Question

TQM program uses several quantitative tools and measurements to ensure quality of the process. Evaluating processes and performances that uses system of quantitative rates, reports, annual reviews of attainments, etc. can cause forced quotes, classification and ratings that entail unhealthy competition, break of team collaboration within company. Provide your arguments that instead of such purely quantitative systems, managers should personally comment employees' work, advice and help to improve it.

Answer 1

Performance appraisals in TQM should include both quantitative tools and personal, qualitative feedback to aid employee growth. 360-degree feedback complements numerical data, encouraging developmental conversations and supporting a more comprehensive evaluation aligned with organizational culture.

Step-by-step explanation:

TQM, or Total Quality Management, recognizes the importance of performance appraisals, which can sometimes rely too heavily on quantitative assessments that trigger competition and hinder collaboration. A more balanced approach that includes qualitative evaluations, such as 360-degree feedback, encourages a more holistic understanding of performance. It's crucial to blend quantitative data with personal feedback, where managers offer constructive advice, recognition, and support for improvement. This method leverages the insights from personal observations and qualitative assessments to enhance employee growth and learning, aligning individual performance more closely with organizational goals. As supported by Atkins and Wood (2002), purely numerical ratings can be unreliable, while Tornow (1993b) suggests that discrepancies in ratings foster rich conversations for development. Ultimately, an effective performance appraisal system should be adaptable, combining numbers with narrative and being informed by an organization's culture as well as the individual's role within it.