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Interesting.Pages
Priyavrat.Thareja
Blog » QualitySeries on Dr Deming.Pages
Part II c (published in Quality World, See Thareja’s article in Quality World, March 08 issue>
.Part II d D(R)E(A)MING FOR A QUALITY WORLD
(Deming never demeaned People. The meaning is provided by Education & Training: Communicated)
Abstract Read More
Dr Deming added to the kity of his recommendations for facilitating a chain reaction in organisational improvement two agendas, after looking at anti-Quality culture of Americans. An enlarged set of 14 points thus evolved.
Dear registarnt to course(s) in Even semester:
You are welcome to have a good learning in the courses which may be offered by me this semester:
Subject Code: Courses
MMET302 : QUALITY COMPETENCE INDUSTRY.
MET806 : TOTAL QUALITY MANAGEMENT .
MT 511 : QUALITY CONTROL AND COMPETENCE .
MA 505 Design of Experiments and Research Methodology course.
The Brief course files are linked at above hyperlinks.
You are advised to become a member of the requiiste groups and for that a mail would be in order.
We do learn by mutual sharing, and due Bonus credits can be made for those who share information. here. That would be Bonus and simply used to upgrade your score, not in relation to any one of the other students. Isn’t is a socio- techno way?
We have had lot of benefits to the learnings as a result of Exposure to TOTAL QUALITY.
This is what you deserve in your teaching.
AND some body is looking for you ( your employer may be!)
C Ya In The Class
Prof Thareja
A TOTAL QUALITY ORGANISATION THRU’ PEOPLE
(Part 13) : COMPETENT INTRAPRENEURSHIP
index of other issues/parts
Abstract Read More
The People must always work in a team is constantly reiterated. However until each link of the chain is strong enough, prosperity in the system can not be achieved to its fullest designed state. Unfortunately all People are not trained to perform to their highest efficiency
Perfor***ce (man).Quality
Performance……
“”Perfor***ce (man) …Perfor’ce you are required to demonstrate it with resuts.
So some say ‘Performance’ is the other side of personal development.
Good workers display results. Bad workers make excuses. Hoowever, pressure to Per’force ‘results’ should not ’suck the success’ out. So performance is always accompanied by moderate pressure. Low or High presssures both are detrimental.”"
copyright (c) 2007 Priyavrat Thareja
“It is much more difficult to measure non-PERFORMANCE than PERFORMANCE. PERFORMANCE stands out like a ton of diamonds. Non-PERFORMANCE can almost always be explained away. Harold S. Geneen 1910-, American Accountant, Industrialist, CEO, ITT
*Wish to read exerpts from What’s to be done about performance reviews? concluded by Prof Jim Heskett Harward Business schools Working Knowledge in
Harward Business Reviews
Article printed from systematicHR - Human Resources Strategy and Technology: http://systematichr.com
URL to article: http://systematichr.com/?p=626
Exective summary of Performance Review:
What can we do to make performance reviews more productive and less distasteful? Should their objectives be scaled back to just one or two? Should they be disengaged from the determination of compensation and, if so, how?
Long schedule of 93 contributions are at http://hbswk.hbs.edu/item/5563.html
The International Quality Guru ( Why only American?) taught that by adopting appropriate principles of management, organizations can increase Quality and simultaneously reduce costs.
Dr. W. Edwards Deming gave 14 points (12 of which were used to Build Japan, as we know her today. The last 2 points were added to plug the gap of “right Chemistry†Americans or the world lacked.)
Here is a small Quiz on Dr. Deming ( in lighter vain):
1.When was Dr. Deming born? Read More
14th Oct 1900
9th Nov 2002
2. Which of the following Does not belong to Dr Deming:
a) The system of profound knowledge
b) The theory of knowledge