Tqm Final Project

ASSIGNMENT OF centre Quality centering Submitted To Prof. Sajid Javaid Akbar Submitted By M. Farhan Akhtar Group Leader Section D tumbler No 835 B. Com (HONS), Semester VI Topic Employee sake HAILEY COLLEGE OF COMMERCE UNIVERSITY OF THE PUNJAB Sr Group segments Roll No. 1 Muhammad Salman nisar 818 2 Muhammad Uzair Bin Nasir 822 3 Adnan Javed 830 4 Muhammad Farhan Akhtar 835 Group Leader 5 Khizer Ali 875 To Whom It May Concern We altogetherowed the group, lead by Mr. Muhammad Farhan Akhtar, of Hailey College of Commerce, to conduct the investigate for their course, amount of money Quality Management, on the topic of Employee liaison. Nasir Mahmood Director, Madina Builders. Sr Table of Contents pageboy No. 1 Executive Sumary 09 2 Research Proposal Overview 11 3 Research project Overview 15 4 Observation and former selective information Gathering 18 5 Problem Definition 19 6 Theoretical Frame feat 20 7 Relationship surrounded by Variables 25 8 Hypothes is 27 9 Questionnaire Sample 29 10 Analysis And exposition 30 11 induction 33 12 Reference 34 Acknowledgement First I curve my head before Almighty Allah who has enable me to write on this assignment.. I am also indebted to my watch overed Instructor Prof. Sajid Javaid Akbar whose guidance advance me in writing this switch. I am also thankful to my friends who provided me the aid and suggestions when and where inquireed. Dedication We dedicated our project To our respected T severallyer Prof. Sajid Javaid Akbar Proposal For EMPLOYEE elaboration while constituteing at MADINA TRADERS (a formula association).Executive Summary The usance of the seek report is to as trustworthy the level of EMPLOYEE inter-group conference while tameing at MADINA TRADERS (a social organisation Company). That the company realizes that their employees ar non as take upd as they should be , so being a inquiryer we conduct round inquiry on it. We rule a questionnaire related to their problem to the scar Employees and distri providede this questionnaire to the Employees to get their feedback to solve the problem. If you want to retain your Employees, learn what their expectations are and do what you enkindle to increase their motivation level, their commitment and making figure out a lordly experience.Managers are worried about the increasing flutter and ever-changing attitude of Employees so, in secern to know the Employees Involvement level and want to see the factors which cause the changing commitment & motivation level. The purpose of our case is to know how to improve the Employees Involvement level and its commitment at MADINA TRADERS. So that the charge run intos good efforts to see to it availability of good go to the customer. So, the look for team of 5 members having explore educational background buckle under be assigned to study the factors. The scientific research conception and methodological analysis bequeath be adopted for designing, stack away and analyzing the data and the payoffs bequeath be proposed to motorbuss helping them get their reputation back. Before starting the research the trance time and budget is projected and allocated to the research.The non-probability sampling technique is used to get to the audition from at MADINA TRADERS. The data is intoxicateed through a compoundd questionnaire and both(prenominal) of the unstructured questions. pic Problem Statement The managements fear about Employees Involvement while running(a) at Madina Builders. Research quarry The purpose of our study is to know how to improve the Employees Involvement level and its commitment while functional(a) at Madina Builders. So that the management makes good efforts to turn back availability of good serv methamphetamine hydrochlorides to the customer. Literature Review Theres a lot of research had already been done on while working at Madina Builders. But not as such in Pakistan. Importance o f studyWe are concern to while working at Madina Builders, regarding working at Madina Builders. Research Design ? Purpose of study descriptive Study ? Unit of Analysis Individuals ? clipping Dimension Cross sectioned study ? Mode of investigation Casual ? Sampling Design Non-Probability ? consummation of researcher interface Full control ? Data collection method Primary Ethical Requirements A good Ethical conduct will be adopted while conducting research. So that no body all respondent, sponsor or the research team suffer adverse consequences from research activities. Nature and form of result Result is given in the chase forms ? Graphs ? Charts ? Description ? Tables etc Qualification of researcherB. Com (HONS) 6th Semester Engage in class study project. Budget The quest foring are the cost which spent on this project. Cost summary Travel cost500 Questionnaire outgrowth250 Printing cost200 Data entry150 Refreshment during Interviews400 Telephone200 hit cost1700/- Schedule of project ? Meeting among research team members. ? Meeting between Research team and management. ? Interaction with subject/respondent. ? Filling of questionnaire ? Making design Report Facilities and Special resources We are expecting Coordination and corporation from the management of the Departmental Store. picpic suffer Report On EMPLOYEE INVOLVEMENT contours and task steps in Project Study Phase I last of the education research problem. undertaking tonus 1 Determine and clarify managements information needs. Task footstep 2 Redefine the management problem as a research problem. Task stair 3 Establish research objectives and determine the value of the information. Phase II victimization of the appropriate research design. Task Step 4 Determine and evaluate the research design and data sources. Task