Three steps to Management and Organizational Success
Three Steps to Quality Management and Organizational Success
Edger H. Schein in his book “Organizational Psychology” concludes that: “The first major problem of groups in organization is how to make them effective in fulfilling both organizational goals and the needs of their members. The second major problem is how to establish conditions between groups which will enhance the productivity of each without destroying intergroup relations and coordination.”
If you are to deliver something that customer value, you need to build an organization where management is supportive, communication is timely and there is a desire to build positive connections within (internal customers) and outside (external customers) groups. In short, an organization, with its mission to achieve quality objectives, can only succeed if its members are well connected, communication is uninterrupted, and influence on culture is conductive of positive relationships. So how do we achieve this?
Success Through Talent Management
Talent management should be a primary goal for every organization.
Organizations should identify the diverse skill sets of their workforce.
A carefully constructed and readily available Employee-Competency-Matrix (ECM) is one way to easily spot a competent individual or building a right team from available inventory of internal experts.
Organizations should identify the diverse skill sets of their workforce. With so many different situations and so many different people it’s practically difficult to spot a right individual or group of the right people at a right time. One should believe that right choice at a right time saves time and resources.
Competence is people’s ability to demonstrate knowledge and skills (ISO 9000). A carefully constructed and readily available Employee-Competency-Matrix (ECM) is one way to easily spot a competent individual or building a right team from available inventory of internal experts. There is no magic but this is a right way to reduce stress when there is a need to complete a specific task. Time spent to complete the task is significantly reduced and cost savings are eminent. Number of contracts to engage external expert stay in control. On the other hand internal expertise is acknowledged, appreciated and valued.
Success Through Organizational Culture
A disciplined organization is thoughtful and stress free. Workplace challenges from human resource issues to customer complaints are common in every organization. The difference is in perception that varies from one organization to the other. A successful organization considers a failed situation as an opportunity, learn from their experience and try again. It’s called continual improvement and must be repeated. This mindset pave the road to strong partnership and ownership at all levels of the organization. Everyone participates and contributes to the success of their own and the organization.
Success Through Extended Ownership
We have experienced that extending ownership plays a vital role in displaying positive behaviour among members. Positive behaviour strengthens linkages, mediate effective communication, build trust and cultivate success. Changing roles in workplace not only motivate individuals but also put some spring in work-life balance.Author: Anjum Shafi
Quality Auditor, Exemplar Global