March 04, 2014
Leadership and management is definitely not the same thing but are co related and are complementary to each other. The major difference which i found by reading couple of articles on the internet is the manager organizes and coordinates the task or a team but a leader always believes more in innovating and motivating. Manager is more over an administrator. Manager always has a short-term view while a leader has a long-term perspective. The very interesting thing, which I read about a leader and a manager was a manager always does the things right but a leader, do the right thing.
Managers have subordinates working under him/her but a leader has followers, what we can understand from this is a manager creates a circle of power, where the manager orders and the subordinates follow and the subordinates has to agree with the manager even if he disagrees because he is the boss but in case of leader he/she creates a circle of influence where the follower agrees with the notion of the leader and wants to work willingly. Leaders like Mahatma Gandhi who always have thinking beyond the problems and followed the vision. He inspired people to actually convert the challenges into the opportunities.
February 17, 2014
Today’s seminar was on how do leaders motivate/engage their followers to get the most out of the team.so considering and listening to each team the common points by which I can conclude the discussion is you can motivate the employees by delegating the authority, its like giving each member of the team some chance to lead which engages them. A leader needs to be a good communicator by listening to each team member and considering his or her opinion if appropriate for making the policies. Another interesting point, which turned up in the discussion, was the leader leading by an example by acting as a coach or a mentor. It is creating and coming up with a aim considering the situation.
For a leader I feel that creating the right environment is very important which can be achieved by creating a fair system for working and creating a positive safe working environment where employees can give their 100% without any fear.
In the discussion done after the seminar was done a very interesting concept of whether we will apply it in our working environment as it all depends on the situation a leader can be autocratic and should be stubborn and clear with its ideas or it can become flexible with the situation it all depends but what matters is motivating its employees to get the best results out of them considering each one as they are the contributors to the goal which needs to be achieved.
In the guest lecture on Friday regarding the topic Corporate Social Responsibility my learning regarding the topic is that the corporations around the world are struggling with a new role, which is to meet the needs of the present generation without compromising the ability of the next generations to meet their own needs. Organizations are being called upon to take responsibility for the ways their operations impact societies and the natural environment. They are also being asked to apply sustainability principles to the ways in which they conduct their business. Corporations around the world are struggling with a new role, which is to meet the needs of the present generation without compromising the ability of the next generations to meet their own needs. Organizations are being called upon to take responsibility for the ways their operations impact societies and the natural environment. I feel CSR which is now adopted by almost all the companies in the world help them create a image for them and it comes under strategic CSR concept. There are few companies too who fall under Value- Led CSR who actually wants CSR to solve its purpose. What Paul said during class these two philosophies are totally opposite to each other. Under the strategic CSR you can’t just let go you have to be on top you are always falling under competition but as far as value led CSR is concerned it is more principle based and once you know the principles and value, life actually becomes much more easy than strategic CSR.
February 13, 2014
In today's class we had a very interesting discussion about the leader should love its followers. Loving the followers doesn’t mean romantic love it can be respecting others point of view and counting his views in developing the policy. Other point of discussion was should leader treat its followers as family members but different emotions comes up while treating the family members which cannot be the same as in case of employees. A leader should treat him as one of the employees and consider him in the same place.
Very interesting concept of voluntary effect which a leader wants to consider in the case of employees is that 70% is the compliance and the rest is the voluntary which a leader wants his employees to be doing while performing the tasks. A leader can create environment where the employees or followers can do any task without fear. If there will be fear in the environment the employees will be restricted in thinking and will not perform to the expectations. So what I believe is there can be one on one conversation and discussion with the leader where the action of the leader can be challenged, which will result in the voluntary action, which a leader wants to happen while performing a specific function. The actions of followers should be voluntary.
As we were discussing the leadership in class i actually wanted to know what makes a leader. Are the leaders born or the leader can be built so i went on surfing on the internet that what are the characterstics of a leader or what reflection we can see from a leader as in whole. Very interestingly i came accross a few characterstic which you will find in every leader. Some characterstic which I acknowledged are :-
- Leader is adjusting and flexible - Leader can adopt to evry situaltion and surroundings and performing their best to adjust in the situation.
- Respectful - An effective leader always gives and gains respect.
- Good Communicator - A leader has to be a good listener considering the options suggested by others or the team members. Leader asks many questions and considers the options available to him which will lead him to the right direction.
- Open to Change - A effective leader will account all the poit of views suggested by others and will develop a policy considerings all the points mentioned by its team for the completion of the objective.
- Organized nature - you will always see a leader will be well organized whether its the meetings presentation or the appointments. Being organized will be the part of his nature.
- Initiator - A leader will be the initiator and a motivator to its team. He will be responsible for planning and implimenting of all the new ideas.
January 09, 2014
I was quite curious to know how actually we can implement DFSS in an organization so i did a few readings to know more about the implementation process when it comes to DFSS , organizations should emphasize the responsibility for implementation and financial accountability . Stressing the importance of DFSS , company management should emphasize the importance of being faithful to the DFSS process. This means that the ' meticulous and disciplined use of DFSS tools like QFD to understand the voice of the customer and translate that voice into meaningful parameters that engineers and professionals to better understand , and the likes of other DFSS tools such as transfer functions (s ie , models ) , expected value analysis , robust / parameter design, tolerance allocation , sensitivity analysis , and more. If companies do not want to use the DFSS tools, not reap the benefits. It's so simple.
Implementing DFSS , you have to have faith that if we use these powerful tools , which eventually reap the rewards. This is what the experience of GE , Lockheed Martin , Seagate , Dupont and others are showing . Unfortunately , there is much happening in the market today indicates that many companies want to avoid the hard work of DFSS and direct access to the savings , which is not a magic potion that will provide savings automatically. Not so . We have some great tools for DFSS in our modern age we did not have before, but if we do not use , we really can not wait for the results . The "new" instruments include having established concepts , have a way to implement them and make them accessible to the masses, that is, through better hardware and the "new " or just software.
