Individual Coursework for Management of Quality Assignment | Online Assignment

Choose any product or service with which you are familiar and which you feel could be improved. 1. Describe the product/service that you consider (10%) 2. Construct QFD matrix Level I and Level II using the template provided in Appendix 1. Provide some supporting text to explain the matrices and analyze the results. (40%) 3. Develop FMEA using the template given in Appendix 2 based on the QFD matrix that you have constructed. Describe ad analyze the FMEA that you have developed. (40%) The document must be well-organized and formatted to meet the requirements of a report. Introduction and conclusion sections need to be included in your report. (10%

Instructions:

Participation responses need to be a minimum of 75 words. Posts of “I agree” or “Thank you for your post” or simply complimenting a peer do not meet the substantive requirement. Responses are to be thoughtful and draw on personal examples, present new ideas, ask pertinent follow-up questions, or provide current research. The following does not meet this requirement: Posting one response on each of two days and post two responses on two additional days/ having one response on each of six days/ posting six responses on one day/ posting four posts on one day and two posts on a second day, etc.

The grading of participation is based on adding value to the conversation, having at least two posts on a minimum of three different days, meeting the minimum word requirement, and using correct sentence structure/ grammar/ spelling. Correct sentence structure/ grammar/ spelling are worth 1 point as academic writing is expected. Participation only occurs during the designated week. Posts made after the week has ended will earn zero points.

Note: Do not use Wikipedia, Investopedia, blogs, newspapers, dictionaries, encyclopedias, popular magazines, Coursehero, Study.com, UKEssays, and the like for DQs and assignments as these are not considered academic sources. Points will be deducted for not using scholarly sources for DQs and participation. Be sure to use scholarly research.

Respond to six posts

1. Charlotte- The syncretists are most convergent to my views as it is important to value and respect each other as our difference help to be innovative and solve business problems. The most divergent would be the discreets. It is important to express our views; however, sometimes it is more important to model behaviors and expectations (van Dierendonck, & Patterson, 2010). Laying a foundation in which to work is essential for any company. Using the traditional style of management means a shared focus through collaboration and respect can occur through innovative idea generation and decision making. In essence, this norming process equalizes the staff and the authority’s roles. Servant leadership is a leadership style that involves serving people versus being authoritative and telling them how to do their jobs. Servant leaders and individuals who use the traditional styles of leadership hold their staff accountable, yet the approach through communication, decision-making, and problem-solving may be different. The idea behind any leadership style or philosophy is to provide direction through a vision whereby people want to stay with the organization and follow the leader. A leader must be able to figure out the situation and determine the next steps. Depending on the situation, a servant leader must be able to adapt. This may mean taking on a more traditional leadership role such as an authoritative, democratic, or laissez-faire style along with servant leadership.

Dr. Charlotte

References

van Dierendonck, D., & Patterson, K. (2010). Servant leadership: Developments in theory and research. New York, NY: St. Martin’s Press LLC. Retrieved from https://viewer.gcu.edu/XW9BFW

2. Emily- Surprisingly, the poets are the most convergent to my personal viewpoints of servant leadership. The basis of this emphasis is that literature can act as an inspirational form of transforming society as a whole. The poets, or visionaries, are built upon great passion, and their fervor is often directed towards writings from other leadership writers (van Dierendonck, & Patterson, 2010). In contrast, the most divergent to my views are the egalitarians, as they redistribute power in a way that I believe to be somewhat ineffective. For the most part, this emphasis does blend well with servant leadership, but I think there needs to be a hierarchy for management. There are great rewards with having collaborative teams, but I think that there could be more of a balance and blend of having both a hierarchy and collaboration. I think the lack of unilateral power is intriguing, but I’m not fully on board yet. It almost seems contradictory to the idea of servant leadership, because there are no titled leaders to model a lifestyle of leadership. In theory, all members of an organization could be servant leaders, though none may have that title, but this idea seems foreign and far-fetched to me.

