Fundamentals of Quality Control and Improvement †Free Samples

Question: Discuss about the Fundamentals of Quality Control and Improvement. Answer: Introduction In the current case study, No Name Aircraft operating out of Australia and operation across Singapore, Vietnam and China is dealing with overwhelming issues that could lead to its acquisition. The CEO Adam OMeara concerns are high for the organization profit, which could result in its takeover. Also, the shareholder's trust seems to be wavering and the company is likely to lose its existence without their support. To upkeep the stance the report is been set up stating the key issues and as International Human Resource Management consultant recommendations are sought. The report makes a detailed study on recommending possible solutions and an action plan to resort in the case to overcome the specified issues. Issues at No Name Aircraft There are multiple issues in No Name Aircraft that have to lead to an increasing concern for the CEO Adam OMeara. The company is in a perplexed state and recognizes its major deficiencies that have affected the reputation, profits and smooth operations of the business. Having its business operations diversified across three countries i.e. China, Singapore and Vietnam, it has resulted in poor management and affected its efficiencies. The shareholders of the company are apprehensive towards the companys existence, which has resulted in OMeara suspicions onto company takeover imminence. There are mainly three issues that haunt the companys persistence: Cultural issues: Australia is the home country of No Name herein the team are not working well enough as they are facing communication breakdown between the integrated teams and across team and management. The culture at No Name has turned into a nasty and negative one as the workers are thereof adopting the mantra of near enough is good enough. The staffs at No Name also gives an impression that they are resistant to any sort of change which makes it even more complicated to sought the issue. Such a cultural issues extend to communication hindrances between its headquarter as well as subsidiaries. The lateral, as well as horizontal communication, also suffers which leads to resentment from staff about inadequate instructions. Diversity issues: the diversity management at No Name is limited to only a simple notion that proclaims that everyone in an organization is required to respect each others race-ethnicity, age, sexual preference, gender, religious preference, physical abilities another philosophy. The next issue that has been predominantly highlighted in No Name is associated with embracing the rich value of working with diverse people. At first, it has been noticed that at headquarters there is intolerance noticed upon working with employees from a different generation. The senior staffs resist working with apprentices and thus the healthy working relationship is strained. Furthermore, in China, there is a lack of effective recruitment of people who possess disabilities. Managers at this place actively ignore the job application of people possessing any disabilities even if the skills held by them are above or beyond other applicants. This form of wholeheartedly non-acceptance to the diversity of one another has created a situation of worry for OMeara to resort to ASAP. Product Quality issues: Also, one of the management teams has been recognizing the quality flaws as the prime cause of all such problems at No Name and indeed this is totally associated with the parts gathered from Vietnam and China. An aircraft seeks for both small to large modification even after its delivery made to the final customers. No Name customers comprising of both government, as well as non-government, are complaining regarding the lacking of quality, which was one of the core objective of the company once. Not just the customers but also a lot of stakeholders of No Name have sent warning letters to OMeara to make substantial quality improvements within six months. There are in total 50 teams that make up to the overall assembling of an aircraft. The major flaw noticed in such teamwork is that they are a focus upon their own specification area only. As such the working relationship within as well as across the team is extremely suffering. Recommendation Almost uniquely its is believed that to improve and enhance the conditions steps are required to be taken to bring in the much-needed difference. As an international HR consultant, it is important to actively involve in enhancement work and bring the change in behaviour and practices to improve the quality (Prajogo and McDermott, 2011). Despite the approach to success, the teams are frequently encountering obstacles in terms of cultural, diversity and product quality issues that obstruct it in achieving their original goals. The recommendations put forth are important contribution to make improvement in quality and value of No Name aircraft. According to Fullan (2014), Culture is shared values, beliefs and practices of people working in an organization. Culture endures on a deeper context and is embedded on the basis of peoples actions, what it expects of each other and how it makes sense to each others actions. Facilitating, an organizational culture is one of the most challenging tasks for a leader. This is because the culture of an organization comprises of interconnected goal sets, process, values, roles, communication, attitudes and practices. In the current situation, OMeara has shared its responsibility with the Line managers in Australia who are mainly responsible for effective communication between the headquarter and its subsidiaries. Changing the culture of an organization is a large-scale undertaking and requires an effective tool