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business
total quality management

Questions and Answers of Total Quality Management

Review the various kinds of problem attendees whose behavior threatens to disrupt the meeting, and suggest how the chairperson may cope with nonconstructive behavior.
Who is to chair the meetings, and does that person have the power to appoint members, schedule meetings, and prepare agendas? Select the chairperson carefully.
Is membership voluntary?
What is the purpose of the practice of setting meeting times at odd hours, for example 9:06 a.m.?
Why are so many regularly scheduled meetings wasteful and inefficient?
When you are convening a meeting, why not make your position, opinion, or recommendation clear at the outset to let attendees know where you stand?
If five to eight people is the ideal range of membership for a group considering various actions, how can a board of, for example, 30 persons effectively do business?
What is one form of meeting for which it is appropriate to expect everyone present to actively participate? And one form of meeting where little or no attendee participation is expected?
Why and how can the active presence of a devil’s advocate help avoid falling prey to the “Abilene Paradox”?
Why should we not seat antagonists facing each other across a conference table?
Why should there be a separate recorder appointed for a meeting?Why not have the chairperson fulfill this function and thus keep down the number of essential attendees?
If the committee is to serve permanently, have terms of tenure and plans for rotation of membership been provided?
What facilities and fiscal support are available?
Will you carry out whatever the committee recommends, or only the parts you like?
If it is a problem-solving committee, do you want only what is deemed to be the best solution or do you want a list of all the alternatives?
If it is a decision-making committee, what are the alternatives to be considered?
When is a report due? Are there to be interim reports? If so, at what intervals?
What is the goal or mission of the committee?
Provide guidance for selecting the appropriate channels for filling the supervisor’s written communication needs.
What particular characteristics might be exhibited by a supervisor who continually seems to become caught up in people problems that should actually be addressed by others?
Review networking; define personal networks, review their benefits, and examine their likely composition from the supervisor’s perspective.
In making yourself increasingly visible to higher management, could you experience any risks relative to your home department? Explain.
What is one present condition or circumstance affecting health care in general?
What is the difference between an objective and a goal? Provide an example related to career development.
Suggest what the supervisor can do to minimize personally experienced stress caused and aggravated by conditions and experiences in the workplace.
What was right or wrong about the manner in which the change in business office manager was made?
Why might one have to look forward to experiencing multiple careers?Why not simply pick one line of work and stick with it?
How can ethical considerations affect the level of a supervisor’s jobrelated stress? Provide an example.
What would you do if it becomes clear to you that the potential successor you were grooming is not going to make the grade as a supervisor?
Review the generally accepted criteria for success and suggest how to enhance your career development by increasing your promotability and marketability.
Provide the supervisor with guidelines for reducing stress within the department, including the use of departmental stress reduction programs.
How can your external customers be of value to you in networking?
Why do you suppose networking is frequently a more successful means of finding a new position than other means such as answering employment ads?
Identify the various causes of stress, both internal to the individual and in the environment in which the individual functions.
How might effective internal networking be of assistance to you during a period of reengineering or reorganizing?
What do you suppose would be the attitudes of the business office staff upon hearing of the change?
Why can we truthfully say that politics is inevitable in organizational life?
What do you believe would have been the level of stress among the department’s staff before the change was announced and immediately after the change was announced? Why the difference, if any?
How can a lack of knowledge of the organization’s long-terms goals contribute to stress among rank-and-file employees?
Why is it claimed that the acceptance of risk is essential in career development?
Review a number of steps to success that have worked for many people and that can enable a person to succeed to the full extent of his or her determination and ability.
How has the recent trend toward reengineering, reorganizing, and the formation of health systems contributed to employee stress? To management stress?
Examine the phenomenon of politics in the workplace, and suggest how the supervisor might most effectively cope with job-related politics.
What would you say to employees in a meeting if your organization was experiencing a union organizing campaign? Would you encourage them to think carefully about favoring union membership?Why or why
What can a supervisor do to protect the department’s employees from stress coming from sources outside the department?
Why are appropriately empowered employees less likely than others to experience excessive stress or burnout?
Provide the supervisor with advice for relating to and coping with his or her immediate organizational superior.
Discuss the need for a balanced approach in fulfilling the responsibilities of supervision while also preparing for career advancement.
If my services suddenly become unavailable, how would my job get done?
What should you look for in recruiting for new employees to improve your chances of hiring stress-resistant personnel?
