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TOTAL QUALITY MANAGEMENT (TQM)


INTRODUCTION-


Ed Deming was not the founder of TQM. That honor goes to Walter Shewhart who came up with the management ideology in the 10s. At this time none of the United States corporations where willing to test his ideas due to they felt they where doing fine. Ed Deming came along a student under Shewhart. Deming tried to refine the ideas of TQM and got a chance in Japan to try these approaches to management in 150s. As Japan began moving in and taking over areas that had be predominately controlled by the U.S. , only then did these companies sit up and take notice to this system called TQM and wonder what it was and why it was working for the Japanese. In the 180s a flood of U.S. organizations started trying to implement TQM.


Managerial Paradigm is the way peoples think and act in conducting business. It provides a structure -- rules and standards -- as well as accepted norms of managerial practice, laws, theories, applications, and instruments.


Buy cheap Total Quality Management term paper

DEFINATION-TQM is a structured system. When all of its elements are implemented properly, TQM is like a well-built house. Its solid, strong, and cohesive. If TQM is not planned for and implemented correctly, it will be structurally weak and will probably fail. TQM is the system of activities directed at achieving delighted customers, empowered employees, higher revenues, and lower costs.


TERMS USED IN TQM-


It is said that quality is defined only in terms of agent. Where the employee may have one definition of quality the employer may have a totally different definition to this word. When pressed to define pornography, a Supreme Court Justice in the United States once commented that he couldnt define it but knew it when he saw it. So is with the word quality. So comes the saying quality is in the eyes of the beholder. Any definition of quality should include the following features-


1) Conformance to customer specifications.


) Conformance to legal or statuary requirements.


) Meeting or exceeding the anticipated wishes of the customer.


4) Something better than your competitors.


The official ISO 840 definition of quality is


The totality of characteristics and an entity that bear on its ability to satisfy stated or implied needs. Quality is not only products and services but also includes processes, environment, and people.


Total Quality is an approach to doing business that attempts to maximize the competitiveness of an organization through the continual improvement of the quality of its products, services, people, processes, and environment.


Neither business managers nor academicians can agree completely upon the definition of TQM or how to put the concept into practice. What they do agree upon include the following. TQM is not an overnight, passing fad that can be learned quickly. It cannot be purchased from a vendor, or selected out of a training catalog. TQM success demands total commitment from entire organization, and cannot be half -- hearted venture pursued by only part of the organization. TQM consists of continuous improvement activities involving everyone in the organization -- managers and workers -- in a totally integrated effort toward improving performance at every level.


PRINCIPLES TO TQM-


There are a few guiding principles to TQM-


1) Successful TQM requires both behavioral and cultural changes.


) Successful TQM system brings two other management systems together with a behavioral and cultural commitment to customer quality.


) TQM becomes a system within itself by default or choice.


4) Organizational management system, Human resource management systems and total quality management must be aligned in a successful TQM initiative.


WHY TQM CAN FAIL?


Yes, Total Quality Management fails. Following are the reasons because of which Total Quality Management fails-


Reason #1 Improper Planning


Organizations tend to be so anxious to begin doing something, that


they start off being unclear as to what they are trying to accomplish and


how to get there. There is a time to jump to action and a time to insure


that the actions are properly planned and considered. Jumping in too


early creates chaos and cynicism as expectations are frustrated.


Reason # Management Confusion


Managers need to lead the organization to quality processes. Too often


managers have not considered what this means on a day to day level.


Many managers will need some coaching on what their roles might be,


and how to carry them out, but quite frequently, managers are not


prepared for the tasks they face.


Reason # Inadequate Support To Managers


So far, there has been a tendency to hire TQM consultants to visit for a


half-day or so to start the process. This puts incredible pressure on


managers since they have little ongoing access to the expert help they


need to make this work. Also, some activities that are part of TQM are


best carried out by outsiders who bring a different kind of objectivity


to the process.


