Out of the Crisis

Printer-friendly versionPrinter-friendly version
Title Out of the Crisis
Publication Type Book
Pub Year 1982
Authors Deming, E. W.
Publisher MIT Press (MA)
Keywords appraisal, ethics, fear, leadership, results, rivalry
Notes appraisal"Basically, what is wrong is that the performance appraisal or merit rating focuses on the end product, at the end of the stream, not on leadership to help people. This is a way to avoid the problems of people. A manager becomes, in effect, a manager of defects....
The effect is exactly the opposite of what the words promise. Everyone propels himself forward, or tries to, for his own good, on his own life preserver. The organization is the loser.

Merit rating rewards people that do well in the system. It does not reward attempts to improve the system. Don't rock the boat."

appraisal, rivalry"Management by objective leads to the same evil. Management by the numbers likewise. Management by fear would be a better name, someone in Germany suggested. The effect is devastating:

'It nourishes short-term performance, annihilates long-term planning, builds fear, demolishes team-work, nourishes rivalry and politics. It leaves people bitter, crushed, bruised, battered, desolate, despondent, dejected, feeling inferior, some even depressed, unfit for work for weeks after receipt of rating, unable to comprehend why they are inferior.'

It is unfair, as it ascribes to the people in a group differences that may be caused totally by the system that they work in." (p. 102)

ethics"The cause of a point outside the limit of variation of the system on the bad side may be permanent; it may be ephemeral. Someone that can not learn the job would provide an example of a permanent circumstance. The company hired him for this job; hence has a moral obligation to put him into the right job." (p. 115)

Compare with Collis 1: "The right person should be matched with the right job, not only initially but continuously."

URL http://books.google.com/books?id=LA15eDlOPgoC