The Relationship Between Leadership Styles and Motivation Level

Instead, minimize 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 (see point 12): the aim of supervision should be to help people, machines and gadgets to do a better job. Supervision of management, as well as supervision of production workers, is in need of overhaul. 8. Drive UT fear, so that everyone may work effectively for the company. 9.

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Break down barriers between departments. People in research, design, sales and production must work as a team, to foresee problems of production and problems in use that may be encountered with the product or service. 10. Eliminate slogans, exhortations and targets for the workforces that ask for zero defects and new levels of productivity. Such exhortations only create adversarial relationship, as the bulk of the causes of low quality and low productivity belong to the system and thus lie beyond the power of the workforce. La. Eliminate work standards (quotas) on the factory floor; substitute leadership instead. Bib.

Eliminate management by objectives, by numbers and by numerical goals; substitute leadership instead. AAA. Remove barriers that rob the hourly worker of his or her right to pride of workmanship. The responsibility of supervisors must be changed from sheer numbers to quality. Bib. Remove barriers that rob people in management and in engineering of their right to pride of workmanship. This means, inter alai, abolishment of the annual or merit rating and of management by objectives. 3. Institute a vigorous programmed of education and self- improvement. 14. Put everyone in the company to work to accomplish the transformation.

The transformation is everyone’s job. Question 2: In Japanese companies, what are the major motivations for introducing TTS and associated problem points? The Japanese define their goal t as continual improvement towards perfection. They allocate responsibility quality and its improvement among all employees. The workers are prima responsible for maintaining the system, although they have some response for improving it. Higher up, managers do less maintaining and more impair At the highest levels, the emphasis is on breakthrough and on teamwork throughout the organization.