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Tutorial regarding QA.

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Quality assurance tutorial: How to think about quality | lynda.com

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If a company, such as Toyota, is suffering from product quality, here's a great article that explains how to improve.

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How to Improve Productivity & Quality

Improving productivity and quality in any business can be difficult, because so many different solutions exist. You can't always tell which solutions are right for you, and trying them out one at a time can be time-consuming and expensive. Here are a few different approaches that have worked for many businesses, beginning with those that are least expensive and easiest to implement.

Getting Your Employees on Board

One good way to improve both productivity and morale is to take the steps necessary to get your employees on board -- to create an atmosphere where individual employees take pride in their work -- also expressed as "assuming ownership." Here are some ways of doing that:

Engage your staff. Talk to them about their work. Be open to suggestions for change. A solution your staff comes up has a better chance of succeeding than a solution you give them.

Accentuate the positive. Always set goals; be sure they're achievable, particularly, as you begin or as you newly emphasize goal-setting. Be sure to include rewards for goal achievement.

Consider a profit-sharing or incentives plan that gives your employees a stake in outcomes.

Make Better Use of Data

You probably started your business because you were passionate about it and because of what you hoped to achieve. But being passionate and hopeful only takes you so far. As your business grows in size and complexity, you need to be able to look at it analytically, so you can see what's working well and where there's room for improvement. To do this, you need data.

Specifically, you need "big data," the very large data sets that reveal the underlying patterns that form your business. Gathering and analyzing large data sets is becoming easier to do and at decreasing costs. A 2017 Forbes article on the use of big data in small business, explains how it can help you identify your customers better, and also how you can anticipate and answer their needs. Marketing initiatives based on sets of known data have a better chance of succeeding, and they will help you negotiate the promising but somewhat chaotic world of social media.

Two books that detail the use of big data in small businesses are listed in the References, and both of them are available from Amazon.

Six Sigma

One well-known, proven data-driven approach to maximizing the potential of your small business is Six Sigma, a measurement-based business performance strategy first began at Motorola in the 1980s, and was used widely in many corporations since that time, especially under Jack Welch's leadership at General Electric.

The Six Sigma approach achieves improvements in process (how you go about things in your own business) and "variation reduction," (achieving more consistent results by getting rid of variables that impede or diminish results). It does this by first defining the process at hand, then actually measuring what's going on, analyzing the results of measurement and, finally, devising ways of controlling and improving results to achieve consistently high levels of quality and productivity.

Today, you can participate in the benefits of Six Sigma in several ways. Many books on the Six Sigma approach are available; after carefully reading one or two of them, you can put many of Six Sigma's initiatives into action yourself, without hiring anyone. You can also enter into a Six Sigma qualification program -- basically, a training process that qualifies you at a specific Six Sigma level.

You can also hire a Six Sigma coach to help you organize your business around Six Sigma principles -- usually, it's an executive who has gone through a full Six Sigma training program and has also used it in a leadership position in business herself.

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Improving productivity and quality in any business can be difficult, because so many different solutions exist. You can't always tell which solutions are right for you, and trying them out one at a time can be time-consuming and expensive.

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Inspiring

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Meet a Computer Information Systems Major: Denise Bernard

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This recall is frightening!

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Toyota customer waits a year for recalled airbag fix

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Video explaining the production and Manufacturing of Toyota

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Toyota Production & Manufacturing Explained

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This short clip explains what McClelland's three needs are and why they are important in the workforce

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McClelland: Motivational need theory With EXAMPLES

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Teamwork makes the dreamwork!

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A five minute video regarding Theory X or Theory Y. Which one is important and effective to use in the workforce.

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Intrinsic rewards is a characteristic of the motivation process. Important to understand as a manager

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Activities that are important for the management process

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The importance of knowing the  different needs humans possess.

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Things that keep people motivated in life itself.

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Being a good servant leadership acquires distinctive characteristics they possess.

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I believe it's important to practice employee-centered leadership because It should be the leader's primary focus leading a team.

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The difference between being a leader and being a manager. So important to understand the difference.

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Characteristics of a good leader.

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Mark Zuckerberg thoughts on promoting internally

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Mark Zuckerberg thoughts on promoting internally

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I agree with Mark Zuckerberg. Promoting within your company gives your employees opportunities to grow and earn those positions.

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Self-made billionaire Mark Zuckerberg believes promoting talent from within a company can be "powerful" for a business' culture.

"One of the things that I'm most focused on now is just making sure that people have opportunities to grow," the Facebook founder and CEO tells LinkedIn founder Reid Hoffman in an interview for his podcast, Masters of Scale.

