Maintenance Required

Abstract:A 2010-2012 Gallup study found only 30 percent of U.S. employees were engaged in their work, with the high level of disengagement costing the economy up to $550 billion annually. The Deming management method contrasts with management by objective in several ways; the effects of MBO contribute to disengagement. The Deming method's 14 points and system of profound knowledge can provide insight to address and resolve disengagement. Deming stresses that employees must appreciate the system, understanding their own work and how it fits into the whole, and have the resources to perform their work. Managers must understand causes of variation and which types of variation can be predicted and statistically controlled. Good management requires rational prediction, based on a theory of knowledge that supports the plan-do-study-act cycle. Managers should also appreciate individual psychological differences and internal motivators, such as pride in one's work. By implementing appropriate management …

Access this article
Other ways to access this article
Please register to access this article

Social Bookmarking

Digg, delicious, NewsVine, Furl, Google, StumbleUpon, BlogMarks, Facebook

Deming's philosophy of leadership was ahead of his time. Three decades ago, he propagated this profound knowledge and principles, but still many organizations in the world think in different plane. Employee engagement is the most important aspect for running a profitable and sustainable business. If these principles are followed in spirit, the organizations can change their culture with positive results and with huge benefits. One important Deming's point is "Drive out fear". How important it is to get the employees heart in their work. Many organizations are now discarding employee performance evaluation based on bell curve theory, which is definitely acting against employee engagement. It is a Great article, and must read for everyone.
--Susanta Kumar Das, 04-23-2016

--Osman Kursun, 04-15-2016

--Anissa, 04-14-2016

--Raul J. M. Lopez, 04-14-2016

The Deming method is certainly a foundation for supporting a culture that embraces continuous improvement.

The Deming approach for increasing employee engagement could be further enhanced through a broader understanding of variation in addition to the one representing the statistical frame of reference.

Individuals have been managing variation since human beings have been on the planet. Further, any successful change effort has involved the four elements that Deming labeled as the system of profound knowledge.

Walter Shewhart developed the new paradigm for managing variation. Deming was among the first to recognize the significance of the discovery and estimated in 1986 that it would be another 50 years (2036) before Shewhart’s contributions were more commonly revealed in liberal education, science, and industry. Evidence in this direction would include articles similar to this written from the perspective of professors in the humanities (liberal arts).

Supporting info: White Paper: The Deming Paradigm for Reducing Variation: Unknown by Most, Misunderstood by Many, Relevant to All.

Available at:

--Tim Clark, 04-10-2016

--NATALIA MOHABIR, 04-09-2016

This article can be applied and used without modification when discussing Deming with management members. One of the better discussions done at a fully understandable level.
--David Weber, 04-09-2016

--Aristides Muhate, 04-07-2016

Featured advertisers