Work has become a form of slavery for many individuals, for eample, working from 9-5 to make a living doing a job they hate. This causes ongoing problems in their personal and professional lives, leading to dissatisfaction with their profession and, eventually, burnout.
Numerous strategies have been proposed over the years to boost employee happiness and motivation at work, but they have not yielded the desired results. Among all this confusion, the theory and practices presented by Dr. Howard Gitlow is making headlines because it does boost employee happiness and motivation at work.
Dr. Gitlow’s management style is based on the premise that if employees are allowed to standardize and improve their jobs, with the commitment of management, they will be haviep and more productive. Several companies have used Gitlow’s approach and optimized their EBITA using his theory of management, called Deming-based Lean Six Sigma Management.
Transforming the Work Culture
Howard Gitlow’s perspective as a leader inspires him to disseminate the same idea and management style to other organizations so that they can cherish their employees. It is time to leave the old working environment and enter the new one, which will serve as a source of motivation for everyone in the organization.
Dr. Gitlow has been a Management Science professor at the Miami Herbert Business School since 1977. Before this, he served as an Assistant Professor at City University of New York’s Baruch College from 1974 to 1976. He also served as a visiting professor at the Stern School of Business at New York University from 2007 to 2014. In 1990, he studied under Dr. Noriaki Kano at the Science University of Tokyo. Dr. Gitlow also co-founded the first Deming Institute at the University of Miami with Dr. Deming.
His Deming-based Lean Six Sigma Management theory has three component parts. The macro model uses dashboards to create a cascading syste, of mission statement, job descriptions with onjectives and metrics. This gets all employees rowing the organizational canoe in the same direction, the mission statement. The micro model model allows workers, sanctioned by managers, to continuously improve their jobs, thereby releasing the power contained in intrinsic motivation. The management model, Dr. Deming’s theory of managent, provides an organization culture that is data driven and blames management for organizational problems, not the employee.
Dr. Howard Gitlow’s revolutionary management style provides a robust foundation for obtaining job mastery and breaking free from job slavery. It allows everyone in the business to grow and allows management to monitor employee performance efficiently, laying forth a strategy for success.