How does globalization influence the changes to the function of Quality Management in a workplace today?
As we moved from industrialization to post-industrialization and later to Globalization, many implications and changes have been observed in the nature of working of an organization. The new globalized market has forced and rather dictated the corporations to think of other ways on how employees are to be treated. Both small and big organizations are focusing on creating a balance in the work environment between the employers and the employees. It has been argued by Sallis (2014), that the focus of working procedure of an organization has been shifted from mere producing goods to forming a better corporate culture. More attention is paid on the innovative and creative approaches towards the product.
Reading Goetsch and Davis (2014), new idea has been gained that each individual could be a successful and an empowered one to call themselves as a Brand. Many companies are engaged in the process and the same is resulting in success of the company. Companies like TESCO, Cisco, Amazon and many others to name can be easily identified as the most successful companies that have adopted quality management due to the influence of globalization (Oakland 2014). There is no doubt that the companies are prospering in the market due to their effort towards their performance in the market.
Globalization is the process when companies from various countries carry out their activities not only in their domestic land but internationally as well. Globalization has been possible due to governmental effort towards increasing opportunity for the companies to expand their business (Conti 2012). With the advent of open economy and easy availability of resources from various parts of the world, the impact of globalization has been much effective.
The trend of Globalization has become has embraced the working culture of an organization. Globalization has no doubt impacted the working procedure in a workplace. The small enterprises are focusing more in adopting new policies and guidelines in order to keep pace with the changes. With the globalization technique, there has been inclusion of talent from various perspectives (Laghari and Connelly 2012). Talented people from various companies and around the world can involve in the operation of a company. Thus, in this way, talent is gained from various perspectives and there is an expectation of gaining better result in the performance of the company.
Quality management is done by the management of an organization when focus is made in improving the condition of the employees that would in return result in the betterment of the organization. In this competitive market scenario, companies are concentrating on their role to dominate in the existing market. As pointed out by Kerzner (2013), it has become a paradox in the service sector where a major role is played by the employees. The service sectors are mostly concerned with different ideas and agendas because they work on both part time and full time provisions. Thus, it has become an important factor in the recent perspective of corporatization and economy.
Importance of quality management in work place can be discussed in this respect. Quality management helps to fight with the competition that the market has been facing due to the process of globalization. Quality management for no doubt contributes towards productivity and performance of the employees. The changes in the quality management and with the advent of globalization, there have been considerable increase in the productivity as well as the performance of the employees (Rigby and Bilodeau 2015). This in turn has improved the condition of the organization as well. Certain approaches can be discussed here:
Traditional approach to quality management and the changes observed in the recent scenario holds a good impact in shaping the organizational operation and gaining the most from the operation of the company. On one side it has been found that the small companies are focusing more enhancing the performance of the organization, the big and already established companies are focusing on building and strengthening their brand image. With the diverse situation in the cultural, religious and the ethnic groups as the employees in several organizations, training the employees have also become an important factor to consider by the management of the company. As per the view point of Galegher et al. (2014), there has to be a common understanding between the Eastern and the Western countries. In fact, the third world countries have to adapt more towards the western culture.
Impact of globalization in quality management in organizations in today’s market scenario cannot be neglected. Factors such as cultural diversity, changes in the earning method, employee training and many other concepts are found to be included in the changes of the organization. As pointed out by Gammack and Poon (2013), that with globalization becoming prevalent, the companies have to deal with increasing cultural diversity found in the work place. This kind of scenario demands for effective cooperation from the employees of the organization because this cultural diversity has been benefiting the organizations from different perspectives. Globalization has also opened market for other companies. This has automatically resulted in increase in the earning of the companies (Bakker et al. 2013). The trend of outsourcing has been evolved greatly in the globalization era. This has also forced the companies to think about involving employees in the organizational operation.
Due to the various phenomenon and changes that has been a result of the globalization process; there has been change in the culture of the organization as well. Some of these changes can be highlighted here:
These changes are made for bringing better results in the performance as well as in the productivity of the companies.
