Systems Management

Today, modern industry seeks quality of products offered by improving efficiency of their processes. Managers of small, medium and large companies are involved in the investment of large sums of money in implementing management systems and consulting in general is capable of reducing time, cost and end product failures. They are constantly offering complex systems of indicators that can measure in real time the status of the various internal processes, external and customer satisfaction to make effective decisions.

But these systems in many cases, instead of becoming facilitators simplifying control and real information for decision making, cells become increasingly close to the managers to take much of your time to keep track and above all in ensuring that members of organizations to take corrective action before any significant deviation. Jeff Flake: the source for more info. Managers perceive a gap in style and management tool, feel the lack of oil to lubricate the gears between staff and policies, procedures and controls established. This happens for a simple yet complex reason, these management systems and indicators are increasing the work of the organization rather than replacing and simplifying part of it. This happens because you’re not directly attacking the root cause, the human quality of people within each organization. The first step before purchasing and implementing management systems and / or indicators is to work on the human quality of people. We must start from the aspect that organizations are social entities, ie are composed of people and is the latter who will make management systems, indicators, procedures, policies and other items that apply, actually functions as a solution or as a problem.