Reason #4 Partial Implementation (Hedging)


Many organizations jump in by implementing only one piece of TQM,


usually focussing on the customer, or collecting information from


employees. Customer service is only one part of the puzzle, and


empowering employees is not likely to bring about change unless other


issues are addressed.


Reason #5 Inadequate Marketing


There is considerable cynicism in the public sector these days.


Employees have seen management fads come and go without impact.


TQM programs that do not communicate the TQM principles and


management intent usually fail. TQM must be explained in ways which


show how it will benefit all members of the organization. Then


management must lead by example.


Reason #6 Impatience


Any organization change requires perseverance and patience.


Management that is not willing to work at it over an extended time will


start backing off the principles and become inconsistent in their actions.


That destroys their own credibility, and the credibility of organization


change in general.





TOTAL QUALITY MANAGEMENT (TQM)


INTRODUCTION-


Ed Deming was not the founder of TQM. That honor goes to Walter Shewhart who came up with the management ideology in the 10s. At this time none of the United States corporations where willing to test his ideas due to they felt they where doing fine. Ed Deming came along a student under Shewhart. Deming tried to refine the ideas of TQM and got a chance in Japan to try these approaches to management in 150s. As Japan began moving in and taking over areas that had be predominately controlled by the U.S. , only then did these companies sit up and take notice to this system called TQM and wonder what it was and why it was working for the Japanese. In the 180s a flood of U.S. organizations started trying to implement TQM.


Managerial Paradigm is the way peoples think and act in conducting business. It provides a structure -- rules and standards -- as well as accepted norms of managerial practice, laws, theories, applications, and instruments.


DEFINATION-TQM is a structured system. When all of its elements are implemented properly, TQM is like a well-built house. Its solid, strong, and cohesive. If TQM is not planned for and implemented correctly, it will be structurally weak and will probably fail. TQM is the system of activities directed at achieving delighted customers, empowered employees, higher revenues, and lower costs.


TERMS USED IN TQM-


It is said that quality is defined only in terms of agent. Where the employee may have one definition of quality the employer may have a totally different definition to this word. When pressed to define pornography, a Supreme Court Justice in the United States once commented that he couldnt define it but knew it when he saw it. So is with the word quality. So comes the saying quality is in the eyes of the beholder. Any definition of quality should include the following features-


1) Conformance to customer specifications.


) Conformance to legal or statuary requirements.


) Meeting or exceeding the anticipated wishes of the customer.


4) Something better than your competitors.


The official ISO 840 definition of quality is


The totality of characteristics and an entity that bear on its ability to satisfy stated or implied needs. Quality is not only products and services but also includes processes, environment, and people.


Total Quality is an approach to doing business that attempts to maximize the competitiveness of an organization through the continual improvement of the quality of its products, services, people, processes, and environment.


Neither business managers nor academicians can agree completely upon the definition of TQM or how to put the concept into practice. What they do agree upon include the following. TQM is not an overnight, passing fad that can be learned quickly. It cannot be purchased from a vendor, or selected out of a training catalog. TQM success demands total commitment from entire organization, and cannot be half -- hearted venture pursued by only part of the organization. TQM consists of continuous improvement activities involving everyone in the organization -- managers and workers -- in a totally integrated effort toward improving performance at every level.


PRINCIPLES TO TQM-


There are a few guiding principles to TQM-


1) Successful TQM requires both behavioral and cultural changes.


) Successful TQM system brings two other management systems together with a behavioral and cultural commitment to customer quality.


) TQM becomes a system within itself by default or choice.


4) Organizational management system, Human resource management systems and total quality management must be aligned in a successful TQM initiative.


WHY TQM CAN FAIL?


Yes, Total Quality Management fails. Following are the reasons because of which Total Quality Management fails-


Reason #1 Improper Planning


Organizations tend to be so anxious to begin doing something, that


they start off being unclear as to what they are trying to accomplish and


how to get there. There is a time to jump to action and a time to insure


that the actions are properly planned and considered. Jumping in too


early creates chaos and cynicism as expectations are frustrated.


