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Actions Shares. No notes for slide. Edward Deming taught top management how to improve design product quality, testing, and sales through various methods, including the application of statistical methods. Total views 15, This point analyzes the total cost to you, not just the initial cost of the product.
And uses quality statistics to ensure that suppliers meet your quality standards. Continuously improving systems and processes must be absorbed.
It emphasizes training and education so everyone can do their jobs better. On the job uses training for consistency to help reduce variation. It builds a foundation of common knowledge. Using training on the job provides a culture and environment for effective teamwork. Leadership is another key point of the 14 points of Deming. It expects your managers and supervisors to understand the processes and the workers they use.
So, it runs a coach instead of a police officer. It figures out what each person actually needs to do his or her best. This key point emphasizes the importance of transformational leadership and participative management.
Everyone knows that the goal is to achieve high quality by doing more things right. And, anybody does not interest in blaming people when mistakes happen. So, management should create such a situation to feel valued and encourage them to look for better ways to do things.
For that reason, it uses open and honest communication to remove fear from the organization. Break down barriers between departments is an important principle of the 14 points of Deming.
It uses cross-functional teamwork to build understanding and reduce adversarial relationships. So, it focuses on collaboration and consensus instead of compromise.
How is it achieved? So, management must outline their own expectations and then praise people face-to-face for doing good work. We should look at how the process is carried out, not just numerical targets. The proponent of the 14 points of Deming said that creation targets inspire high output and low quality. And, also provides support and resources so that production levels and quality are high and achievable. So, management measures the process rather than the people behind the process.
This principle of the 14 points of Deming motivates to remove the annual rating or merit system. It allows everyone to take pride in their work without being rated or compared. Educational institutes and self-improvement programs improve the current skills of workers. This initiative encourages people to learn new skills to prepare for future changes and challenges. Additionally, it builds skills to make your staff easier to alter and better detect and attain improvements.
Finally, the 14 points of Deming involve all workers in the transformation in the job environment. Thus, principles try to improve the overall organization by having each person take a step toward quality.
And analyzes each small step and understand how it fits into the larger picture. Supervision of management is in need of overhaul, as well as supervision of production workers. Drive out fear , so that everyone may work effectively for the company. 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.
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. Eliminate work standards quotas on the factory floor.
Substitute leadership. Eliminate management by objective. Eliminate management by numbers, numerical goals. 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. 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. Institute a vigorous program of education and self-improvement.
Put everybody in the company to work to accomplish the transformation. The transformation is everybody's job.
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