Lecture Notes Review: Quality Management, Job Design, and DEI

Flashcards based on lecture notes covering quality management philosophies (Crosby, Six Sigma), job design, and key concepts in Diversity, Equity, and Inclusion (DEI).

Employee Resource Groups (ERGs)

A voluntary, employee-led organization within a company that provides support, networking, and advocacy for specific communities or affinity groups, such as women, LGBTQ+ individuals, or people of color.

Philip Crosby's four absolutes of quality

The core tenets of quality management consisting of conformance to requirements, prevention, performance standards and measurement.

Do it right the first time

Philip Crosby’s specific method for achieving high quality by management focusing on strategic planning.

Quality Measurement (Crosby)

The method of measuring quality by the additional cost of not producing zero-defect products the first time.

Six Sigma

A philosophy developed by engineers at Motorola during the 1980s to provide a more precise way to measure process defects.

Six Sigma Quality Standard

A standard of quality measured on the basis of defects per million.

DMAIC

The acronym for the Six Sigma methodology standing for Define, measure, analyze, improve, control.

Job Design Methods

Techniques used to structure work, including job enrichment, job enlargement, job rotation, job crafting, and job loading.

Job Characteristics Model

A model by Hackman and Oldham suggesting five ways to enrich a job: Skill variety, task identity, task significance, autonomy, and feedback.

Horizontal job loading

Adding different tasks to a job that are equal to other existing tasks.

Vertical job loading

Adding decision making responsibilities to a position.

Long-term health resources

The three resources that have a significant impact on the long-term health of a corporation: Time, labor and finances.

Unconscious Bias

Implicit attitudes or stereotypes that influence understanding, actions, and decisions in an unconscious manner, often leading to unintentional discrimination.

Microaggressions

Subtle, often unintentional, discriminatory remarks or actions directed toward marginalized groups that undermine their sense of belonging.

Affirmative Action

Policies and practices designed to address historical discrimination by promoting the hiring, promotion, and advancement of individuals from underrepresented groups.

Cultural Competence

The ability to effectively interact and communicate with people from different cultural backgrounds by respecting their perspectives and values.

Allyship

The practice of individuals from privileged or majority groups actively supporting and advocating for marginalized groups through education and amplification of voices.

Intersectionality

The interconnected nature of social categorizations such as race, gender, and socioeconomic status, which can create overlapping systems of disadvantage.

Tokenism

The practice of including a small number of individuals from underrepresented groups to give the appearance of diversity without addressing systemic inequalities.

Pipeline Problem

The misconception that a lack of diversity is due to a shortage of qualified candidates rather than systemic barriers or biases in recruitment and hiring.

Inclusive Leadership

Leadership styles that prioritize diversity, equity, and inclusion to foster an environment where all employees feel valued and empowered.

Equity Audit

A systematic review of organizational policies and practices to identify inequities and develop strategies to ensure fairness and justice.

Diversity Tax

The additional burden or costs faced by underrepresented groups, such as being disproportionately tasked with diversity-related responsibilities or facing microaggressions.

Bostock v. Clayton County

The Supreme Court ruling that determined Title VII extends protections to LGBTQ+ employees, as discrimination based on sexual orientation or gender identity is a form of sex discrimination.

Power Distance Index (PDI)

A dimension measuring the extent to which less powerful employees accept and expect that power is distributed unequally within an organization.

Individualism (Workplace)

A workplace environment, per Hofstede, where employees are expected to take care of themselves and their immediate tasks.

Hofstede’s 6 dimensions

A framework for understanding cultural differences consisting of Power Distance Index, Individualism vs Collectivism, Masculinity vs Femininity, Uncertainty Avoidance, Long-term orientation vs short-term orientation, and indulgence vs restraint.