Productivity and Quality Tools Flashcards
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
productivity
is often used to describe how much individuals can accomplish every day in their personal lives, not just in the workplace.
personal productivity
the focus of this article, is the aggregate productivity of all individuals in a company’s workforce.
workforce productivity
The collective output of one or more individuals united under a common goal.
team or department productivity
The aggregate productivity of all industries in an economy is an expression of the economy’s productivity
national or global productivity
key to a company’s profitability and ability to thrive.
productivity
basic formula of productivity
Productivity = Output / Input
typically measured as the dollar value or the units of products and services that a company produces.
output
are any resource used to create products and services.
input
measures the output per hour of labor.
labor productivity
is the productivity attributable to the money invested in assets used to produce your company’s output.
capital productivity
the most frequent root cause of low employee productivity
Lack of adequate employee training
When worries about their jobs plague coworkers, they become disoriented, lose focus, and cannot meet their tasks as effectively as possible
Workplace stress
madaming pinapagawa, hindi maintindihan ang gagawin
too many tasks at hand
Often, toxic behavior at work results from individuals attempting to manipulate and sabotage the workplace.
toxic work culture
Poor management is one of the major causes of low productivity.
lack of management
A significant contributing factor to your employees’ low productivity maybe your company’s poor organizational structure.
Ineffective Organizational Structure
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
No Feeling of Belonging
List five reasons for the poor competitiveness of some companies.
- Lack of quality
- Poor location
- Slow response to changing market needs
4.Inflexibility of design or services offered
5.Unmotivated/incompetent workers and managers
have a major impact on what the organization does and how it does it.
strategies
must be designed to support the organization’s mission and its organizational goals.
strategies
can be long term, intermediate term, or short term.
strategies
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.
tactics
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.
organization strategy
: Strategy that focuses on reduction of time needed to accomplish tasks.
time-based strategy
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.
planning time
The time needed to develop and market new or redesigned products or services.
Product/Service Design Time
The time needed to produce goods or provide services. This can involve scheduling, repairing equipment, methods used, inventories, quality, training, and the like
Processing Time
The time needed to change from producing one type of product or service to another
Changeover Time
These might be customer complains about quality, timing of deliveries, and incorrect shipments.
Response Time for Complaints
A measure of the effective use of resources, usually expressed as the ratio of output to input
productivity
Generally, the methods, capital, quality, technology and management are the largest contributors to poor productivity. Ways of improving productivity include:
- Develop productivity measure for all operations
- Look at the system as a whole in deciding which operations are most critical.
- 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.
- Establish reasonable goals for improvement.
- Make it clear that management supports and encourages productivity improvement.
- Measure improvements and publicize them.
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
change commitment
suggest that there is a continuum of change commitment, reflected as three types — emotion-based, values/obligation-based and cost-avoidance
Herscovitch and Meyer
can influence change commitment by fostering trust, competently managing change, and building change readiness amongst stakeholders
Leaders and managers
refers to a person’s determination to take actions that they believe are necessary to successfully carrying out a change
Commitment to change
developed a model that defines three types of change commitment, which can be helpful to demystify the concept
Herscovitch and Meyer
commitment is based on emotions. When someone has affective commitment to a change, they genuinely want to be a part of it.
Affective change
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.
Normative commitment
is based on the perceived costs of not supporting the change.
Continuance commitment
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
*Clarify the Need for Change
Explain the change’s scope, why this change solution was chosen, and who was involved in the decision-makin
Specify the Change Solution
Show the organization has what it takes to manage the change effectively
Demonstrate Change Capability
Readily reflect in your actions the importance of the change to you personally and to the organization at large.
Show Your Commitment
Specify how the change will affect what people do, who they work with, or their compensation or other benefits
Clarify Impact
Ensuring that all departments and teams align their efforts with the organization’s overall strategic goals and mission is crucial for maximizing productivity
Strategic Alignment
Effective leadership at all levels guides the organization, sets priorities, and fosters a productive work culture
Leadership
Efficiently allocating financial, human, and technological resources to projects and initiatives that generate the most value is essential.
Resource Allocation
Continuously evaluating and refining processes to eliminate inefficiencies and bottlenecks enhances productivity
Process Optimization
Measuring performance with relevant key performance indicators (KPIs) helps monitor progress and identify areas for improvement
Performance Metrics
Promoting collaboration among departments and teams through open communication and information sharing boosts efficiency
Collaboration and Communication
Encouraging innovation and a culture of creativity can lead to new ideas, products, and processes that drive organizational productivity.
innovation
Engaged employees are more committed, productive, and likely to contribute positively to the organization.
employee engagement
Recruiting, developing, and retaining skilled employees aligns the organization with its productivity goals.
Talent Management
Investing in employee training and skill development increases their competence and overall productivity
training and development
Adopting appropriate technologies and automation tools can streamline operations and reduce manual efforts
Technology and Automation
: Effectively managing changes within the organization helps minimize disruptions and maintain productivity during transitions
Change Management
A positive and inclusive culture that promotes teamwork, accountability, and mutual respect enhances overall productivity
Organizational Culture
Organizations that can adapt to changing market conditions and customer needs maintain productivity in dynamic environments.
Flexibility
Ensuring products and services meet customer needs contributes to customer satisfaction, loyalty, and business growth
Customer Focus
Collaborating with external partners or outsourcing non-core tasks can increase efficiency and focus on core activities
Outsourcing and Partnerships
Identifying and mitigating risks proactively prevents potential setbacks and maintains productivity.
Risk Management
Utilizing data and analytics to inform decisions leads to more informed and strategic choices.
Data-Driven Decision-Making
A commitment to continuous improvement drives the organization to evolve and become more productive over time.
Continuous Improvement
is the concept that the value and performance of two companies combined will be greater than the sum of the separate individual parts
synergy
If two companies can merge to create greater efficiency or scale, the result is what is sometimes referred to as a
synergy merge
The expected synergy achieved through a merger can be attributed to various factors, such as
increased revenues, combined talent and technology, and cost reduction
are made with the goal of improving the company’s financial performance for the shareholders
mergers and acquisitions
will benefit if a company’s post-merger share price increases due to the synergistic effect of the dea
shareholders
is an intangible asset that represents the portion of the business value that cannot be attributed to other business assets
goodwill
Synergies may not necessarily have a monetary value but could reduce the costs of sales and increase
profit margin or future growth
Synergies are primarily realized in three areas
revenue, cost, and financial
is when employees work together to create a more productive working experience
workplace synergy
an internal state that propels individuals to engage in goal-directed behaviour
motivation
It would be wrong to assume that there is one approach of motivation which could be used in any situation
motivation
may be material or moral reward
work reward
get transformed into the material ones in the consciousness of employees
moral motives
may be also called collective motives especially for team work in some organization whereas material motives are called personal
moral motives
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
material motivation
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
- 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.
must be implementors of good communication
managers
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
manager’s attitude towards employees
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
work conceiving and enrich-ment
This concept is based on stimulating certain behaviour depending on the consequences that such behaviour produces.
behaviour modification
Three motivation components are as follows:
- 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.
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
motivation of employees
independently generated factors influencing people to behave in a special manner or to move in a special direction
Inner motivation
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
external motivation
David McClelland considered that everyone had 3 especially important needs
- need for achievement
- need for affiliation
- need for power