Reason # Management Confusion


Managers need to lead the organization to quality processes. Too often


managers have not considered what this means on a day to day level.


Many managers will need some coaching on what their roles might be,


and how to carry them out, but quite frequently, managers are not


prepared for the tasks they face.


Reason # Inadequate Support To Managers


So far, there has been a tendency to hire TQM consultants to visit for a


half-day or so to start the process. This puts incredible pressure on


managers since they have little ongoing access to the expert help they


need to make this work. Also, some activities that are part of TQM are


best carried out by outsiders who bring a different kind of objectivity


to the process.


Reason #4 Partial Implementation (Hedging)


Many organizations jump in by implementing only one piece of TQM,


usually focussing on the customer, or collecting information from


employees. Customer service is only one part of the puzzle, and


empowering employees is not likely to bring about change unless other


issues are addressed.


Reason #5 Inadequate Marketing


There is considerable cynicism in the public sector these days.


Employees have seen management fads come and go without impact.


TQM programs that do not communicate the TQM principles and


management intent usually fail. TQM must be explained in ways which


show how it will benefit all members of the organization. Then


management must lead by example.


Reason #6 Impatience


Any organization change requires perseverance and patience.


Management that is not willing to work at it over an extended time will


start backing off the principles and become inconsistent in their actions.


That destroys their own credibility, and the credibility of organization


change in general.








Please note that this sample paper on Total Quality Management is for your review only. In order to eliminate any of the plagiarism issues, it is highly recommended that you do not use it for you own writing purposes. In case you experience difficulties with writing a well structured and accurately composed paper on Total Quality Management, we are here to assist you. Your cheap custom college paper on Total Quality Management will be written from scratch, so you do not have to worry about its originality.

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If you order your custom term paper from our custom writing service you will receive a perfectly written assignment on The Freedom of Death. What we need from you is to provide us with your detailed paper instructions for our experienced writers to follow all of your specific writing requirements. Specify your order details, state the exact number of pages required and our custom writing professionals will deliver the best quality The Freedom of Death paper right on time.

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The Freedom of Death


The struggle between love and war is never ending. While one may have love, however war within that love can still exist, and vice versa. Women, being more emotional than men (usually), tend to put their emotions out there for the public either to accept or reject; not until recently have women’s emotions been more welcomed. Kate Chopin wrote a very intense piece which dealt with a woman’s pure, raw emotion, and she received much criticism for it. Taking a look at her piece, “The Story of an Hour,” we can see how Chopin expresses such raw emotions and why she received the criticism that she did.


Men and women have never been viewed as equals, especially during Chopin’s lifetime (18 -104). Men were seen as the stability in the relationship and women were to be subservient to their men and this was not to be any other way. What Chopin does in this piece is she throws the rules out the window and expresses through her writing how women may truly feel if her husband happens to pass a sense of freedom and self-discovery. In this story, Louise is going through a large transition in her life and her way of thinking. While mourning the loss of her husband, Louise arrives at a new, life-altering awareness “There would be no one to live for her during those coming years she would live for herself” (147). This quote expresses the suppression that Louise was feeling in the past, but now has come to the realization that she is now her own person, with the ability to think and act for herself.


After reading this short story critics could not bear or comprehend the thought of a woman (living at that time) without a man. They also could not grasp the idea of a lady expressing thoughts of freedom and exuberance after the death of her husband. She was to mourn the loss of him, until another man could fulfill the void that was left. Chopin received much disapproval for “The Story of an Hour”, and it is apparent that readers could not handle this new way of writing or thinking


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What affronted the genteel readers of the 180s was Chopin’s attempt to write frankly about women’s emotions in their relations with men, children, and their own sexuality. (141)


Up until Chopin, readers were comfortable with romantic stories, or stories that ended happily, not a story that deals with life and death, and everything in between. Not everyone enjoys change, but without stories and ideas like Chopin’s, people would not embrace the thoughts and suggestions portrayed by her and would not realize that it is okay to think this way.