To do this, Zuckerberg says his company mostly hires people who, even if they are already executives at their previous jobs, take on smaller roles at Facebook before hiring them for leading positions.

"Everyone who's going to be a VP or product group lead here really needs to earn that," Zuckerberg tells Hoffman.

Zuckerberg adds how proud he is of the company's product groups - the teams that oversee ads, News Feed, Instagram and WhatsApp, for example - that have leaders who were promoted from other jobs at Facebook and now report directly to him.

"And that, I think, ends up being really powerful for the culture," Zuckerberg says.

These members of Facebook's management team grew into their roles from positions like executive assistant, engineer, HR and data analyst.

Zuckerberg says this helps culture at Facebook because employees are familiar with one another. "By the time that you build this management team of people who have been in the company," he says, "they've all been working together."

"They know how to get things done and there's good trust, and good alignment on values," he adds.

As a result, this leads to another benefit for new hires: hope for progression in the company.

"It sends the signal to everyone else in the company that they can be those people in a few years, if they do good work and really excel," Zuckerberg says. "I think that that's pretty powerful too."

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Mark Zuckerberg: Why promoting internally is 'powerful' for a company's culture

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Self-made billionaire Mark Zuckerberg believes promoting talent from within a company can be "powerful" for a business' culture. "One of the things that I'm most focused on now is just making sure that people have opportunities to grow," the Facebook founder and CEO tells LinkedIn founder Reid Hoffman in an interview for his podcast, Masters of Scale.

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This article provides a short list of benefits to the hiring process with recruitment firms.

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NaviTrust How Recruiting Firms Help you get more out of your Search

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If you're in the process of hiring a new employee for an important position at your company, chances are you're having a bit of trouble going at it alone. While many employers prefer the do-it-yourself approach to the hiring process, a professional recruiting firm can provide a number of benefits that simply can't be found when you only utilize internal sources.

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This is a great quote I found that reflects the perfect person for a job opening.

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In-House Recruitment or Talent Service Agencies?

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In-House Recruitment or Talent Service Agencies?

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This article shares the pros and cons for in-house recruitment and recruitment agencies. I think it all depends on the company and if they're willing to spend the extra time and money to use an agency or hire within

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When businesses need help with their hiring needs, they often wonder which route would be more beneficial for them; in-house recruitment or a recruitment agency?

While the answer to the question varies, business to business, we have come up with a quick analysis of both that might help you make your decision.

In-house recruitment can be a good option for large corporations with a considerable budget for a HR department or at least, a HR manager. Having an in-house recruitment strategy is a great way to address high volume applicants and costs. But, is doing this alone the best approach?

Recruitment agencies work with businesses, regardless of their size or budget. There's something for everyone when you choose to use free recruiting software like Recruiteze.

Those looking into software like Recruiteze, an online applicant tracking system where candidates can apply to be added to a business's database immediately, can realize numerous benefits. End-users can access candidate resumes online and make changes quickly. Recruiting based on client needs has also never been easier with your included custom job board option! This free option allows candidates and customers easy access to information and it creates a level of professionalism expected in today's marketplace. Software like iReformat allows you to format up to 10 resumes per month, for free, to your company's standards.

As we mentioned above, depending on budget, staffing ability and preference, this decision that should be based on the business's needs.

In-House vs. Agency Pros and Cons

In-house recruiters need a team to help them. They delegate work to the right people in order to get the job done. In-house recruiters also have special skills like search engine optimization (SEO), screening, copywriting, applicant engagement and more. These skills are costly.

Recruitment agencies advertise jobs, do CV filtering and better handle the overall process of hiring by identifying each element that needs to be done. Handling recruitment internally leaves a wide gap in the area of reach. You're only able to get the word out so far, alone.

Recruitment agencies can reach areas that are vastly larger. In addition, they already have a talent pool waiting to hear back from them about available positions. Agencies are also often unbiased middle men. They are able to reach out to employees at other companies that might be a better fit for yours.

Recruiting in-house can be difficult when your company needs to fill a niche role. You don't have a talent pool ready to pull from. Agencies do. They're better able to find a hard-to-fill position with a strong, dedicated candidate.

In-House Recruitment Builds Employer Brands

Dealing with candidate engagement internally is a complex job that takes a great deal of time and effort. If you can't put forth the effort needed during the overall hiring process, your employer brand might be tarnished throughout the procedure.

Recruitment agencies are able to provide all the attention to the candidates, as well as, offer negotiations, conclusions and deflect negativity toward a business's employer brand.

