Introduction:Thearticle which we have chosen is “Does the soft aspects of TQM influence jobsatisfaction and commitment? An empirical analysis”. Purpose of our research isto analyze each soft aspect of TQM. Moreover, we also gave a comparison betweensoft and hard aspects of TQM. In this regard, we also took help from paststudies and previous surveys.
Organizationcan improve their performance and can achieve effectiveness by using TQM(Chapman and Al-Khawaldeh, 2002). In this era, TQM also focuses on humnrelations which is known as the “soft models”, while its origin haveengineering or statistical background. (Wilkinson, 1992). TQM focuses on the qualitativeaspects such as employee empowerment, customer focus, employee involvement,employee training, continuous improvement, feedbacks and appraisals, topmanagement commitment, and teamwork and these are all known as the soft aspectsof TQM.(Ahire et al., 1996).
Comparison of Soft and Hard TQM Practices:Soft TQM PracticesTQM’s soft practices are includedin company’s strategy, these factors have long lasting impact on company’smanagement and performance. (Lewis et al., 2006a; Vouzas & Psyhogios,2007).
TQM improve both human resourcemanagement and behavioral sides which consist of employee’s training, role ofsenior management, teamwork and coordination, relationship with supplier,creating value to needs and requirements of customers, and achieving customer satisfactionare the practices with which TQM deal. (Lewis et al., 2006a; Gadenne &Sharma, 2009). Incorporation of hard TQMpractices with soft TQM practices improve overall organization’s performanceand impact of soft TQM practices can be enhanced (Zairi & Thiagarajan,1997). Hard practices can be easily measured while assessment and measurement ofSoft practices is usually tough or challenging.
Soft practices are difficult toquantify than Hard practices for management (Samson & Terziovski, 1999).Powell (1995) and various other researches have shown that organization which haveimplemented soft TQM practices can perform better as compared to others. Soft TQM Practices include:· Customer focus· Training· Top management leadership· Workforce management· Supplier relationship Role of both Soft and Hard Aspects of TQM in Job Satisfaction:Ourreview highlights that quality management practices and techniques have been acquiredas a marketing strategy in the post-liberalized economy (Ebrahim Sultani, 2006). By reviewing and going throughdifferent research articles it is found that in both service and manufacturingsector the organizations which have implemented soft and hard practices haveincreased their performances (Lakhal, 2006) . An assessment of literature showedthat both soft and hard aspects of TQM leads to employee job satisfaction andemployees started to put more faith in organization’s policy. (A Wilikinson, 1996)Various researchers have use soft andhard as variables in their studies. “Thesoft aspects include transformational leadership, workplace spirituality,service climate, human resource management practices, employees’ affectivecommitment and job satisfaction. The hard aspects incorporate the managementinformation system and physical evidence” (Christos B.
Fotopoulos, 2009). It is said that the acquiring ofsoft and hard aspects of quality management is important or beneficial to succeedservice quality, employee satisfaction, employee commitment and customersatisfaction (Christos B. Fotopoulos, 2009).Conclusion:In our study, we critically analyze each soft aspectused in this research article. We also examine how they are related with jobsatisfaction and job commitment.
Apart from this we also highlight a comparisonbetween soft and hard aspects of TQM. Our study suggests that if organizations empower theshop floor employees or workers and train them properly, it would improve overallorganization results. The results also high lights on the implementation oftraining and the critical role of top management commitment to achieve jobsatisfaction and commitment. The findings provide a prescriptive outline forthe design and implementation of continuous improvement techniques, training,teamwork, and top management commitment. Focus of our study is on comparison of soft and hard aspectsof TQM and it only high lightened nine soft aspects of TQM and its impact onjob satisfaction and commitment, while on the other hand, various other HRM practicessuch as compensation, rewards, recognitions, and bonuses, overallorganizational culture, and atmosphere could be included as factors of inspectionand another model can be developed and tested. Critical Analysis on Article: Does the Soft Aspectsof TQM Influence Job Satisfaction and Commitment?Following measures areused as soft aspects in the article for which we have chosen for our study.
Now,the question is whether these factors lead to job satisfaction or job commitmentor both. We will discuss them one by one in detail. i. Employee empowerment ii. Employee training iii.
Teamwork iv. Appraisal system v. Customer focus vi. Continuous improvement vii.
Top management commitmentviii. Organizational trust ix. Employee involvement x. CommitmentDiagramatic view of article measures is shown below: SOFT ASPECTS Employee empowerment Employee training Teamwork Appraisal system Customer focus Continuous improvement Top management commitment Organizational trust Employee involvement Commitment Job Satisfaction Job Commitment