Chapter 4-Leadership Commitments PDF

Total Quality Management DR. Enas Hendawy Business Administration Department Zagazig University 2024 Zagazig University-Faculty of Commerce 1 Leadership Commitment Chapter Four Zagazig University-Faculty of Commerce...

Total Quality Management DR. Enas Hendawy Business Administration Department Zagazig University 2024 Zagazig University-Faculty of Commerce 1 Leadership Commitment Chapter Four Zagazig University-Faculty of Commerce 2 Who is the Leader? A person who has the abilities, skills and personal characteristics that help Influencing others, and increase their motivation and enthusiasm to achieve specific goals. Leadership The art of influencing the behavior of others and pushing them to implement what the leader desires in order to achieve organizational goals. Managers vs. Leaders (Focus) Managers Leaders Focus on processes, Focus on vision, systems, and organizational inspiration, and change. structures. Managers vs. Leaders (Orientation) Managers Leaders Task-oriented. People-oriented. They prioritize planning, They prioritize building organizing, and coordinating relationships, inspiring trust, activities to meet short-term and empowering their teams objectives. to achieve long-term goals. Managers vs. Leaders (Approach to Change) Managers Leaders Tend to maintain the status Accept change and are often quo and focus on stability. the triggers for innovation. They are often resistant to They take calculated risks unnecessary risks or to drive progress. disruptions. Managers vs. Leaders (Authority and Influence) Managers Leaders Rely on formal authority Rely on personal influence, and positional power. charisma, and relationships. Their influence is derived They inspire voluntary from their organizational commitment rather than role. enforce compliance. Managers vs. Leaders (Skills and Activities) Managers Leaders Planning and budgeting. Setting a vision and strategic direction. Setting up rules, policies, and procedures. Motivating and inspiring employees. Monitoring and controlling Encouraging creativity and processes. innovation. Ensuring resource optimization. Mentoring and coaching. Managers vs. Leaders (Problem-Solving) Managers Leaders Solve immediate problems Anticipate future with established methods, challenges and craft often focusing on efficiency. innovative solutions, focusing on effectiveness and adaptability. Managers vs. Leaders Both managers and leaders are essential in organizations, but their roles are distinct. Ideally, organizations benefit most when individuals possess both managerial and leadership qualities. Transformationalvs. Transactional Leadership in TQM Transformational Leadership Transactional Leadership Encourages innovation, Focuses on structured processes, collaboration, and continuous performance metrics, and learning. adherence to established standards. They inspire employees to think While it ensures compliance, it is beyond individual tasks and align often complemented by their efforts with broader transformational leadership for organizational goals. long-term success. Leadership Commitment in TQM Leadership commitment is a cornerstone of the successful implementation of Total Quality Management (TQM). In TQM, leaders are responsible for fostering a culture of continuous improvement, aligning organizational objectives with quality standards, and ensuring active engagement from all levels of the organization. Leadership role in implementing TQM First: Understand the principles and values of TQM Leaders must invest time and effort in learning about TQM and staying up-to-date with the latest developments in the field and be able to articulate them to their team members. Leadership role in implementing TQM (Contd.) Second: Lead by Example Leaders need to demonstrate their commitment to TQM through their own actions and behaviors. When leaders consistently display a strong work ethic, a commitment to quality, and a willingness to continuously improve, it sets the tone for the entire organization. Leadership role in implementing TQM (Contd.) Third: Create a Culture of Continuous Improvement Leaders must encourage and support their employees in taking ownership of their work processes and finding ways to make them more efficient and effective. This requires leaders to be open to suggestions and ideas from all levels of the organization and to empower their employees to make decisions and take calculated risks. Leadership role in implementing TQM (Contd.) Four: Provide Necessary Resources and Supports Leaders must allocate sufficient time, budget, and manpower to ensure that TQM initiatives are given the attention they deserve.  Leader Strategies to effectively Communicate the Importance of TQM 1. Clear and Compelling Vision: Set a clear and compelling vision of how TQM aligns with the organization’s mission, values, and long-term goals. Using examples and storytelling help paint clear picture of the positive impact of TQM 2. Contextualize the Benefits: Emphasize how TQM can lead to improved processes, increased efficiency, reduced errors, better customer satisfaction, and enhanced career opportunities. Leader Strategies to effectively Communicate the Importance of TQM (Contd.) 3. Provide Education and Training Offer workshops, seminars, or online resources that explain the concepts of TQM and how they can be applied in various work areas. 4. Two-Way Communication: Establish open and two-way communication channels to encourage dialogue and feedback. 5. Use Multiple Communication Channels  Challenges for Achieving Leadership Commitment in TQM 1. Resistance to Change: Overcoming resistance requires effective change management strategies, clear communication about the purpose and benefits of TQM, and addressing employees’ concerns through open dialogue and involvement.  Challenges for Achieving Leadership Commitment in TQM 2. Lack of Awareness and Understanding: Leaders should provide adequate training and education to enhance employees' understanding of TQM, its benefits, and how they can contribute to quality improvement efforts.  Challenges for Achieving Leadership Commitment in TQM (Contd.) 3. Insufficient Time and Resources: Leaders should ensure that employees have the necessary time, resources, and support to actively engage in TQM initiatives without compromising their existing responsibilities.  Challenges for Achieving Leadership Commitment in TQM (Contd.) 4. Lack of Empowerment and Autonomy: Leaders should empower employees by delegating decision-making authority, encouraging them to take ownership of quality improvement projects, and providing them with the necessary resources and support to implement changes.  Challenges for Achieving Leadership Commitment in TQM (Contd.) 5. Siloed or Fragmented Efforts: Leaders should encourage collaboration, establish cross-functional teams, and facilitate communication and information sharing across departments to overcome these challenges.  Challenges for Achieving Leadership Commitment in TQM (Contd.) 6. Lack of Communication and Feedback Channels: Leaders should establish effective communication channels, such as regular team meetings, suggestion boxes, or digital platforms, to facilitate two-way communication and ensure that employees feel heard and valued.  Challenges for Achieving Leadership Commitment in TQM (Contd.) 7. Sustainability and Continuous Improvement: Leaders should emphasize the importance of continuous improvement, celebrate achievements, provide ongoing training and learning opportunities, and regularly communicate the impact of TQM efforts to maintain employee motivation and commitment.  Challenges for Achieving Leadership Commitment in TQM (Contd.) 8. Lack of Leadership Support and Involvement: Leaders should demonstrate their commitment to TQM by leading by example, providing resources and support, and actively participating in quality improvement projects.