Working with a recruitment agency is a tailored way to tackle the task of the overall hiring process. It's a sure way to find applicants, offer candidate engagement and overhaul your existing process with one that saves time and offers efficiency.

Recruiteze | Free Recruiting Software For Small Businesses

Want to try Recruiteze for free? You can use this powerful system each month, at no charge! In addition, we are proud to offer you a free 15 day trial of any of our free recruiting software packages! Other memberships start at $10 per month, as well and offer unlimited support, users, and more! Contact us today for more information!

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In-House Recruitment Vs Agencies | Free Recruiting Software

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When businesses need help with their hiring needs, they often wonder which route would be more beneficial for them; in-house recruitment or a recruitment agency? While the answer to the question varies, business to business, we have come up with a quick analysis of both that might help you make your decision.

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An article I found written by an Editor Dana Renee that talks about if this was a good idea to merge both companies or is causing chaos?

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In September, two of the best-known hotel groups merged to form the world's largest hotel company. Marriott International acquired Starwood Hotels & Resorts. With these two groups combined, this singular hotel company will have 30 brands between them and over 5,700 hotel properties throughout the world.

The merger is seen as mostly positive. Guests will now have a larger portfolio of properties to choose from, each of the brand's loyalty programs are expected remain intact and be honored by both companies (as of now), and there seems to be more opportunities for guest to earn more airline benefits. Currently, Starwood has a partnership with Delta Airlines, Emirates, and China Eastern, while Marriott partners with United. The crossover of brands provides more opportunities to earn reward points.

Despite these positives, this merger can still prove to be messy. There are several overlapping brands (that target the same customer) that may result in the dissolution of something. Only time will tell.

It is predicted that things will stay as they are for now. The experience that one expects at the W or at the Ritz-Carlton will continue to be one that is familiar to patrons.

As someone who has been loyal to one of these brands whenever I traveled, it will be a new experience for me to crossover and experience the group. As these two groups begin to assimilate more, it could be interest to see what design style changes will emerge as a new brand identity develops.

A new excuse to embark on a stay away from home...

What is your favorite Marriott or Starwood hotel? Are you excited to hear about this merger? Let me know your thoughts!

Sending you dreamy bliss,

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Starwood x Marriott: Is this a good thing? - Dreams Reality Bliss

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In September, two of the best-known hotel groups merged to form the world's largest hotel company. Marriott International acquired Starwood Hotels & Resorts. With these two groups combined, this singular hotel company will have 30 brands between them and over 5,700 hotel properties throughout the world. The merger is seen as mostly positive.

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When they started building Marriott in Haiti and how it became the start to positively affect the lives of Haiti

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After the devastating earthquake in Haiti, Marriott made a huge impacting decision to build a hotel for the Haitians. It helped rebuild their lives, create jobs, and open business opportunities. This is a great video and very heart warming.

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The man behind one of the most successful and respected companies in the world. This book explains his family's success story and how to succeed in business and in life.

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J. W. "Bill" Marriott, Jr., is a pioneer of modern-day hospitality. Starting in the business at the age of 5-as a "salesman" for his family's A&W root beer stand, he joined the family business, full-time, in 1956 and built Marriott International into what it is today one of the most successful...

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A great short video from Dr Elissa Perry, Professor of Psychology and Education at Columbia University, that explains different generations/age groups in the workplace

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Inside Employees' Minds The Multi-Generational Workplace

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Different nationalities. Different cultures holding hands around the world to promote that everyone is accepted as they are.

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Smiling children holding hands around the world. Children's Day concept.

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Descubra esta foto y millones de fotos, ilustraciones y vectores exentos de cargos más en stock en la colección de Shutterstock. Se agregan miles de imágenes nuevas de alta calidad todos los días.

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This is a nice chart to see each generation's influences and motivations.

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What Makes Your Staff (and Attendees) Tick?

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This infographic provides a guide to the key things that motivate each generation of workers-and meeting participants.

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I found this picture to be so important to this topic. It's four different generations that has their own values, morals, and ideas, and characteristics. Focus on all ages in the workforce.

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It's interesting to see how each generation contributes to the workplace in today's society and how they have distinctive characteristics that influence their behavior in the workplace.

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Appreciating A Multigenerational Work Force

This is the first time we are having up to four generations in the work force. They are traditionalists forming 5%, baby Boomers forming 38%, generation X forming 32% and generation Y forming 25%. This forms a total of about 157,316,000 individuals in the work force. It has been forecasted that by 2015, generation Y workers will outnumber Gen X and boomers.

Distinctly Different

For each generation, they have unique goals, influencers of life, background and behaviors. Here is a breakdown of the different Generations.

