ISDS 720 - Deming's 14 points for Management

profound knowledge

1. Valuing the system 2. The concept of variation and knowledge about this 3. Psychology 4. The theory of knowledge

2. The New Philosphy

A new (economic) time offers new chances and challenges, and management must take responsibility for being open to such changes. Without change, a company can not sustain itself in a time when innovation occurs every day.

7. Institute Supervision

Adopt and institute leadership. Leadership needs to be stimulated. By leading and supervising, managers are able to help employees and make machines work better. Their helicopter view ensures that they can see everything that happens on the workplace. They will also have to delegate more tasks so that they can fully focus on the big picture.

9. Break down Barriers

By eliminating the boundaries between departments, cooperation can be better and different expert teams will understand each other better. This can be done by, for example, the creation of multifunctional teams, each with an equal share and open to each other's ideas.

3. Cease Dependence on Inspection

End the dependence on inspections and final checks to ensure quality. It is better that quality checks take place during the process so that improvements can be made earlier. This section links back to the first point, which promotes the importance of interim improvements.

8. Drive out Fear

Fear is paralyzing. Therefore, fear must be eliminated on the work floor so that everyone can work effectively for the company, feel safe and take risks. Transparent communication, motivation, respect and interest in each other and each other's work can contribute to this.

5. Continually Seek Out Problems

Improve constantly and forever. Continuous process improvement of production and service results in improved quality and productivity, which in turn leads to cost reduction. This part also relates to the first and third points. Improved quality leads to less waste of other raw materials, which subsequently has a cost-effective effect.

13. Institute Education

Integrate and promote training, self-development and improvement for each employee. This directly connects to the sixth point. By encouraging employees to work for themselves and to see their studies and training as a self-evident part of their jobs, they are able to elevate themselves to a higher level.

12. Permit Pride of Workmanship

Let employees be proud of their craftsmanship and expertise again. This relates back to the eleventh point. Employees feel more satisfaction when they get a chance to execute their work well and professionally, without feeling the pressure of deadlines.

4. End "Lowest Tender" Contract

Move towards a single supplier for any one item. Stop doing business and negotiate with suppliers based on the lowest price. It is worthwhile in the long term to build a good and long-standing relationship with suppliers, which fosters trust and increases loyalty. An organization should be able to rely on their suppliers; they supply the parts for the production line and are the first link to a high quality product.

11. Eliminate Targets

No more focus on achieving certain margins; that impedes professionals from performing their work well and taking the necessary time for it. Rushing through the work can cause production errors. Managers should therefore focus on quality rather than quantity.

10. Eliminate Exhortations

Remove 'stimulating' slogans from the workplace. Such slogans, warnings and exhortations are perceived as being patronizing. Quality and production problems do not arise from the individual employee, but from the system itself.

1. Create Constancy of Purpose

Strive for constant improvement in products and services, with the aim of becoming competitive and ensuring consistency in the way business is done, which will ensure retention of employment. Do not just make adjustments at the end of the production process, but evaluate if improvements are necessary during the process and get started immediately.

6. Institute Training on the Job

Training and development of employees is necessary for the survival of an organization. By integrating it into the organization, it will be considered as normal for the employees, as part of their Personal Development Plan.

14. The Transformation is Everyone's Job

Transformation is the work of everyone. Set forth concrete actions to implement and realize transformation and change throughout the organization.