Chopin’s piece “Story of an Hour” is a prime example of a love and war theme. Mrs. Mallard possesses a great love for her husband Bently, and not until she receives word of her husband’s death, does the war inside her appear. For years Louise Mallard did nothing but exude love for Bently, but in the moments of despair and loss she questions their love, and her fear of being alone


as she looked upon it in that brief moment of illumination. And yet she had loved him � sometimes. Often she did not. What did it matter! What could love the unsolved mystery, count for in face of this possession of self-assertion which she suddenly recognized as the strongest impulse of being! (147)


Here is where the battle of love and war is shown, but it is a battle within Louise’s own mind. She did love Bently, yes, but his restraints upon her own decision making kept her emotions pent up inside. Now that Bently is “dead”, she has regained life and is feeling a sense of empowerment. Louise is no longer confined to a man. Experiencing these new emotions and feelings is the very turning point in Louises life. “She breathed a quick prayer that life might be long. It was only yesterday she had thought with a shudder that life might be long” (147). This segment leads into the irony of the piece, and maybe most shocking bit, the ending. After feeling as though her life is just beginning, it ends. In the beginning of the piece there is a fear that the news of Louise’s husband’s death will kill her but, it is actually the knowledge and vision of her husbands being which ends her new found love for life, for good. Although pure and honest, the emotion that Chopin displays in “The Story of an Hour” was not something that was accepted in the late 1800’s and this behavior and creativity was actually very much frowned upon.


The struggles which Louise is feeling are true of what women everywhere would feel in a situation like her own, living everyday in a relationship in which there was learned love and a force of habit. Louise did love her husband, or so she thought, and unfortunately, it is the thought of his death that helped her envision a life to live for herself and not someone else living it for her, with her being in the background. Chopin does an incredibly wonderful job with expressing Louise’s point-of-view throughout the entire piece. Her style of writing, the language she using, and her tone all help the reader feel like they, themselves, are Mrs. Mallard. Although receiving a not-so-positive response, today “The Story of an Hour”, can be, and is, very much accepted and appreciated for its entirety.


Chopin, Kate. “The Story of an Hour.” Literature and It’s Writers. nd edition. Ed. Ann Charters. Boston Bedford/St. Martins, 1. 141-147.


Please note that this sample paper on The Freedom of Death is for your review only. In order to eliminate any of the plagiarism issues, it is highly recommended that you do not use it for you own writing purposes. In case you experience difficulties with writing a well structured and accurately composed paper on The Freedom of Death, we are here to assist you. Your cheap custom college paper on The Freedom of Death will be written from scratch, so you do not have to worry about its originality.

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If you order your custom term paper from our custom writing service you will receive a perfectly written assignment on reflection. What we need from you is to provide us with your detailed paper instructions for our experienced writers to follow all of your specific writing requirements. Specify your order details, state the exact number of pages required and our custom writing professionals will deliver the best quality reflection paper right on time.

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Steven Finley





Throughout my life I have looked up to my sister with the utmost respect. She always set out her goals and went after them and managed to accomplish them well. She was always a high achiever throughout high school and earned many scholarships when she graduated. My sister is now a sophomore in college. She attends NYIT on Long Island. She originally went to Wentworth in Boston. I have learned a lot of things from her. What she did in college was one of the most important things that she could have taught me. She was in Boston away from home life and she was having a little too much fun. She was very smart in high school and now was faced with not being able to do the work; the reason why she failed two of her classes is because she wasn’t concentrating on her work. It was on having a good time. She was not able to balance the independent social life with the academic responsibilities. After one semester she came to realize that she had made a terrible mistake and decided that the best thing for her was to transfer to a college close to home and move back home. Needless to say she did wonderfully the next semester.