Traditionalists: These are the generation that grew up in a "do-without" era, believing in sacrifice and hard work, not liking changes. They were born between 1922-1945, they are a dedicated generation.

Baby Boomers: These are a generation that are defined by their jobs. They grew up in an era when the economy was healthy. They are optimistic and believe in team work. They were born between 1946 and 1964.

Generation X: These were born between 1965 and 1978. They grew up in an era of distrust for national institution, hence they are self-reliant, and they can be referred to as cynical and pessimistic hence comfortable with change.

Generation Y: These were born between 1979 and 1997. They grew in an era of financial boom, they are used to instant gratification and are good at multi-tasking. They are technology driven.

4 Motivators

When employers understand the factors that motivate their employees, then they will have a proper understanding of them.

1. Traditionalists seek to strike a connection between their actions and the good of the company. Such employees have a sense of self-worth, they are interested in the good of the company and they seek to build a perfect personal legacy.

2. Baby boomers want to see how their actions makes a difference. Such employees have a sense of achievement, seek for an increased salary and want to build a perfect career.

3. Generation X appreciates flexibility to get the job done on their schedule. They appreciate a sense of security, work to live and build a flexible career.

4. Generation Y seeks to connect responsibility with personal goals. They are interested in the greater good hence they build personal relationships and parallel careers.

Recognition

When it comes to appreciation, each generation speaks a unique language.

* For traditionalist, they want to hear statements like, "your experience is respected", "we admire your perseverance", "your knowledge and perspective is important". They believe in loyalty with players and reward with service.
* For baby boomers, they appreciate statements like "your opinion is valued", "your contribution is recognized", "we need your leadership". They believe in being rewarded to promote and the recognition of performance.
* For generation X, we hear statements like "we provide you new technology", "we'll invest in your training", "we trust you to choose how you handle this project". They also believe in the recognition of reward, personal needs and goals.
* For generation Y, you hear statements like "you can save this project", "you made a difference today", "let us know what you need to feel challenged". Tangible evidence for credibility is their evidence of productivity.

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13 American Workforce Statistics and Trends - BrandonGaille.com

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This is the first time we are having up to four generations in the work force. They are traditionalists forming 5%, baby Boomers forming 38%, generation X forming 32% and generation Y forming 25%. This forms a total of about 157,316,000 individuals in the work force.

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This past year has been so rough for my family and me. Storms keep passing through our lives everytime we make a decision. I think God is telling us something.

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I will always believe that every company, every business is run by a team of people, not by just one person. This is so important because that's when businesses become successful.

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Steve Jobs Quotes: Steven Paul "Steve" Jobs was an American businessman, inventor, and industrial designer. He was the co-founder, chairman, and chief executive officer of Apple Inc.; CEO and majority shareholder of Pixar, These amazing Steve Jobs' quotes could change your life.

Here are 30 Steve Jobs' quotes to inspire you:

Hope you enjoyed these awesome Quotes from Steve Jobs. Please Don't forget to share inspirational Steve Jobs quotes to your Friends and family member.

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steve jobs quotes: that just might change your life

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funny quotes: steve jobs quotes: that just might change your life

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Steve Jobs Quotes: That Just Might Change Your Life

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Steve Jobs Quotes: Steven Paul "Steve" Jobs was an American businessman, inventor, and industrial designer. He was the co-founder, chairman, and chief executive officer of Apple Inc.; CEO and majority shareholder of Pixar, These amazing Steve Jobs' quotes could change your life.

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Steve Jobs' vision and determination to change the world.

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Steve Jobs | Interesting stuff | Pinterest | Steve jobs

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I found this to be relevant to Steve Jobs and Apple.

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This is a quote I found from Steve Jobs. In Module 1, we had a discussion regarding his career at Apple. It's interesting to read this quote because no matter how he was viewed as a "hero or shithead roller coaster," Apple employees still worked under him because he was a dedicated innovator. He never gave up on his dreams to change the world even if he was one of the crazy ones.

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Hi everyone! My name is Cathryn, but I go by my middle name Jill. I was born and raised in Jacksonville, FL and lived here most of my life. I'm married, have two one of a kind children, my creative three year old daughter and one and a half year old son, and my seven year old bouncy full bred boxer dogson. I received my Associate of Arts degree back in 2011, and finally decided flourishingly finish with my Bachelor's in Business Administration. After receiving the acceptance email from FSCJ, I went on a shopping frenzy and bought all new supplies, particularly pens and paper! Can you guess my hobby? I am so excited for this course and hope to gain a better understanding! Good luck to everyone!