Step 5 Determine the sample programme and sample size. Task Step 6 Determine the banknotement issues and scales. Phase III Execution of the research design. Task Step 7 t ake up and process data.Task Step 8 Analyze data. Task Step 9 Transform data structures into information. Phase IV Communication of the results. Task Step 10 Prepare and present final report to management. Background hither we give the history and information of the company. The firm was established about leash years ago with a motive of flourishing and providing better berth opportunities to the people concerning this tune and also to earn livelihood for us and for our employees. monger of the company 1. Mr. Mahhmood Ghaznavi (DAE urbane) 2. Mr. Nasir Mahmood (CA finalist) Company Profile Name of Company Madina Builders Engineers, contractors& General order suppliersAddress Office No 4, Forth floor, Zuhra Heights, Main Market, Gulberg, Lahore. List of Employees 1. B. Sc Civil Engineer2 2. B. Sc Mechanical Engineer1 3. Sub Engineer2 4. Quality Surveyor1 5. Work Supervisor3 6. Operator semen Mechanic1 7. Skilled Labor6 8. Labor9 9. Plumber1 10. Electrician1 11. Peon2 12. Drive r 2 13. Chokidar3 Step 1 Observation The manager of the departmental store observes that customers are perhaps not as fortunate as they used to be. The manager may not be certain that this is really the problem but may experience anxiety and some uneasiness that customer satisfaction is on the decline. Step 2 preliminary data gatheringAs we study the managers observation we disc everywhere the open structured, direct and non-participant observation. ? Employees qualify to be the participant of data collection. ? The managements concern about Employees Involvement while working at Madina Builders (a Construction Company). ? We get Employees response at the work days because of the availability of legal age of the Employees. ? Direct interaction with Employees through Questionnaires and interviews. ? The place of study is a Construction site. Purpose of preliminary data collection. Our purpose to collect preliminary to identify and solve the management problem. And to convert man agement problem into research problem.Sources of Data Collection ? Questionnaire ? Interviews ? Observation ? Survey ? Internet ? Books ? Publications ? Journals Primary data collecting will help us to develop a hypothetic manakin and a testable hypothesis and to solve the problem with precision and clarity and ensure us that important variable is not left out from the study. So our efforts are not wasted on the already known things to the management. Step 3 Problem Definition Decrease in Motivation and Employee Involvement level Step 4 Theoretical Framework Introduction to EMPLOYEES INVOLVEMENT Getting employees likings and getting their intricacy is critical in our rapidly changing world.If your company is going to be competitive, its mandatory to involve not alone hands, but the creative thinkers from everyone in your organization. by Gregory P. Smith Why is it important to drive beliefs and suggestions? For starters, the process improves individual motivation and morale. Involvement programs help capture the creativity, energy, and ideas many another(prenominal) people have. They also allow departments and individuals to work cross-functionally, and create an environment of erudition and constant renewal. They improve work methods and processes continually, restrict the costs of doing avocation, improve safety, and reduce accidents. Exchanging ideas always improves communication and the knowledge that top management is open and unstrained to act on the ideas improves trust.Instead of passing untested ideas up the chain of command, the employee who originates an idea has responsibility for its achievement. They follow a triplet-step work process ? Study it ? pilot program it ? Adopt it Idea Campaigns. Most suggestion programs fail. prompt boxes sit and collect dust and approved suggestions are few and far between. An effective variation to the suggestion program is the Idea Campaign. Over and done with in three weeks, this steroid-enriched campaign generates hundreds of ideas. The goal is to get at least one idea from everyone in the organization. For the first idea, each person receives a small tokenish of appreciation such as a coffee cup.A second idea is acknowledged with another form of appreciation. At the end of each week, a special award ceremony recognizes everyone who turned in ideas or suggestions Suggestion System ? An employee (associate) idea process openly invites ideas from individuals or groups in an organization. ? separately idea is treated with respect, fairly evaluated and every effort is made to work toward its timely closure, striving to implement every idea affirmable. ? Feedback and mentoring is invested with the participants so they can clearly define their ideas and the future ideas they develop. ? All people involved in the process are appropriately recognized and acknowledged for their efforts. A result of the process improves all aspects of the organization and is a rewarding experience for participants. Employee social function in Total Quality Management Total Quality Management is one of the major workplace change programmes used in Britain, but few studies have addressed the effects on employees. New research evidence questions optimistic and pessimistic accounts, finding that TQM is widely welcomed but that it does not lead to empowerment, and that success depends on certain conditions, notably line of credit security. Employee Involvement Analysis falls into two main types ? optimistic texts, which often prescribe ways of implementing TQM and assume a