This taught me a lot because I realize that going away to college is not only a finding of independence it is also a time to mature and deal with the responsibilities that will come my way.


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I know what my goals are and I hope to accomplish them either by attending a college away from home or even if I stay home and commute to college. I would like to major in Graphic Design and continue on playing golf in college as I have throughout my high school years. I feel I have some “inherited” artistic talent through my grandmother and my sister. I have imagination to go along with that talent to design computer-oriented material. I am currently doing a business internship with a local Graphic Design company. I work daily on business cards, company journals, letterheads and calendars. I enjoy the field tremendously and look forward to earning my college degree in Graphic Design.


Whether I go away to college or stay home and attend college, I have learned something very valuable through my sister. My goals are most important to me and nothing will come in the way of achieving them.





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If you order your custom term paper from our custom writing service you will receive a perfectly written assignment on Irony and symbolism in the Lion of Kabul. What we need from you is to provide us with your detailed paper instructions for our experienced writers to follow all of your specific writing requirements. Specify your order details, state the exact number of pages required and our custom writing professionals will deliver the best quality Irony and symbolism in the Lion of Kabul paper right on time.

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Irony and Symbolism in the Lion of Kabul


The narrative essay “The Lion of Kabul“, by Christine Aziz, discusses the author’s experience regarding a sightseeing tour of Kabul. The author’s experience begins with Aziz describing her lackluster feelings towards the taxi driver’s scenic route. The author witnesses what has become of Kabul following the city’s self-destruction. Despite the less than impressive surroundings, Amir Shah (the taxi driver) seems unaffected by his home’s tragedy. She can’t fully understand his enthusiasm toward such a desolate place. As her journey continues, she comes to understand Shah’s perspective. The essayist describes her visit using many examples of irony and symbolism.


Irony is the use of words to express something other than and the opposite of the literal meaning. Aziz uses this technique throughout her story. Aziz describes how Shah takes her to a zoo, which turns out to be “bars of twisted metal and the walls nothing more than rubble” (81). This is an example of irony because when people think of a zoo, they think of impressive layouts and cages not the author’s description. Aziz also tells of when Shah takes her to where he used to live. The house that Aziz describes is “a wall standing amid a pile of rubble” (8). In fact, Shah warns her “not to step off the road because land mines litter the residential areas” (8). When people think of a residential area, houses are walls, a roof, and a door. Land mines are also not included in their thoughts.





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Symbolism is the art of using objects to represent another object, or to represent a meaning. The majority of the story’s symbolism lies with the lion. The essayist speaks of a


once-powerful lion, that has been reduced to a sightless, heavily scarred shadow of his former self. The lion became this way following a confrontation with the mujahideen (a guerrilla faction). Despite the efforts of the best hospital in Kabul, Shah explains, “ ‘he was too badly injured. They did the best they could.‘ “ (Aziz 8). It seems that the people of Kabul fought so hard to keep lion alive because “this proud animal had become a symbol for the city itself and the grisly drama a metaphor for the senseless battles that have been played out in the city‘s streets“ (Aziz 8). Both were once proud and impressive, but now are left barely surviving. Another example of symbolism is found when the author discovers Shah’s garden and “in the fading light we notice


[. . . ] sweet-smelling blossoms” (Aziz 8). The reader is given a sense that the city will overcome and that the future seems bright.


In conclusion, the author uses the techniques of irony and symbolism to produce an essay that has a profound impact on the reader. The combination of these literary devices aids the reader in creating a mental picture of the situation. Without such devices the story could not draw, the readers in, or make them care about the subject. Readers of this essay can sympathize with the people of Kabul and realize their hopes and concerns. Aziz techniques help the reader learn to understand Amir Shah’s perspective as the author did





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If you order your custom term paper from our custom writing service you will receive a perfectly written assignment on deere. What we need from you is to provide us with your detailed paper instructions for our experienced writers to follow all of your specific writing requirements. Specify your order details, state the exact number of pages required and our custom writing professionals will deliver the best quality deere paper right on time.

