1. Discuss the importance of quality team works, and team building.

Answer: Team work is a fundamental element of total quality. The reason for this is simple and
practical. It is organizations, not individuals that produce products and provide services.
Consequently, peak performances and continual improvement are group, not individual,
endeavors. The following facts summarize the rationale for teamwork:
Teams satisfy the human social need to belong.
Two or more heads are better than one.
The whole team can be greater than the sum of its parts.
People in teams get to know each other, build trust and as a result want to help each other.
Teamwork promotes better communication.
Teamwork multiplies the potential of individual members.
Teamwork produces positive peer pressure.
Some teams are permanent like departments,sections, divisions etc. However, some are
ad hoc-they are formed to complete a specific assignment or mission. Part of building a
successful team is choosing team members wisely. This section describes strategies for
selecting team members naming officers, creating a mission statement, and developing
collegial relations among team members.
2. How would you handle conflicts in quality teams?
Answer: Conflicts will occur even in the best teams. Even when all team members agree on a
goal, they can still disagree on how best to accomplish it. Team leaders and members can apply
the following strategies for preventing a resolving team conflict.
Plan and work to establish a culture where individuality and dissent are in balance with
teamwork and cooperation.
Establish clear criteria for deciding when decisions will be made by individuals and when
they will be made by teams.
Dont allow individuals to build personal empires or to use the organization to advance
personal agendas.
Encourage and recognize individual risk taking behavior that breaks the organization out
of unhelpful habits and negative mental frameworks.
Encourage healthy, productive competition, productive competition, and discourage
unhealthy, counterproductive competition.
Recognize how difficult it can be to ensure effective cooperation and spend the energy
necessary to get just the right amount of it.
Value constructive dissent and encourage it.
Assign people of widely differing perspectives to every team or problem.
Reward and recognize both dissent and teamwork when they solve problems.
Teach employees how to manage both dissent and agreement.
Quickly assess whether conflict is healthy or destructive, and take immediate steps to
encourage the former and resolve or eliminate the after.
3. How do you reward quality achievements in a team?
Answer: An organizations attempt to institutionalize teamwork will fail unless it includes
implementation of an appropriate compensation system. Employees are compensates as

individuals. This matter is important because few employees work exclusively in a team. The
most successful compensation systems combine both individual and team pay. The most
successful compensation systems have the base individual compensation, individual incentive
compensation and team based incentive compensation as components. With such a system, all
employees receive their traditional individual base pay. In some cases, the amount of team
compensation awarded to individual team members is based on their individual performance
within the team or in other words on the contribution they made to the teams performance. There
is also a model that can be used for establishing a compensation system that reinforces bot team
and individual performance. The steps of the model are as follows:
decide what performance to measure.
determine how to measure the performance.
identify the rewards to be offered.
integrate related processes.
These systems include performance appraisal, the promotion process, and staffing. If team work
is important, one or more criteria relating to team work should be included in the organizations
performance appraisals process.
4. How do you communicate effectively?
Answer: Communication is the transfer of a message that is both received and understood.
Communication by itself is not necessarily effective communication. Effective communication
means that the message is received, understood, and acted on in the desired manner. It is the
senders responsibility to ensure that there is effective communication. Effective communication
is a higher order of communication. It involves receiving, understanding and acting on the
message. This means that effective communication may require persuasion, motivation,
monitoring, and leadership on the part of managers.There are various levels at which
communication can take place in a company. These levels are explained as follows:
One-on-one-level communication involves one person communicating with one other
person. This might involve a face-to-face conversation, a telephone call, or even a simple
gesture or fascial expression.
Team or unit level communication is communication within a peer group. The primary
difference between one on one level and team level communication is that with the latter,
all team members are involved in the process at once.
Company level communication is communication among groups. A meeting involving
various different departments within a company is an opportunity for company level
communication.
Community level communication occurs among groups inside a company and group
outside the company.
5. Why are listening skills important?
Answer: Hearing is a natural process, but listening is not. A person with highly sensitive hearing
abilities can be a poor listener. Conversely, a person with impaired hearing can be an excellent
listener. Hearing is the physiological decoding of sound waves, but listening involves perception.
Listening can be defined in numerous different ways. One of the most important communication
skills is listening. It is the skill people are least likely to have. Good listeners typically listen
more than they talk. Its one of the reasons they are good listeners. Listening is so important that

