This is actually Total Quality Management. Answer discussion assignment 1-3 pliss im waiting thankyou

Employee Empowerment company from the ground up. I know more about con- schedule. She used this ability to quickly cimb from the bor structing gambling ships than anybody in the business. tom of the ladder to the top in her department That's why we are number one. My motto is "I think and Now, as manager, things seem to be falling apart for employees work. This empowerment nonsense you're sell Wands. Rather than focusing exclusively on tasks, she is ing is just that-nonsense. If I want an employee's opinion finding is necessary to deal with people. Often Wanda wa I'll give it to him ordinates don't agree with her concern over how best to do Luke O'Hara, GSI's new quality director, listened the job. They have ideas, problems, and feeling-neco respectfully as his boss runted on. But he had to admit that which Wanda wants to bear about. Her attitude is "Forget Hansen had a point. GSI CEO could do every job in the your ideas, problems and feelings just focus on your work yard better than the best employees on the payroll. He was and do it my way." also right about GSI's position of market leadership. He thought. "Employee empowerment is going to be a tough DISCUSSION QUESTIONS dl with Hansen. After all, strip away the bombast and what Discuss the following questions in class or outside of clan the CHO is saying is 'Why fix wlutin' broken with your fellow students Put yourself in Luke O'Hara's place. You're the new 1. Why night it be difficult for a manager who used to be quality director and want to convince your new bow of the a talented technician to let employees do their job! benefits of employee empowerment. How would you per 2. What personal inhibitors will such an individual have to suade Mark Hansen to change his mind! overcome to empower his or her employees? DISCUSSION ASSIGNMENT 1 DISCUSSION ASSIGNMENT 3 A Lack of Management Commitment Patagonia's Opportunity for The employees of a miduoed printed circuit board man ufacturer had been excited about their empowerment Improvement Program program during its first several months of operation. A Patagonia is a world-leading textile manufacturer that spe number of solid sagestions for improvement had been cializes in clothing for children and adults. Employees are made, accepted, and implemented, wving the company the primary source of workplace improvements in this substantial amounts of money by reducing throughput company, where empowerment is the norm and the sug: time by 19%. During this period, the management was very gostion system is called the opportunity for improvement supportive. Because of its new employee driven competi Program. Patagonia employees submit written sopotions tiveness, the company became a hot item and was sold at on a form that asks three question: "What needs improve a szable profit. The new manapoment team voiced agree ment?" "Why?" and "How should the improvement be ment with the empowerment program, but it soon became implementedt Employees keep a copy of their suggestion, apparent that management support was hollow and half and one to their superior, and send one to a central office bearted at best. Within 3 months of the sale, employee where it is entered into a suggestion database and tracked. interest in the program had died, and the program had Rewards for suggestions that are implemented range from been dissolved token gitts such as movie tickets to paid adventure holidays DISCUSSION QUESTION DISCUSSION QUESTIONS Discuss the following question in class or outside of daw Dincun the following questions in claus or outuide of clans with your fellow studente with your fellow students 1. If you were the quality manager for this company and 1. How does an organisation know whether its suggestion the employee empowerment effort had been your idea. system is worth the time and effort needed to make it how would you have gained a commitment to it from work? the new management team! 2. If a suggestion system is conting more to operate than it is generating in terms of improvements, how would you respond DISCUSSION ASSIGNMENT 2 The Task-Oriented Manager ENDNOTES Wanda Brown had worked hard to achieve her rapid 1. James Fraser, "Overcoming Groupthink to Improne advancement from shipping/receiving clerk so shipping receiving manager. She had an uncanny ability to focus on Board Decision Making." Retrieved from www.ro atask, break it into its component parts, arrange the parts nacd.org/PastProgram Topics/tabid/61/Default.asps on in a logical sequences and tackle each part in order until the March 2, 2011. entire tank has been accomplished usually well-ahead of 2. Ibid. 129