Total quality management (TQM) is generally considered to be based on a number of core values. These core values should ideally be conformed to by all employees within an organization working successfully with TQM. Many companies that have succeeded in adapting the core values have received quality awards.
These quality awards are based on values that are widely considered to be the building blocks of effective TQM implementation. There is much written about the importance of working with the core values of TQM when using tools of improvement, but very little focus on how to work with selecting the desired values at the beginning
A common set of values within an organization is often referred to as the company or corporate culture. Changing the corporate culture is increasingly recognized as one of the primary conditions for the successful implementation of TQM. However, there are no simple methods or tools by means of which we can work with culture and quality culture in practice
Two strategies are discussed in litrature
This strategy is base on selection phase of organization. Organizations must focus on the values of employees which they already posses before selecting them. If Value of selecting employee match with values of organization then the will perform better and work for a long time with that organization.
The change is the indication of life. All organizations are in dynamic phase and for their sustainability it is completion to adopt change with the needs of customers and societal issues. In order to develop new values which adopt any organization in its employee, the socialization strategy is used. Training and seminars are conducted to achieve this objective.
VALUES AND ORGANISATIONAL CULTURE
- A value is consequently something that guides us in our choices, governs our actions and helps us adapt to our environment.
- Values are something held by us as individuals, thus organizations do not possess values
- organizational culture consists of the shared beliefs, norms, values, knowledge, and tacit understanding held by members of an organization
- In fact, values (or shared values) are the very essence of organizational cultures
LEVELS OF ORGANIZATIONAL CULTURE
- Organizational culture needs to be analyzed and understood at three different levels.
- The first being artefacts: that which can be observed on the surface, e.g. language, products, clothing, stories told about the company, and organization charts.
- Underlying the artifacts are espoused beliefs and values, e.g. strategies, goals, and philosophies.
underlying assumptions are unconscious and taken for granted, and as such they tend to be very hard to change.
TQM AND VALUE CONSISTENCY
TQM is a broad expression and most often referred to as a value-based management philosophy.
- Many organizations have faced difficulties in implementing core values into their work procedures.
- A model on how to progress with TQM is described by Hellsten and Klefsjo¨ (2000)
IMPROVING TQM IMPLEMENTATION
The proposed development is adding a strategy for selecting members of the organization, with the intention of helping the organization to select people sharing the defined core values.
This includes planning which new members to recruit and how to use existing co-workers in a better way, by putting the right person in the right place. This might even include dismissing members of the organization who do not share the selected values.