toward direct organizational performance through business operation (Alsughayir, 2016). Successful TQM implementation effects wide opportunity which is the main intentions to progresses of the organizational performance sustainability (Tan et al., 2015). In the literature many researchers has researched to the association between TQM principles and organizational performance has a direct and significant effect of them (Sinha, Garg, & Dhall, 2016). So it contained that, in the literature showed that TQM has a positive effect on organizational performance (Shafiq et al., 2017). Therefore, hypothesize 1 that:
Making its first appearance in the 1950’s and continuing to grow each day since its increase in popularity in the 1980’s, Total Quality Management is another trend effecting Cost and Managerial Accounting (American Society for Quality, 2016). Total Quality Management is a philosophy that focuses on quality in every part of the business in order to meet stakeholders’ needs with efficiency and effectiveness, all without compromising ethical values (Chartered Quality Institute, 2016; American Society for Quality, 2016). It is important to note that Total Quality Management is not a means to an end, but instead is the end goal itself. Meaning that Total Quality Management is not a process used to achieve a goal, but instead
Even though Total Quality Management (TQM) has been replaced by other quality methodologies in many cases, organizations that have taken the long arduous journey to properly implement TQM benefited from it immensely [1]. While TQM may be perceived by many employees as just another passing fad that will soon fall by the wayside, the environmental conditions that exist within the organization will determine if TQM can be successfully implemented and take root. What is Total Quality Management (TQM)? TQM is a system of continuous improvement of work processes to enhance the organization’s ability to deliver high-quality products or services in a cost-effective manner [2].