Companies talk about wanting a change of culture . But more and more powerful ( as evidenced by the introduction of the horse , the wheel, the printing and the computer as historical evidence ), the change of culture will be ultra slow , no matter how badly we want to change . Breakthrough Improvement will not happen without powerful tools. Thus, in an era that seems to be changing again migrated to the need to feel good about things , in order to effect change , we must remember that the tools are very important and should be used to facilitate change . In the DFSS implementation, responsibility for implementation is as important as the financial responsibility because the use leads to results. In addition, the responsibility for implementation is easier to control.
January 08, 2014
The Year's starts with Product Excellence Using Six Sigma (PEUSS) module. In this course, we will learn about design for six sigma and how to design and deveop product with very less defects and with the prime focus on customer's requirements. Design for six sigma is a part of six sigma or maybe you can say an extension of our six sigma module.Design for sig sixma follows DMADV process for its operation. So Design for six sigma is an improvement system used to develop new processes or products at six sigma quality levels by focusing on to drive defects less than 3.4 DPMO. DMADV stands for Define Measure Analyse Design and Verify which is also inspired by Deming's Plan Do Check and Act cycle.We use DMADV process when any product or process is not in existance and is new that needs to be developed or when an existing product or process exists and has been optimised and still doesn't meet the level of customer specification or the six sigma level.
October 26, 2013
ROWE (Results only work environment)
Human Resource Management Strategy
Employee are paid for results rather than number of hours worked
Employee motivation ideas with respect to ROWE: -
1. Treat motivation as personal approach rather than program.
2. Let the employees figure out how they can work the best to get positive results and let them decide in which environment they feel like working. Orders should not be given.
3. Treating the employees as adults. Make them do some learning and innovation rather then telling and guiding them in each and every step and make them work like robots.
4. It has been seen and felt that every single individual like freedom. So give them freedom to think and take responsibility.
5. The role of manager should be to coach and encourage their employee rather than ordering them to do the work he wants to do in his respective manner.
6. Every individual has his/her own areas of strengths. So managers should identify the areas of strengths of their employees and encourage them.
7. The idea behind this concept is u don’t have to force rather reinforce.
The bottom line of the whole concept is you have to learn to trust people. Create trust in your organization for gains.
Employees are doing their best and they are coming up with best products and results, at that point of time it doesn’t matter how many hours they spent at work or when they actually come to work.
October 17, 2013
We've been given a task (it's the assignment but since it's all pretty challenging to me, I'd call it a task) to create 4 presentations and 2 reports, all due next week. (now you may see why I think this is challenging) All about excellence models
Our first presentation is to compare ISO 9000 with EFQM model. At the beginning, I had absolutely no idea what EFQM is, so, of course, I digged in the internet and found some info on both. I won't spare you with all the details of ISO and EFQM, as we know they both concern quality management, however, I'll just briefly tell you what they are, what are the differences, and how to make use of it, from my understanding.
First, I've just found out that ISO 9000 is actually a series of ISO standard. It covers quite a range of ISO standard; ISO 9001, ISO 9002, ISO 9003, and ISO 9004. ISO 9000 itself describes the basic of quality management system and the guidelines for the other four standards. It helps organizations decide which ISO standard is suitable for them.
*FYI, ISO 9001 is intended for suppliers who do a lot of design or customization, ISO 9002 involves standards for both production and installation, ISO 9003 is guidelines for final test and inspection, and ISO 9004 is designed to help managers develop a substantial quality system.
Let’s look at EFQM; EFQM stands for European Foundation for Quality Management and is “a non-prescriptive framework which recognizes there are many approaches to achieving sustainable excellence”. It is based on 9 criteria, of which 5 are categorized as ‘enablers’, and 4 as ‘results’. It looks at each of the 9 criteria and then evaluates the organization on those criteria.
Now, what are the differences between these two? They have the same goal of quality improvement, but with slightly different approach. While ISO emphasizes auditing, EFQM focuses on self-assessment. In brief, I can summarize the main different points as follow:
1. Auditing has specific guidelines to follow. ISO checks if the organization’s system meets the standard. While self-assessment encourages company to find a new way to go forward.
2. Specific audit is designed and implemented for one specific function assessment. For example, a quality audit is designed only for quality system and can’t be used for environmental audit. While self-assessment is more flexible that it covers all aspects of business process.
Also, EFQM concerns CSR (Corporate Social Responsibility) or Social results, which ISO doesn't quite focus on.
Now we come to the hard part, how does an organization know if ISO or EFQM is more suitable for them?
From what I’ve noticed, most, if not all, companies that pursue ISO certificates are manufacturing or industrial based companies. On the other hands, EFQM is adapted by a much wider range of companies. Also, I’ve learnt that customers tend to select the company with ISO rather than the ones without. In some cases, ISO is even the customers’ requirements that the companies must implement ISO. So to speak, companies may select ISO in order to gain the benefit in marketing.
If we look at the motivation, ISO implementation might have external motivation, but EFQM implementation is almost purely internally driven. Also, ISO is expert-controlled while EFQM is self-controlled (since EFQM is self-controlled, it explains why it requires internal motivation).
For me, our company is definitely going for ISO as our customers recognise ISO more than EFQM. Besides, from what I know, none of the companies in our business line has persued ISO, so this should give us considerable advantage. I'm also thinking of adopting some of the EFQM concepts to our organisation to improve in certain aspects. For example, innovation and learning part, as we still need to improve in the area.