{[ promptMessage ]}

Bookmark it

{[ promptMessage ]}

Chapter 6 Material

Chapter 6 Material - Chapter 6 Summary of Key Points and...

Info iconThis preview shows pages 1–3. Sign up to view the full content.

View Full Document Right Arrow Icon
Chapter 6: Summary of Key Points and Terminology The human resource is the only one that competitors cannot copy, and the only one that can synergize—that is, produce output whose value is greater than the sum of its parts. Employee satisfaction has a strong correlation to customer satisfaction, so organizations are learning that to satisfy customers, they must first satisfy the workforce.    Key workforce-focused practices for performance excellence include understanding the key factors that drive workforce engagement, satisfaction, and motivation; designing and managing work and jobs to promote effective communication, cooperation, skill sharing, empowerment, innovation, diverse thinking, and an organizational culture conducive to high performance and motivation; creating a supportive and safe work environment; developing compensation, recognition, reward, and incentives that support high performance work and workforce engagement; assessing workforce engagement and satisfaction and using results for improvement; assessing workforce capability and capacity needs, recruiting and retaining skilled and competent people; making appropriate investments in development and learning; and managing career progression for the entire workforce and succession planning for management and leadership positions. The Taylor system, upon which much of modern manufacturing is designed, failed to exploit the knowledge and creativity of the workforce. TQ and many of Deming’s principles have provided a renewed focus on the role of people in work. Workforce management ( also known as human resource management, or HRM) consists of activities designed to provide for and coordinate all the people of an organization. These include determining the organization’s workforce needs; recruiting, selecting, developing, counseling, and rewarding employees; acting as a liaison between unions and government organizations; and handling other matters concerning employee well-being. Workforce engagement refers to the extent of workforce commitment, both emotional and intellectual, to accomplishing the work, mission, and vision of the organization. Key factors contributing to engagement include performing
Background image of page 1

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full Document Right Arrow Icon
meaningful work; having organizational direction, performance accountability, and an efficient work environment; and having a safe, trusting, and cooperative environment. Employee involvement (EI) refers to any activity by which employees participate in work-related decisions and improvement activities. Although not new, EI approaches support TQ principles by developing trust, encouraging cooperation, and developing leadership abilities. Suggestion systems are simple ways to involve employees in improvement activities. Motivation is an individual’s response to a felt need. Many long-standing theories of motivation have important implications in TQ organizations, and need to be understood by all levels of managers. Content, process, and environmentally-based theories and models provide a theoretical basis for managerial leadership.
Background image of page 2
Image of page 3
This is the end of the preview. Sign up to access the rest of the document.

{[ snackBarMessage ]}