many tops employers provide listening skills training for their employees. This is not surprising
when you consider that good listening skills can lead to better customer satisfaction, greater
productivity with fewer mistakes, increased sharing of information that in turn can lead to more
creative and innovative work. Many successful leaders and entrepreneurs credit their success to
effective listening skills.
6. What are the management strategies for quality-focussed interpersonal needs?
Answer: The management strategies for quality focussed interpersonal needs are as follows:
Recognition of the need: To have employees with good interpersonal skills, managers must
recognize the need for these skills. Historically, the focus of the staffing process has been
technical skills and paper credentials. These are important considerations that should remain at
the forefront in making staffing decisions.
Careful selection: When interpersonal skills are made a part of the selection process, the process
changes somewhat. The screening of written credentials and technical skills continues in the
normal manner. After the candidates with the best credentials and technical skills have been
identified, they are seen carefully screened to determine whether they have such interpersonal
skills as listening, patience, empathy, tact, open mindedness, friendliness, and the ability not just
to get along in a diverse workplace but also to be a positive agent in helping other employees get
along with each other.
Training: It is the uncommon individual who possesses inborn interpersonal skills. Some people
are naturally good at dealing with others. However, most of us have room for improvement in
this key area of total quality. Fortunately, interpersonal skills can be acquired. People can learn to
listen better, empathize with different types of people, be tactful, and facilitate positive
interaction among fellow employees.
Measurement and reward: If managers value interpersonal skills, these skills will be measured as
part of the normal performance appraisal process. Correspondingly, the results of such appraisals
will be built into the reward system.
7. What are the principles of overcoming negativity and conflicts in workplace?
Answer: Managers who identify negativity in their organizations should take the appropriate
steps to eliminate it. The following strategies can be used to overcome negativity in
organizations:
Communicate: Frequent, ongoing, effective communication is the best defense against
negativity in organizations.
Establish clear expectations: Make sure all employees what is expected of them as
individuals and as members of the team.
Provide for anxiety venting.
Build trust.
Involve employees.
The following guidelines can be used by managers for resolving a conflict:
Determine how important the issue is to all people involved.

Determine whether all people involved are willing and able to discuss the issue in a
positive manner.
Select a private place where the issue can be discussed confidentially by everyone
involved.
Make sure that both sides understand that they are responsible for both the problem and
the solution.
Solicit opening comments from both sides.
Guide participants toward a clear and specified definition of the problem.
Evaluate the costs versus the gains of all proposed solutions and discuss them openly.
Reflect on the issue and discuss the conflict resolution process.

8. How can you manage conflict in the workplace?

Answer: Human conflict is a normal and unavoidable aspect of the highly competitive modern
workplace, even in a total quality setting. One of the human relational skills needed by people in
such a setting is the ability to disagree with fellow workers without being disagreeable. However,
even if most members of an organization have this skill, conflicts still may arise among workers.
When people work together, no matter how committed they are to a common goal, human
conflict is going to occur. Consequently, managers in a total quality setting must be proficient in
resolving conflict. This section contains information managers need to know to be catalysts in
resolving human conflict in the workplace.
9. How do you communicate in conflict situations?
Answer: In managing conflict which in essence means resolving conflict when it is having
negative effects and promoting conflict when doing so might help avoid stagnation
communication is critical. The following guidelines for using communication in managing
conflict can be helpful:
The initial attitude of those involved in the conflict can predetermine the outcome.
When possible, conflict guidelines should be in a place before conflicts occur.
Assessing blame should not be allowed.
More of the same solutions should be eliminated.
Maintain trust by keeping promises.
10. How does quality suffer if there is a major conflict?
Answer: Conflicts will have a major effect on quality. Some of them are
There will be a change in decision making.
They may loose customers and reputation.
There will not be any end of the mistakes.
They may loose efficient employees.

Articles
All-Electric Porsche Concept Includes Heads-Up Holograms
Porsche the super car manufacturer has entered the electric car scene with the Mission E. Porsche Mission E has
an all-wheel drive, all-wheel steering, accelerates from 0 to 100 km/h in 3.5 seconds and has a charging time of 15

minutes to reach an 80% charge of electrical energy. It is Porcshe's first 800-volt drive system. The car can be
recharged by using special conductive tiles the driver simply drives over. It can also be recharged with a charging
port for the 'Porsche Turbo Charging' system. Mission E's instruments are operated by eye-tracking and gesture
control technology, and some even via holograms. The dashboard displays will automatically adjusting to the
driver's position. 2 'permanent magnet' synchronous motors (PMSM) power the car and recover braking
energy. Together the motors produce over 600 hp. The motors are similar to those used in Porsche's 919 hybrid. The
car's body is made up of a functional mix of aluminium, steel and carbon fiber reinforced polymer. Mission E can
travel around 500 km on one battery charge. It can be charged for around 400 km driving range in only 15 minutes.
Mission E has cameras instead of door mirrors. They contribute to the car's aerodynamics and its futuristic look
and have 4-point LED front lights, giving it a futuristic look. The rear light is one continuous red stripe.

New Material Stops Its Own Leaks

A new material developed by researchers at University of Michigan is capable of healing
from punctures by itself. This new material is sandwiched between two solid polymer layers
and when a bullet is shot; the whole created by it is healed when the liquid reacts with the
oxygen in the air and becomes a solid plug within a second. This so makes a good deal for
the automakers and other industries on earth though it was actually developed for use in
spacecraft where it could help stop a possible oxygen leak.
This research was published in the journal ACS Macro Letters.

FCA Recalling 27,520 Dodge Darts

The Dodge Darts manufactured during 2013-2015 with dual dry-clutch transmissions could unexpectedly shift into
neutral. This made Fiat Chrysler recall 27,520 of the darts. Off which 23,688 are from USA, 3.376 from Canada and
451 from rest of the world. The actual reason is that a mounting bracket can disrupt a circuit board in the
transmission control module and shift the vehicle to neutral. Safety features are intact and the engine too stays on
even after the vehicle shifts to neutral. Also the dashboard warning light might get illuminated for this issue. As of
now the company is unaware of any issues like accidents and injuries due to this defect.