Productivity and Quality Tools

Question 1

is a measure of economic or business performance that indicates how efficiently people, companies, industries and whole economic convert inputs, such as labor and capital, into outputs, such goods or services

Answer 1

productivity

Question 2

is often used to describe how much individuals can accomplish every day in their personal lives, not just in the workplace.

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personal productivity

Question 3

the focus of this article, is the aggregate productivity of all individuals in a company’s workforce.

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workforce productivity

Question 4

The collective output of one or more individuals united under a common goal.

Answer 4

team or department productivity

Question 5

The aggregate productivity of all industries in an economy is an expression of the economy’s productivity

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national or global productivity

Question 6

key to a company’s profitability and ability to thrive.

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productivity

Question 7

basic formula of productivity

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Productivity = Output / Input

Question 8

typically measured as the dollar value or the units of products and services that a company produces.

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output

Question 9

are any resource used to create products and services.

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input

Question 10

measures the output per hour of labor.

Answer 10

labor productivity

Question 11

is the productivity attributable to the money invested in assets used to produce your company’s output.

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capital productivity

Question 12

the most frequent root cause of low employee productivity

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Lack of adequate employee training

Question 13

When worries about their jobs plague coworkers, they become disoriented, lose focus, and cannot meet their tasks as effectively as possible

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Workplace stress

Question 14

madaming pinapagawa, hindi maintindihan ang gagawin

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too many tasks at hand

Question 15

Often, toxic behavior at work results from individuals attempting to manipulate and sabotage the workplace.

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toxic work culture

Question 16

Poor management is one of the major causes of low productivity.

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lack of management

Question 17

A significant contributing factor to your employees’ low productivity maybe your company’s poor organizational structure.

Answer 17

Ineffective Organizational Structure

Question 18

The fact that employees don’t feel like they belong at the company they work for could be a significant factor in their low levels of productivity at work

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No Feeling of Belonging

Question 19

List five reasons for the poor competitiveness of some companies.

Answer 19

1. Lack of quality
2. Poor location
3. Slow response to changing market needs
   4.Inflexibility of design or services offered
   5.Unmotivated/incompetent workers and managers

Question 20

have a major impact on what the organization does and how it does it.

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strategies

Question 21

must be designed to support the organization’s mission and its organizational goals.

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strategies

Question 22

can be long term, intermediate term, or short term.

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strategies

Question 23

are the methods and actions used to accomplish strategies. They are more specific in nature that strategies, and they provide guidance and direction for carrying out actual operations.

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tactics

Question 24

provides the overall direction for the organization. It is broad in scope, covering the entire organization. Operations strategy is narrower in scope, dealing primarily with the operations aspect of the organization.

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organization strategy

Question 25

: Strategy that focuses on reduction of time needed to accomplish tasks.

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time-based strategy

Question 26

The time needed to react to a competitive threat, to develop strategies and select tactics, to approve proposed changes to facilities, to adopt new technologies, and so on.

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planning time

Question 27

The time needed to develop and market new or redesigned products or services.

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Product/Service Design Time

Question 28

The time needed to produce goods or provide services. This can involve scheduling, repairing equipment, methods used, inventories, quality, training, and the like

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Processing Time

Question 29

The time needed to change from producing one type of product or service to another

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Changeover Time

Question 30

These might be customer complains about quality, timing of deliveries, and incorrect shipments.

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Response Time for Complaints

Question 31

A measure of the effective use of resources, usually expressed as the ratio of output to input

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productivity

Question 32

Generally, the methods, capital, quality, technology and management are the largest contributors to poor productivity. Ways of improving productivity include:

Answer 32

1. Develop productivity measure for all operations 2. Look at the system as a whole in deciding which operations are most critical. 3. Develop methods for achieving productivity improvements, such as soliciting ideas from workers, studying how other firms have increased productivity, and reexamining the ways work is done. 4. Establish reasonable goals for improvement. 5. Make it clear that management supports and encourages productivity improvement. 6. Measure improvements and publicize them.

Question 33

reflects a person’s level of determination to follow a course of action related to an organizational change — hopefully aligned with the direction we’d like them to head

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change commitment

Question 34

suggest that there is a continuum of change commitment, reflected as three types — emotion-based, values/obligation-based and cost-avoidance

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Herscovitch and Meyer

Question 35

can influence change commitment by fostering trust, competently managing change, and building change readiness amongst stakeholders

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Leaders and managers

Question 36

refers to a person's determination to take actions that they believe are necessary to successfully carrying out a change

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Commitment to change

Question 37

developed a model that defines three types of change commitment, which can be helpful to demystify the concept

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Herscovitch and Meyer

Question 38

commitment is based on emotions. When someone has affective commitment to a change, they genuinely want to be a part of it.

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Affective change

Question 39

is driven by personal or professional values. When someone has -------, they feel a sense of obligation to support the change because they believe it is the right thing to do.

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Normative commitment

Question 40

is based on the perceived costs of not supporting the change.

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Continuance commitment

Question 41

Demonstrate why the change is necessary/important and explain the vision for the change. Engage stakeholders to share why the change is important to them

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*Clarify the Need for Change

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Explain the change's scope, why this change solution was chosen, and who was involved in the decision-makin

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Specify the Change Solution

Question 43

Show the organization has what it takes to manage the change effectively

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Demonstrate Change Capability

Question 44

Readily reflect in your actions the importance of the change to you personally and to the organization at large.

