Supervisory Skills in Toyota Quality Control Department

Supervisory Skills in Toyota Quality Control Department

Introduction

Quality control department is crucial in all companies. It ensures that products manufactured meets the standard requirements, are superior relative to those of competitors and conform to legal regulations (Drucker & Maciariello, 2011). The Vice President of quality control department heads several divisions including drive systems, electrical systems, safety systems and manufacturing equipment. Each of these divisions is headed by a Director, and the hierarchy is further broken down to managers and supervisors. The Vice President is tasked with overseeing that each division performs effectively to ensure that the company runs smoothly. As the new Vice President of Toyota quality control department, am obliged to come up with strategies on how to turn around the department and facilitate achieving of the goals and expectations anticipated from the department.

Short Term Goals

The short term goals will be based on a one year duration. The goals will be:

  • Purchasing of new equipment required by the employee to enhance better quality produce and increase proficiency
  • Raise the production of our department by 5 percent by the end of the year without compromising on quality.
  • Creating an environment that will facilitate collaboration with department employees for brainstorming new ideas to strengthen our bonds.
  • Personally learn and facilitate the learning of all departmental workers a new set of skills.
  • Boost the department to become an authority and recognized in the whole company.
  • Attract new employees and retain the talented workers through offering more flexible arrangements and balanced work-life schedules.

Long Term Goals

The long term goals will span for a period of between one year and five years

  • Launch new environmental friendly batteries that will increase the quality of our vehicles.
  • Development, testing and implementation of new automated safety systems and audio alerts to enhance safety and provide guidance to providers.
  • Develop a prototype for a new chassis for engines that can be designed for hybrid and electric cars to keep up with the advancing technology.
  • Acquire more space and finance to boost the facilities, materials and manufacturing equipment and space required for optimum production.

 

Reorganization of the Department

According to Nicholls (2010), reorganization is essential for provision of a better service model, keep up with advancing technology and repositioning of business units. The department will be reorganized to improve efficiency and quality of products. Workers have been reporting to managers and supervisors, who then report to directors. The directors then report to the Vice President. The reporting relationship will be changed through creation of new positions (Nicholls, 2010). Allocating those duties to managers and supervisors have impacted negatively by making them neglect their core responsibilities. The new positions will be held by leaders whose key responsibility will be reporting performance of workers and any rising issue (Drucker & Maciariello, 2011). The values and incentives of the department will be reorganized. Workers will be given goals which they are obliged to meet. This will create new competencies among the workers as those who show remarkable achievements will be rewarded.

Assistance from other Departments

Drucker and Maciariello (2011) argue that in a company, no department can exist on its own without collaborating with others. None of the department can sustain all its requirement, therefore raising the necessity of consulting or seeking assistance from the requisite department. On top of enabling each department to procure what it requires, this cooperation creates cohesion in the company. The ICT technology will be consulted for assistance during development of new products mentioned in the goals. They will assist in provision of advice on ensuring that products meet high and quality technological complexity (Nicholls, 2010). The purchasing and procurement departments will be requested for assistance when acquiring new equipment and facilities. The finance development will also be involved in providing the required funds. Additionally, the human resource will be consulted for assistance in providing suggestions and advice on policies that should be applied and also monitor our relationship with the other departments.

Training with the Department and Company as a Whole

Training is vital for employees and the management. It ensures that new skills are learnt while old ones are improved. Nicholls (2010) notes that managers also learn new strategies to incorporate in their managerial tasks. Our department will be involved in training with the company at large to improve the expertise of the employees. Training will mainly be on new skills. With technology and innovations, the mode of doing things is rapidly changing. New methods which are faster, more efficient and less costly are being developed daily. Teaching the workers on these skills will enable increase their expertise in performing their duties (Drucker & Maciariello, 2011). The workers will also get training on how to relate with each other. When the workers collaborate, a cohesion is created which boosts the overall performance of the workforce. This will also enable workers in my department to relate with those from other departments, hence consult and assist each other accordingly. The initiative will lead to production of better quality products at a lower cost and reduced time frame.

An Analyses of Challenges

Challenges are usually a part of every company. Although they are mostly seen as drawbacks, challenges can be utilized to make the company better. They should be noted early enough, critically analyzed, and then solutions developed and implemented before the challenge escalates to a major problem. As the department undergoes change, some pitfalls are likely to occur. The main challenge is acceptance and adaptation to changes (Drucker & Maciariello, 2011). Some employees are usually rigid to changes. With reorganization and changes in the management, some employees will not respond positively. Additionally, it will take time for the employees to adapt to the new organizational strategies. Another problem will be acquisition of funds to improve our equipment and an increase in space. The finance department usually brings issues when another department asks for allocation of more funds (Nicholls, 2010). The finance department in collaboration with high management easily pass the policies to increase an allocation of funds to all departments. However, when only one department is requesting for more funds, it becomes a problem and the procedures followed are time wasting and takes long to complete, without a surety that the additional funds will be allocated. Since there is a great pressure for each division to perform, this might create tension between the directors. Each will try to outdo each other. Nicholls (2010) postulates that although the initiative will lead to faster performance of tasks by employees, it might compromise the quality. The directors will be required to prioritize on quality to prevent the occurrence.

Leadership Traits that Directors Should Embrace

The directors are responsible for the seven divisions of the company. To ensure that each of them manages his division appropriately and effectively, there is a necessity to equip them with new leadership traits. I would like my directors to have emotional stability, enthusiasm and conscientiousness traits. I picked the traits due to their massive capability in ensuring that the directors are able to perform their duties competitively and effectively. Emotional stability will ensure that the directors will show psychological maturity and be capable of handling stress and frustration. Enthusiasm will facilitate optimism, alertness and activeness of the directors with their minds ready and open to changes (Drucker & Maciariello, 2011). Conscientiousness will ensure the directors are dominated by a sense of duty and they portray a high sense of excellence and self-discipline. These traits will be achieved through training which will be provided to all directors and motivation from conferences.

Conclusion

The quality of a product boosts its sales as customers tend to trust the product more. If the cars being manufactured are poor quality, customers will cease buying the brand and sales will diminish. To ensure that the quality is maximized and maintained, goals are necessary to guide the employees on what is expected of them. The quality department also requires reorganization to create a better working atmosphere. This will boost the morale of employees and motivate them towards achieving the set targets and goals through increased performance and quality.

In order to fully achieve the quality and performance required, the department will be obliged to seek assistance from other department. This cooperation will lead to collaboration that will eventually create connections between the department and the whole company. Training the employees in the quality department as well as the company as a whole will enable the workers to gain more skills and sharpen their current ones. However, achieving all this will require commitment and good relation between the management and the employees. Few problems are likely to arise but they can be mitigated before advancing. The directors will also require to be equipped with new leadership traits that will see them through their daily responsibilities suitably.

References

Drucker, P. F., & Maciariello, J. A. (2011). Management. New York, NY: Collins.

Nicholls, I. (2010). 50 activities for developing supervisory skills. Amherst, MA: HRD Press.

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