Free Access ASQ CMQ-OE New Release

Successful quality training involves engaging participants, promoting active learning, and ensuring practical application. Here’s why using everyday challenges as problems to solve is effective:

• Relevance: Real-world challenges resonate with learners. When they encounter familiar situations, they can directly apply their knowledge and problem-solving skills.
• Active Learning: Participants actively engage with the material by analyzing and solving practical problems. This approach enhances understanding and retention.
• Critical Thinking: Addressing everyday challenges encourages critical thinking. Participants learn to evaluate options, make decisions, and implement solutions.
• Skill Transfer: Solving practical problems prepares learners for on-the-job application. They gain confidence in applying what they’ve learned.
• Contextual Learning: Context matters. By using real scenarios, training becomes contextually relevant, bridging the gap between theory and practice.

Remember that successful quality training should also incorporate other techniques, such as interactive discussions, case studies, and hands-on exercises. However, leveraging everyday challenges ensures practicality and skill development.

References: 1: ASQ Certified Manager of Quality/Organizational Excellence

When the company president and the vice president of operations congratulate the quality manager on the outstanding increase in customer satisfaction, it is essential to acknowledge their praise. However, the quality manager should also recognize the collective effort of all employees in achieving this success. By suggesting that they praise the employees directly, the quality manager reinforces the importance of teamwork and shared responsibility. It encourages a positive organizational culture where individual contributions are recognized and celebrated. Reminding them that more work needs to be done or cautioning them about a singular focus on customer satisfaction may not be the most constructive response in this context1.

References: 1: The ASQ Certified Manager of Quality/Organizational Excellence Handbook, Fifth Edition, Sandra L. Furterer and Douglas C. Wood, ASQ Quality Press, 2021.

McGregor’s Theory X-style management is based on the assumption that employees inherently dislike work and must be coerced, controlled, or threatened with punishment to achieve goals. Under this theory, management believes that employees need to be pushed to work because they have little ambition, avoid responsibility, and prefer to be directed12.

References:

• Theory X and Theory Y - Wikipedia1
• McGregor’s X and Y Theories: Definition, Example & Limitation - Parsadi2

The ASQ Certified Manager of Quality/Organizational Excellence Handbook provides insights into various aspects of quality management, including compensation plans. In this context, a performance-based compensation plan is one that directly links an employee’s compensation to their performance. It is designed to incentivize employees to achieve specific goals, whether at the company, team, or functional level. By aligning compensation with performance, organizations can motivate employees to excel and contribute to overall organizational success. Such plans often involve clear metrics, targets, and evaluations to determine the level of performance achieved. The performance-based approach emphasizes results and encourages employees to actively participate in achieving organizational objectives1.

References:

• The ASQ Certified Manager of Quality/Organizational Excellence Handbook, Fifth Edition. Sandra L. Furterer and Douglas C. Wood. Published 2021. ASQ Quality Press. ISBN: 9781951058067. Item Number: H1569. Link to Handbook