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    Deming

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    Atul Pandey
    Deming's 14 points provide a framework for transforming American industry to improve quality and productivity. The 14 points call for constant improvement, eliminating barriers between departments, and removing fear in the workplace. They involve adopting a philosophy of building quality into products from the start, long-term supplier relationships, training workers, and leadership instead of management by objectives or quotas. The goal is for entire companies to work as teams to accomplish transformation.

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    Deming

    Uploaded by

    Atul Pandey
    25 views2 pages
    Deming's 14 points provide a framework for transforming American industry to improve quality and productivity. The 14 points call for constant improvement, eliminating barriers between departments, and removing fear in the workplace. They involve adopting a philosophy of building quality into products from the start, long-term supplier relationships, training workers, and leadership instead of management by objectives or quotas. The goal is for entire companies to work as teams to accomplish transformation.

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    Deming's 14 points provide a framework for transforming American industry to improve quality and productivity. The 14 points call for constant improvement, eliminating barriers between departments, and removing fear in the workplace. They involve adopting a philosophy of building quality into products from the start, long-term supplier relationships, training workers, and leadership instead of management by objectives or quotas. The goal is for entire companies to work as teams to accomplish transformation.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
    25 views2 pages

    Deming

    Uploaded by

    Atul Pandey
    Deming's 14 points provide a framework for transforming American industry to improve quality and productivity. The 14 points call for constant improvement, eliminating barriers between departments, and removing fear in the workplace. They involve adopting a philosophy of building quality into products from the start, long-term supplier relationships, training workers, and leadership instead of management by objectives or quotas. The goal is for entire companies to work as teams to accomplish transformation.

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    Attribution Non-Commercial (BY-NC)
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
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    Deming's 14 points

    The 14 points are a basis for transformation of [American] industry. Adoption and action on the 14 points are a signal that management intend to stay in business and aim to protect investors and jobs. Such a system formed the basis for lessons for top management in Japan in 1950 and in subsequent years. The 14 points apply anywhere, to small organisations as well as to large ones, to the service industry as well as to manufacturing. They apply to a division within a company. 1. Create constancy of purpose toward improvement of product and service, with the aim to become competitive and to stay in business, and to provide jobs. 2. Adopt the new philosophy. We are in a new economic age. Western management must awaken to the challenge, must learn their responsibilities, and take on leadership for change. 3. Cease dependence on inspection to achieve quality. Eliminate the need for inspection on a mass basis by building quality into the product in the first place. 4. End the practice of awarding business on the basis of price tag. Instead, minimise total cost. Move towards a single supplier for any one item, on a long-term relationship of loyalty and trust. 5. Improve constantly and forever the system of production and service, to improve quality and productivity, and thus constantly decrease costs. 6. Institute training on the job. 7. Institute leadership. The aim of supervision should be to help people and machines and gadgets to do a better job. Supervision of management is in need of an overhaul, as well as supervision of production workers. 8. Drive out fear, so that everyone may work effectively for the company. 9. Break down barriers between departments. People in research, design, sales, and production must work as a team, to foresee problems of production and in use that may be encountered with the product or service. 10. Eliminate slogans, exhortations, and targets for the workforce asking for zero defects and new levels of productivity. Such exhortations only create adversarial relationships, as the bulk of the causes of low quality and low productivity belong to the system and thus lie beyond the power of the work force. 11. a. Eliminate work standards (quotas) on the factory floor. Substitute leadership. b. Eliminate management by objective. Eliminate management by numbers, numerical goals. Substitute leadership. 12. a. Remove barriers that rob the hourly paid worker of his right to pride in workmanship. The responsibility of supervisors must be changed from sheer numbers to quality. b. Remove barriers that rob people in management and engineering of their right to pride in workmanship. This means, inter alia, abolishment of the annual or merit rating and management by objective. 13. Institute a vigorous program of education and self-improvement. 14. Put everybody in the company to work to accomplish the transformation. The transformation is everybody's job.

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