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Show Your Commitment

Question 45

Specify how the change will affect what people do, who they work with, or their compensation or other benefits

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Clarify Impact

Question 46

Ensuring that all departments and teams align their efforts with the organization's overall strategic goals and mission is crucial for maximizing productivity

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Strategic Alignment

Question 47

Effective leadership at all levels guides the organization, sets priorities, and fosters a productive work culture

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Leadership

Question 48

Efficiently allocating financial, human, and technological resources to projects and initiatives that generate the most value is essential.

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Resource Allocation

Question 49

Continuously evaluating and refining processes to eliminate inefficiencies and bottlenecks enhances productivity

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Process Optimization

Question 50

Measuring performance with relevant key performance indicators (KPIs) helps monitor progress and identify areas for improvement

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Performance Metrics

Question 51

Promoting collaboration among departments and teams through open communication and information sharing boosts efficiency

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Collaboration and Communication

Question 52

Encouraging innovation and a culture of creativity can lead to new ideas, products, and processes that drive organizational productivity.

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innovation

Question 53

Engaged employees are more committed, productive, and likely to contribute positively to the organization.

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employee engagement

Question 54

Recruiting, developing, and retaining skilled employees aligns the organization with its productivity goals.

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Talent Management

Question 55

Investing in employee training and skill development increases their competence and overall productivity

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training and development

Question 56

Adopting appropriate technologies and automation tools can streamline operations and reduce manual efforts

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Technology and Automation

Question 57

: Effectively managing changes within the organization helps minimize disruptions and maintain productivity during transitions

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Change Management

Question 58

A positive and inclusive culture that promotes teamwork, accountability, and mutual respect enhances overall productivity

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Organizational Culture

Question 59

Organizations that can adapt to changing market conditions and customer needs maintain productivity in dynamic environments.

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Flexibility

Question 60

Ensuring products and services meet customer needs contributes to customer satisfaction, loyalty, and business growth

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Customer Focus

Question 61

Collaborating with external partners or outsourcing non-core tasks can increase efficiency and focus on core activities

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Outsourcing and Partnerships

Question 62

Identifying and mitigating risks proactively prevents potential setbacks and maintains productivity.

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Risk Management

Question 63

Utilizing data and analytics to inform decisions leads to more informed and strategic choices.

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Data-Driven Decision-Making

Question 64

A commitment to continuous improvement drives the organization to evolve and become more productive over time.

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Continuous Improvement

Question 65

is the concept that the value and performance of two companies combined will be greater than the sum of the separate individual parts

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synergy

Question 66

If two companies can merge to create greater efficiency or scale, the result is what is sometimes referred to as a

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synergy merge

Question 67

The expected synergy achieved through a merger can be attributed to various factors, such as

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increased revenues, combined talent and technology, and cost reduction

Question 68

are made with the goal of improving the company's financial performance for the shareholders

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mergers and acquisitions

Question 69

will benefit if a company's post-merger share price increases due to the synergistic effect of the dea

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shareholders

Question 70

is an intangible asset that represents the portion of the business value that cannot be attributed to other business assets

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goodwill

Question 71

Synergies may not necessarily have a monetary value but could reduce the costs of sales and increase

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profit margin or future growth

Question 72

Synergies are primarily realized in three areas

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revenue, cost, and financial

Question 73

is when employees work together to create a more productive working experience

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workplace synergy

Question 74

an internal state that propels individuals to engage in goal-directed behaviour

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motivation

Question 75

It would be wrong to assume that there is one approach of motivation which could be used in any situation

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motivation

Question 76

may be material or moral reward

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work reward

Question 77

get transformed into the material ones in the consciousness of employees

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moral motives

Question 78

may be also called collective motives especially for team work in some organization whereas material motives are called personal

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moral motives

Question 79

is exactly what was present in the mind of workers but was not considered as the moral one, since it was not in compliance with the current ideology of that time

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material motivation

Question 80

Experts need not agree upon everything that motivates employees and upon effects of working conditions in the course of their careers, but they agree that organization must

Answer 80

* Attract people and encourage them to remain; * Let people perform their tasks they are employed for and * Stimulate people to overcome routine performances (routine performance of tasks) and to become creative and innovative in their work.

Question 81

must be implementors of good communication

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managers

Question 82

This strategy is based on McGregor's theories X and Y, i.e.-on negative (X Theory) and positive (Y Theory) assumptions of managers related to subordinated members of the organization

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manager's attitude towards employees

Question 83

This strategy may be applied to middle level medical personnel and is aimed to reduce usual routine of the workplace as well as attainment of higher efficiency at work

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work conceiving and enrich-ment

Question 84

This concept is based on stimulating certain behaviour depending on the consequences that such behaviour produces.

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behaviour modification

Question 85

Three motivation components are as follows:

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* Direction of an action – what a person is trying to do, * effort – how much effort a person is putting and * persistence (duration) – how long a person is putting effort.

Question 86

deals with how to make people take the desired direction in order to achieve desired results. Self-motivation refers to setting of desired goal and undertaking actions to achieve the goal

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motivation of employees

Question 87

independently generated factors influencing people to behave in a special manner or to move in a special direction

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Inner motivation

Question 88

what has been done in order to motivate people. It involves rewards such as salary increase, appraisal and promotion and punishments such as disciplinary measures, salary reduction and criticism

Answer 88

external motivation

Question 89

David McClelland considered that everyone had 3 especially important needs

Answer 89

- need for achievement - need for affiliation - need for power