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McGraw-Hill/Irwin 2010 Modified by Jackie Kroening 2011
TEAMS IN
QUALITY
ORGANIZATIONS
Chapter 9
Parts taken from Human Relations 4ed Modified by Jackie Kroening 2011
Quality Organizations and Work Teams
Quality movement – Emphasizes the highest standards in the process of production as well as in the final product.
Empowerment – A Total Quality Management (TQM) strategy that involves forming people into groups to solve problems and complete tasks.
Rewards – Indicates benefits for employees, including profit sharing or paid bonuses.
Parts taken from Human Relations 4ed Modified by Jackie Kroening 2011
ISO 9000: Seeks to put into place formalized standards throughout
businesses and industries. Provides evaluation and certification for compliance to
standards of quality. ISO standards ask organizations to:
Describe the business process. Show the procedure manuals. Exhibit evidence in documented records.
Quality Organizations and Work Teams
Parts taken from Human Relations 4ed Modified by Jackie Kroening 2011
Quality Organizations and Work Teams
Parts taken from Human Relations 4ed Modified by Jackie Kroening 2011
Team Building
Team building creates and encourages a group of employees to work together towards achieving group goals and increased productivity.
Work team is group of employees with shared goals who join forces on a work project.
Work teams are required for creating team spirit. Team spirit is the energy and shared commitment that result
from shared teamwork.
Parts taken from Human Relations 4ed Modified by Jackie Kroening 2011
Implementation Questions asked by team-building
consultants when they start creating a work group:
What do you want from this team? What do you have to give to this team?
Trust – Building trust is one of the first steps in creating a team.
Goals must be clear, attainable, and must be considered important by all team members.
Team Building
Parts taken from Human Relations 4ed Modified by Jackie Kroening 2011
Decision Making in Teams
Decisions will be made using one of the following options:
Minority – One person or perhaps a few group members make the final decision.
Majority – More than half of the team decides. Unanimous – All team members agree on the decision. Consensus – All group members agree to carry out the
decision even if they don’t agree with it.
Parts taken from Human Relations 4ed Modified by Jackie Kroening 2011
Organizational Climate: The Weatherof the Workplace
Major qualities of organizational climate Involves the way members of an organization see it in terms
of trust, recognition, freedom to create, fairness, and independence.
Produced by the way members relate to one another. Reflects the norms and attitudes of the organization’s
culture. Influences and helps to shape the behavior of individuals. Basis for understanding organizational situations.
Parts taken from Human Relations 4ed Modified by Jackie Kroening 2011
Maintaining a climate Best organizational climate allows the most
productivity over the longest period of time. Include qualities such as high trust levels. Reasonable level of freedom. High standards of fairness. Fair recognition for each person’s work.
Organizational Climate: The Weatherof the Workplace
Parts taken from Human Relations 4ed Modified by Jackie Kroening 2011
Corporate Culture: Shared Values
Corporate culture is a network of shared values.
Values are more deep-seated than attitudes. Culture stories (traditions) illustrate the
values of people who make an organization work.
Parts taken from Human Relations 4ed Modified by Jackie Kroening 2011
Fact or fiction The factual truth of culture stories is less important than the
symbolic truth. In order to see what is valued, employees look at
company infrastructure: Design and layout of the physical work space. Leadership structure of the organization. Its systems and policies, rites and rituals, and reinforcement
for employee behavior.
Corporate Culture: Shared Values
Parts taken from Human Relations 4ed Modified by Jackie Kroening 2011
Essentials of Corporate Culture
Paradigms Control systems Organizational structures Power structure Symbols Rituals and routines Stories and myths
Parts taken from Human Relations 4ed Modified by Jackie Kroening 2011
*** Types of Corporate Culture ***
The Five Types of Corporate Culture
Father-founder Bureaucratic Participative Professional Managerial
Parts taken from Human Relations 4ed Modified by Jackie Kroening 2011
Father-founder – Company run by the person who founded it. Bureaucratic – Power in the company is based on what is “legal
and rational.” Participative – Based on judgments about how well people work
together, get along, and commitment of each member to organizational goals.
Professional – Centered on expertise and the development of skills and knowledge.
Managerial-entrepreneurial – Power associated with success in dealing with clients, customers, providing service, quality, and dependability.
Types of Corporate Culture
Parts taken from Human Relations 4ed Modified by Jackie Kroening 2011
The “New” Corporate Culture:The Importance of Self-Esteem
Managers should avoid making an employee feel intimidated or overly uncomfortable.
They should work very hard on a fairness agenda. Managers should allow everyone to discuss issues
openly. Managers should look at developing the self-esteem
of all members of the organization. Individual and group goals should be combined to
produce a sense of direction.
Parts taken from Human Relations 4ed Modified by Jackie Kroening 2011
The Importance of Fairness
Trust – The main tool for employees’ confidence in management.
Consistency – Remaining predictable and fair. Truthfulness – The most obvious necessities for
fairness. Expectations – Refer to those that come from
management. Equity – Treating everyone with the same rules.
Parts taken from Human Relations 4ed Modified by Jackie Kroening 2011
Influence – Each member of the organization has a stake in goal setting, problem solving, and helping to make changes.
Justice – The reward must fit the achievement; the punishment must fit the crime.
Respect – Deep sense of high regard for people
Overall fairness – Central issue in the psychological contract between managers and subordinates.
The Importance of Fairness
Parts taken from Human Relations 4ed Modified by Jackie Kroening 2011
Strategies for Success
Building a successful team Train the team. Manage the team as a team. Delegate authority specifically. Be a clarifier. Be a communicator.
Changing your workplace climate Check your own example. Listen to your colleagues. Notice physical details. Get rid of ambiguity. Make people feel respected and important.
Parts taken from Human Relations 4ed Modified by Jackie Kroening 2011
Creating fairness in the workplace Maintain trust at work. Create consistency at work. Expect truthfulness at work. Maintain integrity from yourself and employees. Create expectations for employees. Treat everyone with the same rules. Allow employees to have influence in decisions. Administer appropriate rewards and discipline. Show respect at work. Create a corporate culture of overall fairness.
Strategies for Success