Implementation of Integrated Performance Management Essay

Implementation of Integrated Performance Management - Essay Example TQM has a preventive approach and not a detective approach to work (Walton, 1986). It is a proactive system and not a passive one and stresses on removing the defect rather than just locating it. Deming (1986) and Walton (1986) both state that the detective systems have serious disadvantages. Firstly these are results and as such cannot help in correction of past errors. Secondly, the greater loss is that due to errors the customer will be dissatisfied. Thirdly the direct cost of defect detection and later correction or replacement is doubled. Fourthly the human cost by way of fear of performance and loss of pride in workmanship is the greatest of all (Walton 1986). All this can be avoided by following TQM process by not allowing a defective product or service to be sent from production lines. Obviously prevention is better than cure. Performance management should be understood as a tool for measuring corporate objectives and is calculable in tangible form in terms of outputs and finally deliverables to customers. The ultimate goal is to deliver total quality and 100 percent value to the end customer. (Zairi 1994) and this is the standard or benchmark of acceptable performance management that describes the optimum use of all resources. Zairi (1996) goes on to state that product life cycles are getting shorter making it imperative for organisations to turn to innovations with greater speed to remain effective in their markets. Decision making thus becomes dependant on quality assurance systems that provide the required information for these judgments. Performance management is therefore essential to evaluate the quality and to ensure acceptability by customers. According to Zairi and Youssef (1998) in the global context today competition cannot be met with cost efficiency alone. Quality plays an equally important role in assessing competitiveness. Quality is a function of (TQM) and

ESM Essay Example | Topics and Well Written Essays - 750 words

ESM - Essay Example In addition, ESM had in mind the inclusion of most of the citizens if not all in making decisions that affect them in the respective countries. ESM has enabled better working conditions in Europe through social dialogues and collective bargaining. According to Europe Industrial Relation dictionary, article eight of Treaty of Functioning of the European Union (TFEU) has been the pillar that supports better working conditions. Its policies and activities takes into account requirements linked to promotions to the highest levels of employment, guarantee of adequate social protection, protection of human health and encouraging the highest level of education (Europe Industrial Relation dictionary, 2011, p.1). Good Industrial relations exist at national level, across other industries, and at the company level that allow companies to take social responsibility of its surroundings. To workers, collective bargaining means better salary and terms of employment with better living conditions. St atistics show that Europe has the highest percentage membership to trade unions at 24% compared to US at 12 % and Japan 18.5%. This means more involvement in workers in decision that concern them and better working conditions. The European Social Model is a success. First, more and more employees joining trade unions show that they are happy about the collective bargaining, which has to date enabled better working conditions. ... Therefore, Europe should continue with the ESM to be an example to other countries of the world. Institutional and Cultural Systems in US versus Japan It is undeniable that the institutional and cultural orientation of a given country greatly determines the perspectives of human resource management. This explains why human resource management in different countries approach their mandate differently (Indiana University of Pennsylvania web). US being one of the major countries dominated by whites since time immemorial, institutional and cultural systems are largely based within the constructs of whiteness. Although there are many institutional and cultural factors affecting HRM operations in US, white supremacy is the most predominant. White culture in US means that most HRM operations have to satisfy the white culture (Pudelko, 2006, p. 123-126). For instance, HRM will consider factors such as racial factors, white ego, white social constructs, power, privileges, and dominance that a re mostly associated with the American whites. This is quite different from other countries such as Japan where other institutional and cultural values are valued. Japan institutional and cultural system is largely based on the traditionally emphasized collectivism. Japanese culture system shares the values, which have been passed on as tradition throughout its history. These historical constructs greatly influence the institutional values since they are bound by traditions, most of which uphold collectivism (Pudelko, 2006, p. 126-138). As such, the HRM operations seek to organise the human resource such that collective gain is achieved whilst individual contribution is appreciated at the same time. This has been one of the