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The process of reaching logical conclusions, solving problems, analyzing factual information, and taking appropriate actions based on the conclusions.;
A matrix used by teams to evaluate possible solutions to problems. Each solution is listed. Criteria are selected and listed on the top row to rate the possible solutions. Each possible solution is rated on a scale from 1 to 5 for each criterion and the rating recorded in the corresponding grid. The ratings of all the criteria for each possible solution are added to determine each solution's score. The scores are then used to help decide which solution deserves the most attention.
Solutions Criteria 1 Criteria 2 Criteria 3 Criteria 4 Criteria 5 Criteria 6 TOTAL
Failure to meet a set performance standard.;
A style of leadership in which the leader entrusts decision making to an employee of a group of employees. The leader is still responsible for their decisions.;
Deming's 14 Points;
Management philosophy to help organizations increase their quality and productivity:
1. Create constancy of purpose for improving product or service.
2. Adopt the new philosophy.
3. Stop dependency on inspection to achieve quality
4. End the practice of awarding business on price alone - minimize cost by working with a single vendor.
5. Constantly improve every process for planning, production, and service.
6. Institute training on the job.
7. Adopt and institute leadership.
8. Drive out fear.
9. Break down barriers between staff areas.
10. Eliminate slogans, exhortations, and targets for the work force.
11. Eliminate numerical quotas and goals for the workforce and management.
12. Remove barriers that rob people of pride in workmanship and eliminate the annual rating or merit system.
13. Institute a vigorous program of education and self-improvement for everyone.
14. Put everyone in the organization to work to accomplish the transformation.;
A leader who tended to involve employees in decision making, delegate authority, encourage participation in deciding work methods and goaos, and use feedback as an opportunity for coaching employees.;
The art of developing the competence and confidence of subordinate leaders through role modeling and training and development activities related to their current or future duties.;
Committing to establish an environment where the full potential of all employees can be tapped by paying attention to, and taking into account their differences in work background, experience, age, gender, race, ethic origin, physical abilities, religious belief, sexual orientation, and other perceived differences.;