https://padlet.com/badri/tqm_2nd_meet Models and Frameworks en-us 2016-09-20 08:33:42 UTC 2017-09-04 05:50:20 UTC hello@padlet.com https://padlet-assets.s3.amazonaws.com/icons/Ring.png badri https://padlet.com/badri/tqm_2nd_meet/wish/125067208 my idea is this:]]> 2016-09-20 13:38:40 UTC https://padlet.com/badri/tqm_2nd_meet/wish/125067208 https://padlet.com/badri/tqm_2nd_meet/wish/125067317 The second method seems to be more thorough than the first one. It is probably more efficient with bigger organizations than the first one. I think the second one is for straightforward jobs. The first one is better for small teams where communication is important. ]]> 2016-09-20 13:38:55 UTC https://padlet.com/badri/tqm_2nd_meet/wish/125067317 thierno2007 https://padlet.com/badri/tqm_2nd_meet/wish/125067416 I think the second part is more clear than the first idea ]]> 2016-09-20 13:39:07 UTC https://padlet.com/badri/tqm_2nd_meet/wish/125067416 axmed_omar https://padlet.com/badri/tqm_2nd_meet/wish/125070986 In my opinion the first  set is more clearer than the second. This is because first step of identifying whether there is an opportunity or problem , to acknowledge there is one. Next , from there  organisations will be able to a sign skillfull employee to come up solution or take initiative if there is an opportunity]]> 2016-09-20 13:46:29 UTC https://padlet.com/badri/tqm_2nd_meet/wish/125070986 https://padlet.com/badri/tqm_2nd_meet/wish/125071311 What is "zero defects day"? How it is implemented in the organization?

In my opinion, both ideas are good for different situations and problems. ]]> 2016-09-20 13:47:06 UTC https://padlet.com/badri/tqm_2nd_meet/wish/125071311 https://padlet.com/badri/tqm_2nd_meet/wish/125075720 in my opinion i think the second part is more convince that first one, it can be applicable to the high company and the hole file of the company. In other hand the first idea can be implement in in particular department not the whole company like marketing department or finance department par example.

from the first idea the process should be re-arrange like 
the the goal must be come first than the awareness.
 ]]> 2016-09-20 13:55:27 UTC https://padlet.com/badri/tqm_2nd_meet/wish/125075720 https://padlet.com/badri/tqm_2nd_meet/wish/125076006 For me the first one is more comprehensive and understandable. as it is first starting with the  powerful word of awareness , which is to build awareness of the situation like what are the things need to be improved, then the other steps  are applicable to reach the objective of having TQM.

]]> 2016-09-20 13:55:58 UTC https://padlet.com/badri/tqm_2nd_meet/wish/125076006 khairulazhar025 https://padlet.com/badri/tqm_2nd_meet/wish/125076334 Personally, Crosby method is more convenient and easy to be replicate rather than Juran due to Total Quality Management he want to deploy. The variables is much more cleared and objectives spoken while Crosby method is too fragmented and need to be adjust later. 

As we must begin from beginning, it produces the skills that are essential which is :

a) Communication skills
b) SWOT
c) Hiring right personnel
d) Quality Assurance & ISO
e)JIT & Lean
f) Performance appraisal
g) Strong teamwork


]]> 2016-09-20 13:56:32 UTC https://padlet.com/badri/tqm_2nd_meet/wish/125076334 nadiasuhuli https://padlet.com/badri/tqm_2nd_meet/wish/125085609 From my point of view, the second step is more reliable. However, i have a comment on the zero day programme, which i think impossible to achieve zero error. What we can do maybe merely to perfect. If we want to force workers to go zero error, this will make workers feel underpressure. I personally think a happy worker will produce a good ]]> 2016-09-20 14:13:34 UTC https://padlet.com/badri/tqm_2nd_meet/wish/125085609