DINO S.

DIZON
TOTAL QUALITY MANAGEMENT
ASSIGNMENT

1. As a supervisor, it is really important that the people I

work with have high level of morale so they can work
productively. Here are some of the way I will definitely do
to improve the morale of my team mates :
a. Provide recognition and appreciation.
b. Offer professional development opportunities.
c. Encourage open communication and feedback.
d. Foster a positive work environment.
Set clear goals and expectations.
e. Involve employees in decision-making.
f. Promote work-life balance.
g. Address employee concerns promptly.
2. Five Levels in Maslow’s Hierarchy of Needs:
a. Physiological Needs – These refer to the basic survival
needs of an individual such as food, water, and shelter.
b. Safety Needs – Job security, financial stability, and
health
c. Social Needs – Belonging, friendships, and teamwork.
d. Esteem Needs – Recognition, respect, and self-
confidence.
e. Self-Actualization – Personal growth, creativity, and
reaching one’s full potential.
3. Recognition and reward have impact on the productivity and
motivation of employees. Havi ng a reward system in the
organization is proven to increase job satisfaction and
engagement. It also encourages continued high performance
within the company and it strengthens loyalty and reduces
turnover. Furthermore, when employees are rewarded and
recognized because of their contribution, they were motivated
and they aspire to achieve more.
4. As they say change is constant but because of it, change is
also is also feared by most supervisors. This is because they
are unsure of what the future holds. They resist change
because of their fear of the unknown. Supervisors sometimes
loss their control when change is introduced and at the same
time, they are comfortable with the present status quo. Change
can also increase their workload.
5. Empowered team members are very ideal for the growth of the
organization because when people are empowered, they are
expected to show increased productivity and efficiency. They
are also known to have higher job satisfaction and better in
 decision-making and problem-solving. Furthermore, when they
are empowered, creativity and innovation are fostered because
team members collaborate well.
6.
a. Purpose – the main purpose is to evaluate employee
performance, provides feedback, and sets goals for
improvement.
b. Criteria – Based on job expectations, key performance
indicators (KPIs), and organizational standards.
c. Employee’s Options – Request a review, provide
additional evidence, or discuss areas for development.
7.
a. Need for Union Involvement – Union ensures fair
representation, prevents conflicts, and strengthens
labor-management relations.
b. Getting the Union Involved – there must be regular
meetings, joint decision-making, and feedback sessions.
c. Expected Resistance – Concerns about loss of control,
distrust, and past conflicts.
8. Employee Involvement in TQM:
a. Importance – Employees are closest to the work and can
identify process improvements.
b. Why We Need Involvement Now – Quality improvement
requires collective effort.
c. Return on Investment – Reduced waste, better customer
satisfaction, and increased efficiency.
9.
a. Teams – this refers to the groups of people who work
together toward a common goal.
b. Performance – This refers to the level of effectiveness
of an individual or a team in achieving goals.
c. Reward – refers to the incentives given to employees who
have performance beyond expectations.
d. Motivation – this drives an individual to achieve
objectives.
e. Recognition – Is a process of acknowledging the
achievements of an employee or a team.
f. Empowerment – This refers to granting authority to
people to make decisions.
g. Gainsharing – This refers to a compensation program
based on productivity improvements.

10. I remember I was asked to lead the marketing team of the

school I worked with to increase the number of enrollees. So
I proposed a scholarship grant that the school can offer in
order to attract more students. Unfortunately, I hesitated
to proceed independently because I was not sure if I had the
 authority to implement such an initiative without
administrative approval. Regarding this matter, my major
concerns were the financial feasibility of sustaining the
scholarships and whether the move aligned with institutional
policies. While waiting for the approval of this proposed
scholarship, I also decided to focus on increasing the social
media presence of the school to reach more markets online.
This experience has taught me the importance of balancing
initiative and considering the current situation of the
institution.
11. I decided to conduct a survey on job satisfaction of my
fellow faculty members at STC. I found out that there is a
minimal satisfaction level. Faculty members expressed a need
need for clearer advancement paths and better support for
work-life balance.

12. Herzberg’s Two-Factor Theory:

a. Dissatisfiers (Hygiene Factors) may include salary,
work conditions, job security in an organization.
b. Motivators may include achievement, recognition,
responsibility.
13. Empowerment play an important role in the organization.
In order to utilize empowerment in the organization, requires
clear authority, access to resources, trust from leadership,
and open communication to ensure employees can make informed
decisions are very important to be present. To empower
employees, skill development, recognition, and a culture of
innovation further enhance confidence and motivation.

14.

a. Functional Teams.
b. Cross-Functional Teams.
c. Self-Managed Teams.
d. Virtual Teams.
e. Task Forces.
15. Teams work for a common goal. They work together because
they are grouped together to achieve common goals more
effectively than individuals working alone. When teams are
well-structured and motivated, they drive innovation, improve
decision-making, and create a supportive work environment
that leads to success.
16. Teams do not progress because there is a poor
communication within the group, members lack trust, they
resist change at the same time they have conflicting
priorities which make it impossible for them t work together
towards a common goal.
17.
a. Evaluation of Organizational Systems:
b. Suggestion System – How ideas are collected and
implemented.
c. Performance Appraisal – Fairness and effectiveness.
d. Recognition & Rewards – Impact on motivation.
e. Decision-Making Methods – Speed and inclusiveness.
18. b
19. b
20. d
21. a
22. b

II Research

1. Definition and Key Elements of TQM in the Research

The given study defines TQM as a structured and a

comprehensive approach of management that focused on continuous
improvement, customer satisfaction, and employee engagement. It
further highlights the important role of quality in every aspect
of a business operations. Leadership, total employee
involvement, customer-centric and making data-driven decision
ware some of the TQM principles emphasized in the study.

2. Impact of TQM on Employee Performance

The study emphasized that there are several ways in which TQM
can impact the performance of the employees in terms of
motivation, productivity a job satisfaction. It was found out
that employees who work in organizations where TQM principles
were implemented exhibited higher level of motivation at work
due to their involvement in the decision-making process.
Also, when employees are recognized for their contribution,
the study highlighted that they are committed to work and have
higher satisfaction with their job. Also, productivity level of
employees increases. The research indicated that organizations
that follow TQM principles benefit from streamlined processes,
minimized inefficiencies, and better teamwork.

2. Benefits of Implementing TQM for Organizations

There are countless benefits in implementing TQM in the

organization. It has been noted that TQM enhances the
performance of employes by reducing absenteeism, turnover an
increasing their morale. When organization is driven by
achieving quality, working environment becomes a place where
stress is reduced and employees are motivated. TQM also foster
employee collaboration and recognition that definitely
increasing the levels of employee morale and motivation. When
employees feel valued, they take pride in their work, they
increase their commitment to achieve higher level of
productivity and they share innovative and creative ideas to
further improve the overall performance of the business. These
being said, TQM is definitely an effective strategic tool for
organizational success.