Introduction
For the company, full-fledged management and leadership are especially valuable. This will improve the efficiency and quality of the work of the organization’s employees. One of the approaches that can help achieve this goal is Total Quality Management.
This approach can assist the organization ABC in improving the effectiveness and productivity of outcomes activities. The problem of insufficient organization of the company’s work may have such implications as decreased competitiveness and consumer satisfaction. However, a precise study of this approach becomes essential to determine the aspects an organization should undertake before implementing the chosen approach.
First, this essay will provide a clear understanding of Total Quality Management. This will contribute to the awareness of change leadership, which the company’s managers should undertake. Then, tools will be provided that can be useful when implementing TQM in the organization ABC. Special attention will also be paid to the stress and resilience of employees associated with changes in the workplace. In the end, the paper will provide possible ways to evaluate the results of using Total Quality Management.
Total Quality Management
Before proceeding to the leadership change overview, it is necessary to consider the proposed approach. Therefore, Total Quality Management is defined as “a management system for a customer-focused organization that involves all employees in continuous improvement” (“What is total quality management (TQM)?” n.d., para. 2). Of particular value is the fact that this initiative implies the involvement of all levels of the organization, which contributes to a tremendous improvement in the quality of work (Anderson, 2019; Sader et al., 2019). In addition, it includes a strategic and systematic approach, which provides the most achievement of the company’s mission, tasks, and main goals.
Change Leadership
The first step taken by the organization’s managers is to change leadership. To achieve the most effective results, the organization’s main goal should be to form the opinion that change is an opportunity for improvement and growth. Leaders play a valuable role since positive transformations in the company must occur directly from the upper layers of the organization (Anderson, 2019). Managers should work on building readiness for change and overcoming resistance when introducing TQM.
When presenting any organizational changes, especially those that concern the entire company, it is essential to consider such a barrier as resistance. It implies the unwillingness of the staff to transform their activities, which may be due to fear of possible changes or denial of their necessity. To limit this aspect, leaders should conduct preparatory training for employees (Burnes et al., 2018). In addition, it also requires gradual and phased implementation, as a radical transformation will cause even more excellent resistance.
Another step is to collect employee feedback regarding the organization’s current state, wishes regarding unsatisfactory aspects of the work, and aspects that the staff values the most (Mansaray, 2019). Collecting this information will allow us to develop the most helpful framework for ensuring a smooth transition from one organizational system to another.
Recommended Tools and Evaluation
Having determined the need for change leadership, it is necessary to consider tools that will help in its application. Flowcharts and process maps can be practical approaches. They mean “visualize the various processes in the organization for the benefit of everyone, including those who are not directly involved in carrying them out” (“The ultimate list of change management tools,” 2022, para. 4). In addition, they allow you to assess the current situation in the company and areas that require special attention.
Another tool within change leadership is ADKAR Analysis. It provides assistance in preparing employees for future changes and a more comfortable transfer of transformations. ADKAR analysis implies awareness, desire, knowledge, ability, and reinforcement (Leksono & Yulianti, 2022; Malhotra, 2019). These aspects should become the main goals of managers when implementing change leadership. They will gain support from the staff and avoid resistance. To analyze the effectiveness of the implemented approach, it is necessary to conduct monthly or quarterly employee surveys. Moreover, it is necessary to evaluate the results of the organization’s activities and the quality of the services provided.
Employee Stress
As already mentioned, changes in the company that can be caused by such global approaches as Total Quality Management can cause severe employee stress. However, the correct leadership of changes has a positive effect on the limitations of this aspect (Busari et al., 2019; Li et al., 2021). Lin et al. (2020) emphasize that “the leadership style mainly affects thriving at work by expressing empathy, improving employees’ psychological security, and showing open behavior” (p. 1400). Therefore, the resulting stress may result from barriers to change and employees’ resistance, but effective leadership will help eliminate this factor.
Conclusion
In conclusion, when considering implementing Total Quality Management, management companies should take change leadership measures. This will allow the most efficient transition of the organization, especially during the transformations of the staff’s entire work. The most valuable tools in this context can be ADKAR analysis, flowcharts, and process maps. To assess the productivity of work, it is necessary to evaluate the company’s work and employee reviews. Getting rid of resistance and stress from the staff is of particular importance.
References
Anderson, D.L. (2019). Organization development: The process of leading organizational change. SAGE Publications.
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Busari, A. H., Khan, S. N., Abdullah, S. M., & Mughal, Y. H. (2019). Transformational leadership style, followership, and factors of employees’ reactions towards organizational change. Journal of Asia Business Studies, 14(2), pp. 181-209. Web.
Leksono, A., & Yulianti, P. (2022). Analysis of the effectiveness of change of training program with adkar approach (awareness, desire, knowledge, ability and reinforcement). Jurnal Multidisiplin Madani, 2(10), 3807-3812. Web.
Li, J. Y., Sun, R., Tao, W., & Lee, Y. (2021). Employee coping with organizational change in the face of a pandemic: The role of transparent internal communication. Public Relations Review, 47(1), 101984. Web.
Lin, C. P., Xian, J., Li, B., & Huang, H. (2020). Transformational leadership and employees’ thriving at work: the mediating roles of challenge-hindrance stressors. Frontiers in Psychology, 11, 1400. Web.
Malhotra, G. (2019). ADKAR model: What is it and how to use it?. Whatfix. Web.
Mansaray, H. E. (2019). The role of leadership style in organizational change management: a literature review. Journal of Human Resource Management, 7(1), 18-31. Web.
Sader, S., Husti, I., & Daróczi, M. (2019). Industry 4.0 as a key enabler toward successful implementation of total quality management practices. Periodica Polytechnica Social and Management Sciences, 27(2), 131-140. Web.
The ultimate list of change management tools to drive change like a pro. (2022). Creately. Web.
What Is total quality management (TQM)?. (n.d.). ASQ. Web.