There have been considerable changes in the technological and knowledge information processing. This clearly opened a wider path for the more creative and innovative boundaries for the employees to involve in the business process of an organization. The cognitive approach has become more complex (Petrou et al. 2016). A more collaborative and team based approach has to be made towards the working procedure of the company. The companies have become more dependent on the technological competence and social skills of the employees. Time has become an important factor in today’s scenario. All these factors have contributed towards the changing nature of the working scenario. In this respect, it can be said that internet and the mobile phones have been playing a vital role in shaping the organizational working scenario (Anitha 2014). This has improved the communication method and thus improved the working ability.
The role of the management team has become most prominent in this respect. All kinds of workplace solutions are expected to be solved by the management team. For the same reason, various approaches are made by them. Some of these effective tools are- increase in the work space that more employees could accommodate at a particular place and a collective approach is made towards a particular problem or job (Kossek and Thompson 2016). Secondly, meetings are held at regular basis to address the difficulties faced by the employees. This has improved the connectivity and the relationship among the employees and the other members of the company. For improving the working culture and the contribution of the employees towards the organization, it is expected that the management team would take better initiative towards the same approach (Anitha 2014). The employees can be trained well and they could be encouraged to take active participation in the various approaches made by the company. It cannot be denied that employees play a great role in improving the condition of an organization.
There have been evident changes in the working scenario of various organizations. The impact of globalization cannot be neglected and it has resulted in changes in the structure and the culture of the organization as well. Many companies belonging to various sectors of industry such as the retail, technical or even service sector have focused on the same perspective and adopted themselves towards the change. The success of various companies that are operating in a globalised market can be easily assumed due to their utter contribution towards managing the quality of the employees in their organization. This is a great initiative taken by various companies. In the process of globalization quality management is bound to result in the betterment of the performance of the company.
Reference list:
Anitha, J., 2014. Determinants of employee engagement and their impact on employee performance. International Journal of Productivity and Performance Management.
Bakker, A.B., Oerlemans, W.G. and Ten Brummelhuis, L.L., 2013. Becoming fully engaged in the workplace: What individuals and organizations can do to foster work engagement. The fulfilling workplace: The organization’s role in achieving individual and organizational health, pp.55-69.
Conti, T., 2012. Building total quality: a guide for management. Springer Science & Business Media.
Fitzgerald, L., Ferlie, E., McGivern, G. and Buchanan, D., 2013. Distributed leadership patterns and service improvement: Evidence and argument from English healthcare. The Leadership Quarterly, 24(1), pp.227-239.
Galegher, J., Kraut, R.E. and Egido, C., 2014. Intellectual teamwork: Social and technological foundations of cooperative work. Psychology Press.
Gammack, J. and Poon, S., 2013. Knowledge and teamwork in the virtual organization. E-Commerce and V-Business, p.213.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. pearson.
Hirst, P., Thompson, G. and Bromley, S., 2015. Globalization in question. John Wiley & Sons.
Kerzner, H.R., 2013. Project management: a systems approach to planning, scheduling, and controlling. John Wiley & Sons.
Kossek, E.E. and Thompson, R.J., 2016. Workplace Flexibility: Integrating Employer and Employee Perspectives to Close the Research–Practice Implementation Gap. The Oxford Handbook of Work and Family, p.255.
Laghari, K.U.R. and Connelly, K., 2012. Toward total quality of experience: A QoE model in a communication ecosystem. Communications Magazine, IEEE, 50(4), pp.58-65.
Marshall, T., Goldberg, R.W., Braude, L., Dougherty, R.H., Daniels, A.S., Ghose, S.S., George, P. and Delphin-Rittmon, M.E., 2014. Supported employment: assessing the evidence.
Oakland, J.S., 2014. Total quality management and operational excellence: text with cases. Routledge.
Petrou, P., Demerouti, E. and Schaufeli, W.B., 2016. Crafting the Change The Role of Employee Job Crafting Behaviors for Successful Organizational Change. Journal of Management, p.12
Rigby, D. and Bilodeau, B., 2015. Management Tools & Trends 2015.London, Bain & Company.
Sallis, E., 2014. Total quality management in education. Routledge.
Stark, J., 2015. Product lifecycle management (pp. 1-29). Springer International Publishing.
Zakoscielna, K.M., Parmelee, P.A. and Lichtenstein, S., 2014. Perceptions of staff quality improvement training needs among Veterans Affairs nursing home leadership. Journal of Research in Nursing, 19(2), pp.131-143.
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