Establish the value of succession planning to the supervisor and outline the succession planning process from the department supervisor’s perspective.
How long would it take to find and train my replacement?
Describe one way in which a supervisor can at least partially control the level of stress experienced by his or her employees.
Who is on board right now who could take over?
How can the goals of an individual employee contribute to stress or help to control or avoid stress?
What have I done to prepare a successor?
What are the apparent advantages and potential disadvantages of focusing your self-development on achieving excellence in a specific technical or professional specialty?
How can circumstances in one’s private life outside of work contribute to stress on the job?
What is the direct and immediate effect of “end running” your boss and why is this particularly harmful?
What can the two working supervisors do to help control the stress level in the group during the week spent waiting for the new manager?
What is wrong with the process of gathering more data and opinions than may be needed? Is this not a sound means of ensuring accuracy?
Provide an overview of the union organizing process and describe the role of the individual supervisor within that process.
What apparent mistakes did Kay make in attempting to improve her use of time by planning and establishing priorities?
Identify the key aspects of the supervisor’s role that are affected when it becomes necessary to interact with a union on a day-to-day basis.
To pose a question that is considerably broader than time management alone: Of what serious management errors is your manager apparently guilty?
Develop aware ness of the process by which employees can attempt to remove an existing union.
What is fundamentally wrong with reactive management? Doesn’t it ensure that you are working on the most urgent matter of the moment?
Why is unionization among healthcare providers increasing when union membership in the total work force is declining?
Why is it claimed that the majority of union elections are won or lost by management long before a union ever appears?
Why is distributing union literature to employees arriving or departing work frequently assumed to be the first stage of active union organizing?
If noneconomic issues drive employees to become organized, why are nearly all bargaining table demands economic in nature?
How can you learn to say no when the overload comes via demands of your immediate superior?
What can you possibly do—or try to do—to encourage your manager to show more respect for your working time?
Why it is considerably more difficult to decertify a union than to elect one?
Provide two specific examples of behavior that represent each of the four prohibitions on management conduct during union organizing:threatening, interrogating, promising, and spying.
If two employees said, “We want to talk to you about this union stuff that’s going around,” how would you respond?
What are the advantages and disadvantages of working with a union contract on a day-to-day basis?
In what respects could Kay possibly have improved her use of time on the Monday described in the case? (State any reasonable assumptions you might make in providing possible answers.)
Briefly review the legal framework within which union organizing must occur and how the management of an organization must respond to organizing.
It seems obvious to you that the building service worker is caught in a stressful situation. What can you do to provide the employee with some immediate relief?
Should George take up his concerns directly with Charlie? And if so, should he do it one-on-one or in the context of the staff meeting?
What will you do if you recognize the man as an employee (of a department other than yours)? Or if you are reasonably certain he is an outsider?
What do you recommend that George do about Charlie’s staff meeting behavior?
Explore the reasons why unions enter healthcare organizations and review the status of healthcare unionization overall.
Develop understanding of why employees turn to unions, addressing some practices of management that move employees toward unions.
Would you recommend that George start addressing this problem by taking it up one-on-one with their mutual middle-manager boss?
What assumptions about his time and your time are implicit in your manager’s behavior?
What help can you legally provide to a small number of employees that ask for your help in getting their union decertified?
Address the subject of burnout, including recognition of the signs of burnout and its usual stages.
Cite the principal reasons why management prefers the organization to remain union free.
The individual who is cornered is not one of your employees. What do you believe is your responsibility, if any, to this employee?
What would you recommend as steps to take to reduce the chances of another employee being subjected to the same behavior?
how supply chains are structured;
show how different supply chains may adopt different and distinctive strategies for competing in the marketplace.
What is meant by the term alignment in relation to supply chain processes? Why is alignment important in setting a strategy for a given supply chain?
If separate parts of the PressCo factory were dedicated to production for WestCo and for EastCo, which would be the more efficient in terms of labour costs and inventory holding?
Suggest logistics performance priorities for the following, explaining why you have come to your conclusions:a a low fare airline such as Ryanair;b a fast food chain such as McDonald’s;c an
Bill Gates of Microsoft describes the 2000s as ‘business @ the speed of thought’.Discuss the importance of speed in the supply chain. How can speed be increased within the supply chain?
What are the logistics implications to PressCo for delivery reliability to customers WestCo and EastCo?
different ways in which supply chains may choose to compete in the marketplace;

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