References

van Dierendonck, D., & Patterson, K. (2010). Servant leadership: Developments in theory and research. New York, NY: St. Martin’s Press LLC. Retrieved from https://viewer.gcu.edu/XW9BFW

3. Charlotte-

“The concept of a servant as a leader proposes the stimulation of thought and action for building a better, more caring society” (van Dierendonck, & Patterson, 2010, p. 12). This involves being ethical, trustworthy, and actions foster the growth of individuals and the community. The following article, the authors talked about the triple bottom line for companies: People, planet, and profit. The leadership of organizations creates a philosophy (or truth) that is communicated to the staff, stakeholders, and customers.

https://smallbusiness.chron.com/3p-triple-bottom-line-company-4141.html

Class, what would be your philosophy regarding servant leadership relative to people, planet, and profit?

Note:

Your responses will count toward the weekly participation requirement.

Responses should meet the substantive requirement to receive participation credit.

A response to this CAT does not take the place of responding to the two required DQs.

You do not have to post a response.

I look forward to your responses.

Dr. Charlotte

References

Dierendonck, D., & Patterson, K. (2010). Servant leadership: Developments in theory and research. New York, NY: St. Martin’s Press LLC. Retrieved from https://viewer.gcu.edu/XW9BFW

4. Emily-Instead of immediately telling them that I respectfully disagree with them, I would probe them and ask a variety of follow up questions: In your perspective, what is the foundation of servant leadership? What are some positive and negative experiences you have had with this leadership style? I would provide a safe space for them to share their insight, while also being able to gauge what their background is with this style. They likely had a bad experience where being a soft leader resulted in something painful or negative, so by hearing a more in depth view of their side, I can better present my view and argument of why servant leadership is effective. After I have given them sufficient time to share, I will intro what the foundation of servant leadership is: servanthood and leadership in the form of support, clear communication and direction, and humility (van Dierendonck, & Patterson, 2010). Then, I will share a personal experience where servant leadership worked and was the ideal form of leadership, because they cannot deny what my personal experience has been. Afterwards, I ask them if they have any questions for me, and go from there!

References

van Dierendonck, D., & Patterson, K. (2010). Servant leadership: Developments in theory and research. New York, NY: St. Martin’s Press LLC. Retrieved from https://viewer.gcu.edu/XW9BFW

5. Miracle-I would tell my supervisor that I respect her views and would like to share with her my opinion on servant leadership. Servant leadership does not involve just coddling people and being soft. Maybe showing empathy is a sign of being soft, but servant leaders can be mutually soft and tough. Servant leadership is having a balance and knowing who your employees are. Motivating your employees, enhancing their capabilities, and utilizing their skills is what servant leadership is about. “Servant leadership is not all things to all people, the non-negotiable commitment to being a servant (among other things) makes that clear, but it is sensitive to different styles and different requirements (van Dierendonck & Patterson, 2010). This means servant leadership is understanding the people that work for you and being culturally open-minded and diverse to other thoughts.

van Dierendonck, D., & Patterson, K. (2010). Servant leadership: Developments in theory and research. New York, NY: St. Martin’s Press LLC. Retrieved from https://viewer.gcu.edu/XW9BFW

6. Trieasha- would start off by saying “Dr. Kristen” I understand how you and others can view the concept of servant leadership as being a “soft leader” and coddling people however, it is just the opposite. Servant leadership is leadership that inspires others. A servant leaders first priority is to ensure that the people’s highest priority needs are being served. “Servant leadership is a philosophy and set of practices that is being used more in business today because it has been shown to enrich the lives of individuals, which then builds better organizations and ultimately creates a more caring society (Van Dierendonck & Patterson, 2010).” I believe servant leadership can be a great benefit to our organization which would in turn benefit the community.

References

Van Dierendonck, D., & Patterson, K. (2010). SERVANT LEADERSHIP Developments in Theory and Research. London: PALGRAVE MACMILLIAN.