Quality Culture Article

MASTERS: LEADERSHIP MATTERS DEVELOPER: TEACHER QUALITY CULTURE: RENE ROSS GIRL: MA. ELENA PÉREZ VALLADAREZ RTT: ACAPULCO AREA A0337 Developing a quality culture The implementation of the concepts of quality requires the existence of a cultural environment conducive to success. The concept of quality culture is vast, confused, intangible and therefore difficult to define, it is necessary to refer to any social group, to determine the characteristics of individual behavior and the behavior itself, which defines an organization . However, you can learn about the cultural characteristics that must have an organization and its members to successfully face the challenges of total quality. As for the culture of personal quality must be closely related to the practice of a morally balanced quality of life, so you must put into practice the values ​​of the decalogue of development. A culture of personal quality is understood as the set of values ​​and habits that have the subject and that supplemented with the use of quality tools and practices in the daily act, enable you to collaborate with your organization to meet the challenges that are presented in fulfilling its mission.

Organizations that want to address today's challenges require a paradigm shift and add approach to quality, both in the planning, execution, control and all its processes of production or provision of services. The change to the quality paradigm requires the existence of a cultural environment "ad hoc?, I mean a quality culture at both the individual and the organization itself, in terms of habits, customs, values, etc.., who must have and implement both the individual and the organization to face the challenges of today. Culture is the pattern whereby individuals belonging to a group, organization and society are taught and incorporated into the activity itself. The culture must be moving because it changes depending on the challenges faced by individuals, groups and organizations. (Organizations that want to be competitive and be in relevance with their environment, they must change the paradigm). This change is motivating organizations to introduce into their practice the concepts, theories and processes so that quality can be rebellious to the needs and challenges.

Lester Thurow in his book "The economic war the next century?, Mentions four elements that have traditionally been the competitive advantage of organizations: The availability of natural resources. In the past the country had a greater amount of natural resources, was the strongest country as its economy developed around this resource. Today this is no longer true. Japan is an example, because without steel as a natural resource is gaining supremacy in steel industry. Possession of a natural resource is no longer guaranteed to have a competitive advantage. The reinvestment of capital. Before countries with large financial capital reinvested it in their own territories to ensure the growth of its economy, big companies today are installed elsewhere. The technology. It represents a great advantage to operate processes at lower costs, less time and more useful. The use of technology represents a competitive advantage. The human resource skills. While the previous section represented the technology as a competitive advantage, you can not talk about it without thinking about the human resources that can create, use, manage, innovate, that is, they must have a trained workforce, able to skills to face the future.

For only the organizations that have specialized people can add value in the process. The development of human capital is essential to a quality culture in any organization.

HOW DO WE KNOW IF A CULTURE IS BETTER THAN ANOTHER? There is no culture superior to another. "The only measure that can be a culture in order to assess the degree that it helps the group or country to respond to the challenges ahead?. Salzmann (1977). Juran concludes that "culture is the ability of society to face challenges successfully?. We study human activity that seeks to address the organization. From this perspective, organizations are systems of people with a structure of operation and methods of work and service are geared to clearly defined performance of a task that involves the creation of value for its stakeholders and influence. Every organization, whether schools, hospitals, shops, factories, etc.., Have their own culture that has been developed over time. HOW TO DEVELOP A CULTURE OF QUALITY? Culture is responsible for many of the behaviors of groups and nations. Wal and Solum (1994), say: if you try to perform a deep cultural change in an organization, should be taken into account "natural laws of the organizations?. Ie must be known by all members, the organization's values ​​and mission.

The Leader as a promoter of the work culture. Culture is built from top to bottom and on each level of the organization. Can not ask for liability if not given the authority and confidence. PERSONAL QUALITY CULTURE. This level relates to the individual, which has a culture and at some point may decide to discard it and find a new lifestyle that best suits your needs. Finally, the individual owns their learning and can rewrite at any time learning. Cover, handles the concept of "proactive?, Which is essential to the process of change and says that before each stimulus, the human being has the undeniable ability to decide how to respond. MORAL CONSCIENCE. That is, the ability of each human being to respond to stimuli that come is influenced by the following factors: 1. INTELLIGENCE. To predict future scenarios for the various response options. 2. Conscience. To decide the best path, based on ethical criteria. 3. WILL. For once the decision to run it and reinforce it. PRODUCTIVITY is a habit you can learn if you exercise continuously and without interruption, that is, which is incorporated into the form of individual being.

According to Handy (1993), that cultural change in an organization to succeed, it must try to involve as many people who have the desired cultural profile. When speaking of quality culture, referred to the set of values ​​and H? Habits possessed by a person, who supplemented with the use of PR? PRACTICES and quality tools in the daily act, allow you to develop your organization to meet the challenges presented to it in fulfilling its mission. The values ​​are those that have deep impressions on how we live, what is considered morally right or wrong, and take personal life consistently. Securities held by a person in a culture of quality are: - Spirit of Service. - Respect. - Good use of time of self and others. - The values ​​of the "Ten Commandments of development?. (Order, Cleanliness, punctuality, desire for improvement, Honesty, Respect for the rights of others, respect for the law and regulations, taste for work, eager to savings and investment). The H? Habits are observable behaviors that reflect the people's internal values.

A person with a culture of quality has, inter alia: Continuous improvement in care work responsibility error prevention do the job planning activities ongoing assessment of their performance Discipline Consistency in performance of their THE PR commitments? PRACTICES. Labor are those procedures applied to work continuously, systematically and repeatedly help a person to put into operation the values ​​and habits of quality. Among the most common practices are: The use of administrative tools. Statistical Process Control. Programs based on recognition and awards. Customer programs. The set of practices, habits and values ​​brought to the work-life shape the culture of quality. This culture is presented from two perspectives: a. - Activity. b. - The daily experience. There is a Mavila Octavio research in Peru, who after several trips by developed countries found that people who have certain habits are key to economic development. Mavila identified ten principles that applied to personal life allow a better development. These values ​​are called "The DEC? LOGO DEVELOPMENT?, A code of values ​​is fundamental to developing a quality culture.

These ten values ​​are: 1 .- ORDER .- Give importance to the order of things in the workplace. 2 .- CLEANING .- Anything that avoids the bad image of the workplace. 3 .- .- TIMELINESS time optimization and other staff. 4 .- RESPONSIBILITY .- Compete who performs an act. 5 .- .- The desire to improve learning is a function of who you want. 6 .- .- Behaviour ethical HONESTY allowed to live in an orderly and peaceful. 7 .- RESPECT THE RIGHT OF THE DEM? S.-requisite for an orderly coexistence, peaceful and beneficial for all. 8 .- RESPECT FOR THE LAW AND REGULATIONS .- The agreements to act and proceed in various fields. 9 .- TASTE OF WORK .- The greater appreciation for what is done, much better performance. 10 .- AF? N FOR SAVING AND INVESTMENT .- ​​The control and moderation are always greater rewards. Finally, an organization and a quality person, should recognize the need for culture change and adapt constantly, you must also be firm in your decisions and consistent with their ethical and moral principles.