Globalization and Quality Management

Question: Discuss about the Globalization and Quality Management. Answer: Introduction: Globalization is a process that enables organizations in earning the worldwide recognition (Beck 2015). Quality Management is a process comprising of few factors, which takes care of the quality in every domain (Zink 2012). Globalization has brought an influential change in the mindset of the organizations (Brire, Chapelle and Szafarz 2012). Now, the organizations have divided into two segments. The first segment represents organizations, which have limited market reach with the local customers (Drori, Hllerer and Walgenbach 2013). The other segment represents organizations, which are focussing on a global appeal (Chio 2013). This report revolves around the influences of the globalization on the quality management at the work place. It also contains the seven quality management tools that ensure quality business in organizations. It also brief about all the stakeholders of those organizations that are globalizing. It comprises of the critical analysis of the influence that the globalization has constructed at the work place in the organizations. Globalization at the work place: The process, through which the expansion of the business market reaches to the international market, is globalization (Beck 2015). Globalization comes into effect after a continuous quality management at the work place. Quality Management at work place: Quality management helps in creating a good work place. A good work place is not about an impressive performance only (Hitt, Ireland and Hoskisson 2012). On contrary to this, it is more than just an impressive performance. Quality management tools influences the dimensions of organizations in becoming a good work place (Coker 2014). A quality flaws might not catch the attention of the higher management, things might remain unrectified (Cummings and Worley 2014). Moreover, it grows with every passage of day resulting in more wrong practices in the organization. Quality Management determines a perfect direction for an organization to head for (Lasserre 2012). This is not just about the higher management team but all the stakeholders of the organizations are more or less responsible. A bad work place is always helpful in finding clues about a good work place (Zink 2012). In a bad work place, often employees complaint about the management issues related to unfairness in wages, poor physi cal environment, unclear responsibilities, no feedbacks etc (Johnson 2014). It is like an uncertain place where uncertainties are common. Managers in such work place often tell the employees about unclear objectives, which is subject to change without any prior intimation. Moreover, quality of work, hostile unions is the two most important factors of a bad workplace (Dunning 2014). On contrary to this, a good work place possesses the characteristics such as clear objectives of all the managerial staffs and the stakeholders, lesser union effects etc. A high quality management creates a transparent atmosphere in and within the organization, which benefits not only the higher management but also the all stakeholders (Steven, Dong and Corsi 2014). A high quality management provides longevity to the organization with the sustenance of good performance (Steven, Dong and Corsi 2014). The anxiety among the employees, their poor health conditions are all growing because of inability to cope with the unfavoured conditions such as increased work pressure (Dunning 2014). A quality management do take care of the pressures on the employees by adding some alternative help. It gives a realization of the need of stakeholders and thereby helps in negotiating any negative impacts that an unexpected fact can cause. Quality management tools: Quality management tools are a bunch of techniques that helps in improving the quality of operations (Zink 2012). Quality management tools allow the tracking of the teams performance by doing some technical work. This comprises of Cause-and-effect diagram, Control chart, Check sheet, Histogram, Scatter diagram, Pareto chart and Stratification (Zink 2012). These tools enable the management to have a check on the effect of globalization and control on the team to some extent (Brire, Chapelle and Szafarz 2012). These tools help to have control on the effects of globalization. These tools provide a grab on the topic and allow its proper analysis technically (Zink 2012). Influence of globalization on quality management: Globalization has highly influenced the quality of the management in irrespective of the organizations (Coker 2014). Small organizations are finding it difficult to cope with the changed business scenarios. Globalization brings cultural diversity into the organizations and those small organizations are finding it difficult to cope with the requirements (Coker 2014). On contrary to this, big organizations those have flexibility to adjust their system with the changed phase of the business, the cultural diversity is benefitting those (Coker 2014). It is increasing the credibility in such organizations as the cultural diversity brings with it a bunch of distinct talents together (Lasserre 2012). Globalization has also influenced the earnings of the organizations (Johnson 2014). Big organizations can now introduce their services to other parts of world by means of outsourcing the service through third party in the concerned country. It brings more exposure of organizations to the customers by reaching to other countries. However, outsourcing also affect adversely on organizations as these outsources are independent and bear minimum control of their service provider (Zink 2012). An increased diversity in cultural due to globalization has opened up ample of training options inside the organizations (Steven, Dong and Corsi 2014). Cultural diversity is helpful in bringing a positive change in the organization as it opens up its hand to all from every corner (Steven, Dong and Corsi 2014). However, the cultural diversity enhances the necessity of conducting numerous training classes in organizations to create harmony and better understanding among diverse employees (Cummings and Worley 2014). Globalization helps in enhancing the standards of the service as the third party those who outsource the service are from foreign orientation (Johnson 2014). Foreign employees used to work in comparatively healthier environment. Moreover, to attract those foreign employees to enhance the business by raising the standard is of utmost requirement (Lasserre 2012). On contrary to this, smaller companies are hardly subject to such a drastic makeover, as it does not have sufficient financial backups to cope with the changed requirement. Roles of different stakeholders of organizations: Different stakeholders have different changed roles with the effect of globalization at the work place. Customers are an integral part of any organization and depend indirectly on organizations for their services and products (Cummings and Worley 2014). Globalization brings about new customers in addition to the existing customer base, as it is aiming on its expansion to the foreign part of the world (Beck 2015). Globalization benefits customers as it brings ample of choices to them with the exploration of new products (Beck 2015). Local market response helps organizations analysing the potentiality of their products and services and this motivates them for a foreign exposure (Beck 2015). On contrary to this, this step can also act as one of the causes that harm the local customer base. Moreover, Organizations might overlook their existing local customers to save any extra expenditure that can incur to meet with the separate requirements (Coker 2014). Globalization brings loads of responsibilities on the shoulders of the management (Beck 2015). The increased dimension of the business asks for more deployment of bench strength and thereby asking for a higher financial support (Johnson 2014). On a contrary to this, maintaining the quality in the management becomes challenging as the globalization has allowed the inclusion of foreign employees. Inclusion of foreign employees creates the necessity of training inside the organization to create harmony among the diverse employees (Lasserre 2012). Globalization gives new chances to the employees of organizations to go for a different exposure (Drori, Hllerer and Walgenbach 2013). On contrary to this, organizations might lose such employees who have already proved their credentials. Those employees are very adaptable with the local work place scenario. It is hard to fill the gap created with the shifting of such employees. Globalization brings cultural diversity in the organizations (Beck, 2015). On a contrary to this, it demands more and more training in place to create harmony among the diverse cultures. It asks for extra incur to invest on the training purposes. Globalization does also affect business partners representing different organizations by bringing diversity in their thoughts (Beck, 2015). Different business partners might have different work plan whereas the change brought by the globalization demand a uniform working of all the business partners. On contrary to this, it is very difficult to have homogenous thoughts across different business partners. Conclusion: Globalization has brought a broader market reach to the businesses. At the same time, it has also enhanced the chances of service failure in the existing part of market as globalization brings an added focus towards new partners in foreign countries. Moreover, the situation demands high productivity on their foreign part as these are only the initial stages and any wrong work may harm the business. Globalization expands the market reach by connecting business with the foreign countries. However, foreign exposure is not always healthy, as it demands outsourcing of the business in their international part. Business outsourcing brings new faces in organizations and those new faces have no direct link to organizations as they represent the third party Company. Globalization encourages for a quality work and requires number of training inside the organizations to mitigate the change. Globalization brings opportunities for the organizations and for the stakeholders by giving them new marke t exposure. 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