to change the minds in order to deploy a critical impact on their success. Organization culture is not homogenous and thus comprises of subcultures, which might be different from the organization on a whole. It is important to get acquainted with espoused philosophies, values and mission to understand the culture (Keyton, 2011). There are mainly three dimensions to the corporate culture that affect its alignment within organization i.e., symbolic reminders (artefacts which are mainly visible), mindsets (beliefs and attitude of employees which are shared commonly) and keystone behaviour (concurring acts that instigate behaviours of others). These behaviours mainly overrule organization and OMeara is required to bring positive influences from cultural situations to alter the behaviour patterns and habits to produce effective results. The key reason of cultural failure at the organization is the difference in sharing of knowledge. Communication being the most powerful tool of organizational culture is extremely lacking at No Name aircraft. It is important to f acilitate communication by sharing knowledge and integrating the same into everyday business (Alvesson and Sveningsson, 2015). It should not only be line manager at Australias responsibility to upkeep and devote them to facilitate communication rather the senior head of each department in different countries also need to be appointed to share their status with one another. This will help in leveraging internal knowledge around core competencies by providing knowledge, building capacity and forging a partnership between the headquarters and their subsidiaries (Schein, 2010). The next issue was to overcome the diversity management issues, which had increasingly been a concern for the organization. The heterogeneous groups are better in delivering effective solutions and making critical analysis so it is important to encourage diversity at No Name aircraft. Diversity refers to the differences in culture as well as belief systems. OMeara is required to address employees relations spurred with differences. The varying attitude needs to accepted and also respected at the workplace to function well. Sensitivity training can be used as an on-going program to help in individual understanding the differences (Patrick and Kumar, 2012). The training shall help in understanding and reconsider others concerns and acknowledge them about the companionship and desire for accomplishing work with accuracy and pride. The feel of being valued and appreciated is a must thus; the personal biases of senior management of China do not consider applicants with disabilities must b e overcome. The barriers to understanding should be removed and fostering each other competencies should be encouraged. Also, interactions are an important facet to encourage working relationships among employees. Communication is a prime factor that can effectively help in facilitating relationships and dealing with cultural as well as diversity issues (McMahon, 2010). OMeara is suggested to address employees to function as a team by transmitting information in common language. The software can also be installed for interpretations wherein information is not easily understood. The last issue that has affected the organization is the quality of the product, which has disturbed the company profits. Enhancing quality is intrinsically a good approach and requires commendable efforts. The reports showcase that coordination is patchy and inconsistent with customer requirements. There has been warning signals from stakeholders to improve the quality of product within a set period of six months (Mooney, n.d.,). Quality is built in and in order to enhance the same, it requires the organization to understand the complexities associated with it. Poor quality is a costly proposition for the company both internally as well as externally. As it can be seen from the case study active involvement of team is important to bring the change and improve product quality. There needs to be a wholesome process to ensure an overall product quality management at No Name Aircraft. Excellent quality inspections are required for addressing the quality issues in the most effectual mann er. The designing and conduct of inspection must be in tune with the specification and assembling procedure of the product. It is important that Team Quality services are encouraged to understand with non-conforming or any susceptible material. To solve the product quality issues it is important to sort and rework the networks within teams to provide them with the right direction. this will indeed help in resorting to internal costs of rework, redesigning, delays, shortages, failures, lack of adaptability and flexibility. To meet the external cost of bad product quality i.e., customer complaints, lost goodwill, chances of company restructuring, extra setup costs, sales reductions etc. it is important the stakeholder needs and requirements are fulfilled. Action plan It is important to note that it is complex to make structured improvement and it takes considerable time also. The findings made emphasize the importance of leading improvement in work by taking out to reflect the improvement program (An, Yom and Ruggiero, 2011). It is important to carefully plan and recognize the approaches that could help in establishing the favourable changes and allowing improvements. Thus, herein to face the major challenges at No Name Aircraft action plan is prepared which is as follows: Action Description Person responsible for action Required Resources Proposed time period for completion Using social intranet It will help encourage employee interaction and knowledge sharing (Liu, Wu and Chen, 2010). The head of the department at host as well as each subsidiary Active