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Essay / Research Paper Abstract
4 pages in length. The writer briefly discusses the importance of cultural change in the implementation of total quality programs. Bibliography lists 3 sources.
Page Count:
4 pages (~225 words per page)
File: LM1_TLCTQMCult.rtf
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Unformatted sample text from the term paper:
clear that if the appropriate organizational culture does not exist, it has to be implemented immediately if the program is to succeed. There is some concern over the fact
that managers have a high propensity for establishing organizational culture and, therefore, its ultimate or eventual change. Because TQ requires nothing short of a "good deal of cultural change"
(Spencer, 1994, p. 446), it is essential for top managers to recognize the need for active and personal leadership; without strength in an organizations upper positions, there is little hope
the subordinates will have the wherewithal to implement and sustain a thriving TQ program. Performing an operational analysis of organizational cultures and establishing
total quality go hand in hand. Indeed, the importance of establishing a sound and favorable organizational culture cannot be overlooked in the overall quest for quality within every industry,
inasmuch as the ultimate goal of any company that employs TQ is to master the technique of customer satisfaction, no matter the burden that such a far-reaching objective might have
upon the company. The customer and the organization alike must expect the same from the final outcome: A symbiotic relationship that is perfectly compatible with the needs of each
side. When performing an operational analysis that addresses TQ and organizational cultures, one must first understand the classification of culture and leadership. Several issues come to mind when assessing
the needs of organizational cultures: What represents a companys particular cultural appeal; how employees are expected to interact; what the organization symbolizes and how focused is everyone upon those values;
what illustrates an effective employee; and what indications are there that the organization is a welcoming place to work (Lipton, 1996). Next, one has to consider the customers requirements,
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