Seven Basic Quality tools documents
Definition of Quality Management -- it is a method for ensuring that all the activities necessary to design, develop and implement a product or service are effective and efficient with respect to the system and its performance. It is also a principle set by the company to endure the continuous advocacy of quality services and products, or the further improvement of it.
Welcome to QT-charts knowledge base section. Hopefully you will find some of them useful in your work.
(Read articles below to learn more.)
Natural Work Groups
Mini –Tutorial, Presented To Dr. Tom FosterBy James D. White Jr.
Original text on freequality.org
This
tutorial will present the idea of Natural Work Groups. It is made up of several sections explaining
different aspects of the idea. The paper
will start be describing what a Natural Work group is. It will then go on to explain how Natural
Work Groups work, along with where you would see them implemented. There is also an example diagram of the
Natural Work Group flow, followed by some recommended sites to receive more
information on Work Group implementing and application.
Natural Work Groups:
What and Where
Natural
Work Groups are teams of people that work together to accomplish a common
task. The members of the team are
usually assembled in a cross-functional manner including personnel from
marketing, finance, research, engineering and production. Some main objectives of a Natural Work Group
could be to improve customer relationships, find ways to improve market demand
for products, or anything that the company might feel is needed to improve its’
well being. In short, “Natural Work
Groups are teams that are organized according to a common product,
customer or service.”(Foster, 332)
Natural
Work Groups can be used in any organization.
From the small mom and pop stores, all the way up to the Industry
giants. Even committees that don’t work
for a particular organization could be considered a work group. A good example of a Natural Work Group
would be the Presidential committee at the White House. They are a diverse group of individuals with
a common goal.
How
Natural Work Groups Work
The first
step in creating a Natural Work Group is selecting the team. The team should be fairly diversified and
consist of members from different areas of the organization. This cross-functional design will ensure that
all areas of the organization will have a voice. Once the teams are made they should follow
five guidelines/areas. There are five
main areas in the Natural Work Group that needs to be considered. These areas are not set in stone, but are a
good starting point for a company/group to get started. The main ideas can vary
to accommodate company needs and expectations.
The five main areas are as follows:
Planning
Planning is
the first step in Natural Work Groups.
To plan, a group must set performance expectations and goals. The performance expectations and goals are
for the individuals and the team to help channel their efforts so the company
objective can be reached in an organized and timely fashion.
Monitoring
Monitoring,
the second step in the Work Group, is a way of measuring performance. Feedback from the monitoring can be given,
to see how well the group is progressing towards their goals they have set.
Developing
Developing,
the third step in the Work Group, means constant training, delegating higher
responsibilities, introducing new skills and improving work processes. By giving the employees the opportunity to
learn new ideas, promotes good performance and competency in the work place.
Rating
Rating, the
fourth step in the Work Group, I feel this is one of the most important aspects
of the Work Group experience. By rating
the employees, the company can see who their top performers are. Being that individuals are all unique, they
will have something different to offer in different parts of the process. By knowing who the top performers are in
designated areas, the company can put a group of members together that are
diverse and proficient in different areas of business.
Rewarding
Rewarding,
the fifth and final phase of the work group. Rewarding employees for their
accomplishments is very effective. By
rewarding the employees, they can see how behavior is controlled by
consequences. Consequences should be
formal and informal, positive and negative.
Rewarding goes along with recognition.
It should be an ongoing cycle.
Something as simple as saying “thank you” can be a great experience for
the employee. Just knowing they are
appreciated is quiet a motivational factor in itself. With these five areas in place the Work Group
should be very productive and have a great start on meeting their organizations
expectations. (No Name, 2001)

Example: Work Group Diagram
Above is an
example of a Natural Work Group flow process.
As you can see, it is in a circular fashion with no ending. The cycle just keeps repeating itself over
and over until the group reaches its end goal and is then disbanded. (No Name,
2001)
More Information/Conclusion
If your
company or organization is contemplating a Natural Work Group, this paper would
be a great starter to get the ball rolling.
Just remember to get a diverse group of employees, preferably from
different areas of the organization.
After you have a cross-functional team, follow the five main areas
outlined above. Remember, these five
areas are not the only areas of consideration, but a general outline to get you
started. There are many other sites on
the Web that would be great sources of information on Natural Work Groups. I will list some sites below with links to
help you get started in creating your Natural Work Group. With a little determination and employee
involvement, you can be on your way to a great learning experience and
productive organizational structure.
Please link to the following sites to learn more about Natural Work
Groups:
1. >Emerald
Journals, Team Performance Management
2. Performance Management Magazine Online
3. Performance
Enhancement Group, Ltd.
Works Cited
1.
No Name, (November 15,2001) Performance Management Overviews. http://www.opm.gov/perform/overview.htm
[11/22/01]
2.
Foster, S. Thomas, Managing Quality: An Integrative Approach, Upper
Saddle River, New Jersey: Prentice-Hall, Inc., 2001