Deming Vs. Baldridge
Deming vs. Baldridge
Deming vs. Baldridge
Business excellence is the ultimate goal for most companies. This refers to the outstanding management of the organization, which in turn leads to improved general performance. The advantage of business excellence is that it gives the company a competitive advantage, thereby placing it in a position of making maximum profits (Bailey 2016). Various practices have evolved into models which most organizations are encouraged to use in achieving their objectives. Among them we have Deming and Baldridge approaches which have proven to increase the performance of the company once implemented.
Baldridge framework for instance, is one of the approaches which has been used by many organizations in improving the organizational effectiveness as well as enabling them achieve their goals. The purpose of this model is simply to provide a framework which will enable the organization cover critical management aspects as well as improving its performance (Bailey 2016). The approach makes use of all performance management frameworks implemented in the firm with an attempt of improving its performance and enable it to thrive towards achieving excellence.
The value of this model is non-prescriptive in nature, which means that it does not tell the leaders how to manage the organization. Baldridge framework encourages the management to take time and analyze their system. Through this they will be able to understand what needs to be put in place in order to achieve the expected results. Some of the core principles which apply in this model include visionary leadership, valuing workforce and partners, personal and organizational learning, focusing on the future, focusing on the results among many other things. By practicing all this aspects then it is very possible for the organization to perform better (Schulingkamp & Latham 2015).
On the other hand, Deming model also offers fourteen key management principles which are effective in transforming the business. These principles also helps in creating constancy of purpose which also contributes in improving the quality of the products and services provided within the organization. The principles also help in maintaining the competitive advantage of the firm, which is very important when it comes to business. Some of the principle points included in this model include driving out fear, institute training on the job, adoption of new philosophy, breaking down of barriers among many other things which help in adding value to the organization.
Deming model focus so much on what should be done in order to improve the general performance of the organization. Most businesses employ this method with the aim of remaining relevant in the market for a longer period of time and also to protect the jobs and the investors. There is much done in this model when it comes to training the workers, making relevant changes to the institution in order to match the external changes among many other things. All these approaches highly contribute to increased performance within the organization.
The main difference between Baldridge principles and Deming’s 14 principles come from their definition of quality. Both of them help the organization to achieve quality but then the two concentrate of different areas (Schulingkamp & Latham 2015). Baldridge is customer-centric which means that the end user of the product is the only person who determines its quality. On the other hand the Demi’s principles are producer oriented thereby inspiring accountability. This means that quality control is the central focus of Deming’s 14 principles. These principles should be applied in workplace in enabling them improve their overall services. I feel Deming principles speak higher quality since there is higher concentration on the procedures used in achieving specific outcomes.
In general, both Deming and Baldridge principles contribute in improving the general performance of the organization. For this reason it is always important for the firm to understand its ultimate goal, before making use of any of these principles. The objectives of the firm generally differ, which raises the important of first analyzing which model suits the firm before implementing them. This is simply because the same model which works best for one company may fail to work for the other.
Bailey, D. M. (2017). Focus on the Baldrige Board of Overseers: Pat Greco.
Schulingkamp, R. C., & Latham, J. R. (2015). Healthcare performance excellence: a comparison of Baldrige award recipients and competitors. Quality Management Journal, 22(3), 6-22.
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