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[Q8]Quality Management And Productivity
by Ed Bones, Ed
In any conversation about quality management programs and practice, there almost always arises the question of 'quality costs'. It's apparently passé to avoid such a discussion, as every person is supposed to have an opinion, and to be associated in the gauging of these costs. However, what are these costs, how are they meaningful to the management of quality, and also, how are they added up?

In the UK there have been a number of attempts to establish a formula for such calculations, each iteration having something to offer, but to the uninitiated they all lack one real feature as a national Standard - a clear explanation of the what & why of such costs.

One such costs collection mechanism involves the separation of costs associated with Prevention (of defects) from those of Failure (also of defects). The implied result of these expenses is that Prevention costs, if properly managed, should pave the way to the lessening or even complete absence of Failure costs. This is all good theory until you try to identify such costs. There is in this scenario a further category of costs - Appraisal, but including this group only adds confusion to the process.

Imagine an organisation that manufactures a domestic product, say a dishwasher. This organisation like any other has to purchase some items from other suppliers, and as the procured items arrive at the facility they are processed to ascertain their acceptability. Clearly the labour involved in this assessment process has to be paid for, and yet it contributes nothing to the final dishwasher. Because the product evaluation appears to have some value in preventing defective items arriving at the production location, these costs are typically assessed as Quality Costs. But are they Prevention Costs or Failure Costs? One argument would define them as prevention, since they prevent defective items reaching the product line. Another perspective is that they're actually failure costs, because if the products were as they're supposed to be, and the suppliers were able to deliver perfect products, then these product inspections wouldn't be required. The failure therefore lies with the procurement group that has not adequately managed the selection and use of competent suppliers.

This debate can go on for an eternity - without conclusion, and some other system for identifying and delegating costs is still needed. The real purpose of cost measurement is surely to facilitate cost reduction, and the removal of the arcane distinction between one cost group and another is a first step to success. Transaction Costing is the mechanism for achieving this objective, where the costs additional to those reasonably expected for an effective process are identified and collected. Transaction costs analysis is a process reasonably free from the debate that surrounds any quality cost assessment, and provides a direct measurement of the 'hidden' costs of any operation or transaction. It forces the organisation to examine current practices, and make decisions regarding directly measured costs that could be removed from the business. It doesn't make the removal any easier, but it does ensure that costs are correctly allocated to the inefficiencies they represent, leaving business managers free from the confusion created by the quality costs structure, and with unambiguous evidence of the cost of inefficient practices prevalent in their organisation.

One of the most common complaints shared by owners of businesses of any size is the lack of time. There never seems to be enough time to get everything done in a day and tomorrow starts with a negative time balance the minute they walk in the door in the morning. However, one of the things many business owners seem to forget is that they own their time and if it is wasted, it can be blamed on no one but themselves.

Owners with employees have the opportunity to share some of the workload but for one reason or another are reluctant to do so. The easiest to determine if they are getting the most out of their effort is to calculate how much their time is worth and then look at the work they are performing to decide if they are overpaying to get many of the tasks completed. For example, a business paying themselves $50,000 a year, if calculated at 40 hours per week, would be paying $25 an hour for their labor.

Everyone knows they will probably make less and work many more hours when they first start their business, but for the sake of round numbers, $25 an hour will be used. If you are the one putting all the files away, writing letters and making trips to the post office you are paying a premium wage for someone to do basic clerical duties. Besides, would not the talents of the business owner be better served looking for new business prospects and working on developing new angles for the business?

Of course, business owners that have no employees will simply be doing everything anyway, and making the compatible earnings for all the tasks they perform, but this is just an example of how business owners sometimes allow routine jobs to get in the way of aggressively seeking new income streams. Other ways a business owner, or a supervisor allows themselves to be sidetracked is by allowing other people to delegate up within the organization.

For example, a subordinate or employee walks in and complains they are having trouble finding information on a certain subject, some supervisors simply tell them they will find it and let them know when they have it. Now, the task assigned to this person now becomes the responsibility of the supervisor, added to their already filled plate. Additionally, that employee, being dedicated to their job with an understanding of follow up returns later to ask how the search for the information is coming along.

What should have happened, is the business owner or supervisor should have made a suggestion on where to look for the information instead of allowing that responsibility to fall onto their back. Suggest places to look and have them get back to them on their continued progress. Asking for guidance of the boss is one thing, manipulating employees can often eat chunks of the boss time by delegating upwards in the chain, freeing them to do other things they may be more comfortable performing.
Article Source : Pg. 47

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Both Ed Bones & Obinna Heche are contributors for EditorialToday. The above articles have been edited for relevancy and timeliness. All write-ups, reviews, tips and guides published by EditorialToday.com and its partners or affiliates are for informational purposes only. They should not be used for any legal or any other type of advice. We do not endorse any author, contributor, writer or article posted by our team.

Ed Bones has sinced written about articles on various topics from Education, Education and Recipes. Ed Bones founded to help clients with managing their businesses in a way compliant with ISO 9001/14001. Ed had previously held several senior positi. Ed Bones's top article generates over 6600 views. to your Favourites.

Obinna Heche has sinced written about articles on various topics from Sales and Negotiation, Work From Home and Vitamin and Mineral Supplement. Obinna Heche. Los Angeles - CaliforniaDelivering the best home based business ideas and opportunities so you can work at home successfully..
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