welcome from employees and ? ritical studies, which either (a) equate TQM with intensified managerial control under the pretence of empowerment or (b) accept that TQM can be effective, but argue that in bore poor implementation has undermined this promise. The critical studies often argue that TQM undermines the representative post of trade unions by streng indeeding direct links between employer and empl oyee. (a) Employee views more than than four-fifths of the sample of employees saw musical note as the crucial issue for their organisations or as very important. Al most(prenominal) two-thirds tangle that employees had a great oversee or a fair amount of influence over eccentric, and over 70 per cent felt that their own involvement in problem- resoluteness had increased. vanadium employees in six identified the presence of clashings designed for problem-solving.Of the sample, 72% felt that at that place had been an increase in communication activity recently. The most favourably evaluated method was team briefing, followed by informal communication with individual managers. It was direct, face-to-face, communication which employees most valued. Workers also reported more stress and high levels of work effort. A key result was that reported levels of trust between management and worker were no higher than in organisations without TQM initiatives. (b) Management and worker expectations many a(prenominal) proponents of TQM claim that it empowers workers. Critics equate it with work intensification and stress. The study finds that neither picture is accurate.Managements in the organisations studied did not use the language of empowerment and had more pragmatic goals. One manager summed this up empowerment is not a give-and-take used at local level we can and do involve people more but we need to have constraints. Workers reported higher effort levels, but most liked the pace at which they worked. Those who were working harder and who were most subject to the measurement of their performance were also the most apparent to favour quality programmes. These programmes seem to promote a narrowly focus but real sense of discipline and purpose, rather than being a means to make workers work harder, the report concludes. c) Conditions for success Acceptance of TQM was superior where several conditions prevailed. ? A square sense of job security was a key element in encouraging acceptance of quality initiatives. ? learning was important it was not the general amount which mattered, but the extent to which programmes were specifically linked to quality or teamwork. ? Cooperative relationships with employee representatives were an important element in easing the acceptance of TQM. All the case study firms were unionised, and it was found that firms which retained working relationships with their unions were also the most likely to maintain their quality programmes effectively. short pressures tended to undermine TQM initiatives. They were of two kinds product pressures, which made it hard for quality activities to be maintained and monetary pressures, which could reduce the resources for and commitment to TQM. Do employee involvement and TQM programs work? The employee involvement literature emphasizes design of the work and business units for fuller business involvement and employee motivation. In addition, employee involvement emphasizes making the employee a stakeholder in business performance There is a strong correlation between the betrothal of employee involvement approaches and the use of TQM practicesThe extent to which companies employ the core TQM practices, the production-oriented practices, collaboration with customers, and cost-of-quality observe all have a highly significant relationship to our measure of overall employee involvement use. The relationship to the development of knowledge and skills is particularly strong, demonstrating the strong emphasis in TQM programs on the development of skills. TQMs relationship to power communion is also very strong, reflecting the focus in TQM on problem solving and decision making groups in general and on work cells and teams. The findings with respect to the combined impact of TQM and El are not unexpected most TQM proponents advocate high levels of employee involvement as part of their TQM efforts.However, the findings do make a very important p oint the impact of TQM programs that do not also include El practices will be less positive both for employee outcomes and for performance outcomes. TQM Defined TQM is a management philosophy that seeks to integrate all organizational functions (marketing, finance, design, engineering, and production, customer service, etc. ) to focus on meeting customer needs and organizational objectives. TQM is the foundation for activities, which include ? Commitment by senior management and all employees ? Meeting customer requirements ? Reducing development cycle times ? Just In Time/Demand catamenia Manufacturing ? Improvement teams ? Reducing product and service costs ? Systems to facilitate procession ? Line Management ownership ? Employee involvement and empowerment ? Recognition and solemnisation Challenging quantified goals and benchmarking ? Focus on processes / proceeds plans ? Specific incorporation in strategic planning There are three major mechanisms of taproom 1. Preventing m istakes (defects) from occurring 2. Where mistakes cant be absolutely prevented, detecting them early to prevent them being passed overcome the value added chain (Inspection at source or by the abutting operation). 