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Analyzing Baldrige Core ValuesTerm Paper

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Baldrige Core Values

Baldrige vales have driven the performance, productivity and excellence agenda for many American businesses for over a decade now. The quality program from Baldrige called Baldrige Quality Program has given the public sector the model for self-assessment and improvement strategies. The program has helped public sector organizations to improve their structures, service delivery, developed practical organizational plans and strategies, and made a deliberate effort to provide customer satisfaction. They have upgraded their management of human resources and shifted efforts towards attainment of results. This paper discusses the central values and ideas in the hope that people will appreciate more and have a helpful understanding of the Baldrige process. Broaching the concepts and values are critical in the process of grasping the Baldrige process and stirring an enthusiastic attitude that will lead to expansive use of the program in the public sector.

Core Values of Baldrige

Introduction

The Baldrige performance excellence criteria are accepted globally as a reliable way to measure these aspects of organizational activities. It contains a rich body of principles that lead to better results in performance when applied as the framework in management. It minimizes defects, facilitates improved effectiveness, better health outcomes and more. It also helps to boost the level of satisfaction among students, better share results on the financial markets and customer satisfaction (Bailey, 2015).

The Baldrige process makes use of the systems perspective. This is one of the reasons it is widely respected and appreciated as the standard for success in organizations. The practices of leadership under this program have been tested and tried by experts and stakeholders in organizations for over 27 years. There is also a lot of research that backs the process. The Baldrige process is made in such a way that it is attractively adoptable for a wide range of organizational entities. It can be applied in manufacturing outfits, healthcare organizations, educational institutions and more. The method enables organizations to apply criteria requirements as standard procedure that can be used across the organizational set up. Since it helps organizations to use it as a common tool, it is the basis of the considerations that will help them scale up the ladders of excellence (Bailey, 2015).

Baldrige Core Values

Customer-Driven Excellence

The end judges of performance are the customers. The organization must consider the product and service features holistically. They must keep their eyes on the kind of support that leads to added value for customers. When an organization adopts such behavior, there is a good chance of attaining customer satisfaction. It will also lead to acquisition of more customers, establish loyalty, and attract referrals. All these are facts that play into the sustainability of an organization. Excellence that is driven by customer satisfaction comes with current and future components, i.e. understanding the current customer needs and the potential in the market place (Core Values Partners, n.d.).

Customer driven excellence goes beyond reduction of defects, meeting specs or minimizing complaints. Nevertheless, these factors contribute to the customer's view of the organization. Thus, they also form an important aspect of customer driven excellence. Moreover, succeeding in recovering from errors, mistakes and defects is essential for retaining customers and having then for the long-term (Core Values Partners, n.d.).

Visionary Leadership

The senior leaders in organizations should develop a vision for the firm, show clear and practical values for the organization and the ethics, and show a marked level of customer focus. They set high expectations for the workforce. The values, vision and expectations should be equalized with the needs of all the stakeholders. Leaders should be at the forefront in the creation of strategies, systems and practices that are geared towards performance in the organizations. They should stimulate innovative instincts, build knowledge, and bolster capabilities in order to enhance the sustainability of the organization (Higginbotham, 2014).

Organizational vs. Personal Learning

In order to achieve a high level of organizational excellence, there is a need for a well-planned learning program for both the organizational learning and individual development. This incorporates making use of strategies that encourage sharing of knowledge through well planned systematic methods. Organizational learning incorporates a progressive improvement of the existing approaches and clear change and innovation that lead to setting new goals, services, products and exploring fresh markets (Higginbotham, 2014).

Valuing Workforce Members and Partners

Engaging the workforce or teams in meaningful work, clear direction of where the work is going or intends to go and performance checks are important determiners of success. The engaged workforce should be assured of a safe environment. Moreover, the successful organization makes use of diverse backgrounds of their staffs that have various skills, knowledge and creativity (Higginbotham, 2014).

Valuing the Members of the Workforce

Valuing a member of an organization's workforce means that the firm is committed to their aspirations, job satisfaction, development and general well-being. This phase of valuing staffs involves giving flexible, better work practice templates that are custom made for varying market labor needs (Higginbotham, 2014).

Valuing Partners

In order to attain their goals, there is need for organizations to develop both internal and external partnerships. Cooperation at the internal level means that there is cooperation between the labor force and the management. Network relationships are also an important aspect of forming internal partnerships. This is critical in improving flexibility, knowledge levels and sharing of information (Higginbotham, 2014).

Focus on the Future

Guaranteeing the sustainability of an organization needs a wider understanding of both short- and long-term factors that influence organizations and the markets. It is important to identify the important external environmental factors even if the results may be less predictable. Pursuit of sustained growth needs a strong inclination to the future and willingness to make commitments for the long-term with the important players, including the workforce, customers, stakeholders and partners, the general public and community in general. It needs flexibility in order to make modifications when needed (Higginbotham, 2014).

Managing for Innovation

The essence of innovation is meaningfully changing or improving the services, processes, programs and products of an organization. The aim is adding value for customers. Innovation should be viewed in new light. It is no longer the preserve of research sections of organizations. Innovation cannot be underestimated in organizations for the overall work systems' effectiveness and growth. Taking intelligent risks is important in the learning culture of an organization (Higginbotham, 2014).

Responsibility of the Society

The leaders in an organization should be at the forefront in stressing ethical behavior among members of the public. Societal well-being should also be addressed. The leaders in an organization should endeavor to become role models for the workforce and the organization in general with regard to matters of ethics, safety, environment and health. Such protection spans the whole length of organizational operations, including the life cycles of organizations' services and products. Organizations should foster conservation of resources and the reduction of waste. Negative impacts from processes, distribution, disposal, transportation and use should be included in the planning. Effective planning should involve intention to forestall problems. It should avail information and the requisite support in order to preserve awareness of the public confidence and safety (Higginbotham, 2014).

Management by Fact

The measurement and analysis of performance are key drivers of organizations. The provision of important data with regard to important processes is essential. Performance in organizations needs factual data in order to thrive. Such aspects as the reaction of customers to products, competitive standing on the market, partners, workforce abilities, costs, and financial trends are important in determining performance (Higginbotham, 2014).

Results and Value Creation

Performance measurement should never exclude important results. Create value that benefits the significant stake holders. This enhances the loyalty of customers. It plays an important role in the growth of the economy. The critical requirements of all stakeholders must be considered in the process of performance enhancement. This will evade the negative impacts on stakeholders (Higginbotham, 2014).

Systems Perspective

The Baldrige criterion gives systems perspectives for the management of organizations, in addition to the important processes for running the firms in order to attain positive results. There are seven criterion classes for the building of the systems and its mechanism.

Achieving success in organizational settings, performance management needs specific synthesis of the organization's integration and alignment. Synthesis incorporates the holistic view of an organization and thrives on important attributes of a business (Higginbotham, 2014).

Agility

According to Baldrige, success in organizations depends on agility. This is the capacity to change rapidly (Young, 2002). Bureaucracies are known impediments to agility. Organizations have shorter time spans to introduce fresh products that reflect innovativeness. Government entities are increasingly expected to adopt or respond fast to emergent issues (Young, 2002).

Conclusion

Engagement in organizations has been cited as a major reason for high performance. Workers are inspired to deliver their best for the customers and their organizations (Higginbotham, 2014). If companies can provide meaning and motivation to members of staff, their organizations are likely to benefit from team members that feel engaged and thus satisfied. Empowerment, free flow of… [END OF PREVIEW]

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