website and access made available to all employees Within 15 days of action plan Sensitive training Training helps in overcoming the issues and improving the interaction among team members Senior Management of Host Country Courses to enhance communication skills and addressing them towards the sensitive consideration of each others diversities. Every week training program, Product Quality Management To specifically target on fundamental elements affecting product quality issues Senior Management at each subsidiary. Analytical method and testing models to refine the quality of the product (Montgomery, 2007). Within six months from the stakeholder's ultimatum With the major challenges currently haunting the company, improving key aspects is important than ever. However, it can be seen that few changes could be made immediately while some issues will require time for effective implementation (Armstrong et al., 2010). Staff may not understand the complete demand for improvement but their participation is a must for a profound impact on improvement efforts. The team instability can be very disruptive and this requires aligning their personal goals with wider goals to pull them towards a common direction. Sharing of knowledge can help enhancing organizational cultural support. The activeness of staff at social intranet will help it in engaging them towards a common perspective. It will help in providing staff with the clarity of problems and solution, agreement towards roles and responsibilities, working in commitment towards the common goals and use-shared language (Ivanov, 2010). Appreciation at the social intranet will also help in intrins ic motivation of staff and act as a boost towards encouraging change (Barak, 2016). The staff involvement can be encouraged and the requisite culture can be developed which is more friendly and promising. Communication one of the major issues at No Name Aircraft can be resolved. Coordination can be encouraged at multiple levels and consensus can be build to alienate the risk persisting in the organization. The product quality management process shall require the participation of all teams. As active involvement of team is important to bring the change and improve product quality. Urge towards taming actions that ensure time is dedicated towards planning and designing of the overall program. The process shall begin with identifying the product complaints and then assessing the attributes resulting in such complaints (Goetsch and Davis, 2014). The product complaints will help in giving early warning signals and assessment shall help in checking the quality across the entire manufacturing process. Then further quality stewards will be set to make product control plans. Moreover, quality check and testing networks will be done on the routinely basis to critically assess the plan. Lastly, analytical methods will be placed to seamlessly transfer products and assess their consistency. The improvement through such initiative and the program can help in deal-breaker and bring the positive chang e wished in No Name Aircraft. After the program is conducted evaluation is a must as this will help in realising the outcomes sought validity. The overall quality program will lead to enhancement of combined and unceasing efforts of staff (Mitra, 2016). For this sensitive training will lead the marks. The programs taken on round will lead to interventions at many points as the organization already suffers from cultural, diversity and quality issues. Synthesising of the efforts is important and sensitive training shall help in linking the dots together. The sensitive training will help in enhancing functioning, as respect and acceptance shall be a common parlance taught at the workplace. It should be as an on-going program (Kirton and Greene, 2015). At sensitivity training program the personal problems can be discussed and realising each others habits and attitudes can provide solutions to such problems. The convincing of the overall situation can help in dealing with the fundamental and improving problems. Moreover, the negativity can be removed and fresh learning and development can lead to acceptance of each other diversity (Gorla, Somers and Wong, 2010). The action plan set will indeed help No Name aircraft in delivering positive results, which will ultimately help in regaining the confidence of stakeholders in the company. Conclusion No Name Aircraft need to enhance its product quality, cultural and diversity issues to re-win the faith of its stakeholders. In order to negotiate with the complex challenges deep-set and structural programs are identified which will help in gaining employees generous support and overcoming the previous obstructions (Westcott, 2013). Many of the factors so recognized in this report involve a wider yet complex consideration of systems. Encouraging participation of all staff and its head may help it in meeting the ambitions, averting disappointments and maximise participation for optimum gains. All the recommendations are testaments on how the company could improve upon its financial statements through right training and active involvement of all. References Alvesson, M. and Sveningsson, S., 2015.Changing organizational culture: Cultural change work in progress. Routledge. An, J.Y., Yom, Y.H. and Ruggiero, J.S., 2011. Organizational culture, quality of work life, and organizational effectiveness in Korean university hospitals.Journal of Transcultural Nursing,22(1), pp.22-30. Armstrong, C., Flood, P.C., Guthrie, J.P., Liu, W., MacCurtain, S. and Mkamwa, T., 2010. The impact of diversity and equality management on firm performance: Beyond high performance work systems.Human Resource Management,49(6), pp.977-998. 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