3. Where mistakes recur, stopping production until the process can be corrected, to prevent the production of more defects. (Stop in time). Identify Variables At this step we identify the possible variables and elaborate the relationship among them.Then we describe the nature and direction of these variables. Identify variables ? payment ? operative place ? Working hours ? Management behavior ? employees participation Labeling autarkic VARIABLES DEPENDENT VARIABLES Relation between Variables INDEPENDENT VARIABLES DEPENDENT VARIABLES Step 5 Generation of Hypothesis ? If wages are good than the Employee involvement will increase. ? If working place is good than the Employee involvement will increase. ? If working hours are suitable than the Employee involvement will in crease. ? If management behavior is good than the Employee involvement will increase. If employees are allowed to express their view than the Employee involvement will increase. workable Outcomes curtain raising 1. ? If wages than the Employee involvement ? If working place than the Employee involvement ? If working hours than the Employee involvement ? If management behavior than the Employee involvement ? If employee participation than the Employee involvement Possibility 2 ? If wages than the Employee involvement ? If working place than the Employee involvement ? If working hours than the Employee involvement ? If management behavior than the Employee involvement If employee participation than the Employee involvement Step 6 Research Design As we know that decrease in Employee Involvement level is our current problem, so thats why we design research in such a way that after conducting research we will able to identify, what the main causes of that particular problem. In this section we follow the following steps Sample Selection In this we select the sample (to whom we are going to research). i-e number of person. Data collection We did test the questionnaire with a small sample of Employees using Construction site. The instruments submitted for design an effective questionnaire and then distributed as we can. QuestionnaireWe are conducting a research to know Employees mirth level while working at Madina Builders. Q-1 Are You Happy With way Of Good Average Poor 1. Top Management 2. Colleagues Q-2 Facilities Provided By Company Yes No Transport Medical Other Q-3 Are You happy With The Working Environment YesNoNo impression Q-4 Are Wages & Salaries Paid On Time YesNoNo opinion Q-5 Working Hours Are In Accordance With The Labor police force YesNoNo opinion Q-6 You Are Provided The Necessary Tools & Machinery For Work Yes NO No opinion Q-7 Your Experience Of Working At Madina Builders ExcellentGoodBad Q-8 Any improvement you want in Madina Builders? (Suggestions) Survey collected by Step 7 Analysis and Interpretation DATA ANALYSES We reviewed the questionnaire which return and make a weekly report tilt Employees who were dissatisfied or who submit negative comments. We improved timeline in resolving Employees complaints each month we make a report consisting of frequencies and category percentages for each question. We proposed to include at least one question dealing with overall satisfaction. A performance grid will identify items need improvement with an evaluation of priority.Interpretation of data with the help of graphs pic Employees are satisfied with the behavior of pic Facilities Provided By Company pic Employees are happy with the environment pic Working Hours Are In Accordance With The Labor Law Variables % of Persons Yes 71 No 20 No Opinion 9 Figures in %age* Step 8 Deduction We all the group members worked with devotion to identify the variables that affect the sale. We worked in a team an d experienced the quality of team building in us.Every member of us has done her work on the given time, which the team attracter assigns to every member. In this time span in which we complete our project, in that respect is a management in our whole session. For example, time management, self management, financial management etc. So from all above study thither is a reason to believe that there are certain factors amenable for the specific problem upon which we are focused our research. We identified all factors and give suggestions in form of Hypothesis which contribute to bring back the want Consumers Satisfaction level. Conclusions TQM encoureges participation amongst shop floor workers and managers.There is no single theoretical formalization of total quality, but Deming, Juran and Ishikawa provide the core assumptions, as a discipline and philosophy of management which institutionalizes planned and continuous improvement and assumes that quality is the outcome of all ac tivities that take place within an organization that all functions and all employees have to participate in the improvement process that organizations need both quality systems and a quality culture. . Quality programmes can, the study says, be seen as catalysts, bringing out workers willingness to take responsibility and providing a focus and rationale for efforts at involvement.But involvement remained within tight limits and there were several factors, notably insecurity and financial constraints, which could undercut the promise of quality programmes. The challenge, the study concludes, is to maintain TQM in the face of external pressures. References Websites Employee Involvement (www. employeeinvolvement. com) Search Engine (www. google. com) Appendices ? Questionnaire ? Charts ? Graphs ? Tables picpic Participation Behavior Hours Employee Involvement Place ice Wages Participation Behavior Hours Employee Involvement Place Wages Determination of information research problem Exe cution of the research design Development of research design Communication of the results Phase II Phase I Phase III Phase IV