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John Dear is a large and versatile American company that has dedicated their


products to improve the quality of the work force and the look of your front yard.


From people who simply want to cut their grass in the back yard with their John Deere LT series riding tractor, to businesses that haul thousand of tons of ore or stone with their John Deere 4WD loader Dump truck. Deere’s targeted market is split into two major divisions. Half consisting of working/business oriented customers and the other half, homeowners. Deere offers high quality pieces of equipment to all sorts of large businesses. Contractors need backhoes and front loaders. Miners need massive dump trucks and earthmovers. John Deere also supplies the logging industry with logging machines and the farming industry with large tractors and farming supplies to make a living. The reliability of John Deere’s equipment is essential for the people who work with and around them.


John Deere has a large variety of cospetual and versatile pieces of equipment for full work force of different businesses. Along with the high quality equipment John Deere offers an extensive warranty plan known as the “Power Gard Protection plan”. This plan covers all failures of equipment due to original defective materials or workmanship. John Deere has also joined up with “ Crop Verifeye.com” and “ Vantage Point Network “ to develop a high tech tool that gathers data while farming is being done. Information on product yields, quality items and other field information is available with this device. John Deere also has created a convenient system called “DeereTrax”. This system assists in locating a piece of equipment if it was missing or simply for the contractor/owner’s convenience. This system is easily installed and user friendly.


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Capabilities of this system include timing of engine hours, equipment locating, and gives the owner the ability to track scheduled maintenance of machines.


Many of the products that John Deere offers can be customized to fit the purchaser’s requirements, similar to buying a car with AC or power seats. Though many accessories could raise or lower the price of the equipment. This allows the investor to choose what package will suit them better and is within their price range. If the investor is not in the market for a new piece of machinery John Deere also established a network for used equipment. This is essential for customers who want a quality guaranteed John Deere product but don’t have the funds to obtain one.


As any quality company knows, advertising is a large part of any a successful business. Deere has become very adept in their advertising campaigns using TV, magazines, conventions, and the Internet to sell their product. Their most famous advertising of all is the famous colors of green and yellow makes John Deere one of the most recognizable tractors in the world. The color John Deere green is so popular that a song was wrote about it in the mid 0’s. John Deere is not only a house hold name in the United States, they have also spread their corporation to other countries. These countries include Australia, Italy, Brazil, South Africa, France, Germany, Ireland and the United Kingdom. This makes John Deere equipment available to virtually everyone and brings a worldwide economy home.


There are some threats currently for John Deere, due to the slow down of the economy recently. Though this is not a primary emergency because sales are down everywhere. But Deere did announce that they would have to scale back production in their major equipment operations division lowering earnings to last year’s levels.


The John Deere Company is a true American company that continues to advance though out tough times in the economy. Deere keeps developing new, high tech products and components with equally high quality equipment. This proves that this company is vibrant and willing to make advances as the world turns. Persistence, dedication and quality assurance are key’s in creating a top-notch company, and John Deere has displayed all to prove they’re here to stay.





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If you order your custom term paper from our custom writing service you will receive a perfectly written assignment on ILO- role and ongoing relevance. What we need from you is to provide us with your detailed paper instructions for our experienced writers to follow all of your specific writing requirements. Specify your order details, state the exact number of pages required and our custom writing professionals will deliver the best quality ILO- role and ongoing relevance paper right on time.

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The International Labour Organisation (ILO) was founded in 11 at the post-war Peace Conference in Paris as Part XIII of the Treaty of Versailles, it remains the only surviving major creation of the Treaty. The ILO became the first specialized agency of the UN in 146 and seeks promotion of social justice and internationally recognized human and labour rights (Sim, 00).


The ILO has a unique tripartite structure with workers and employers participating as equal partners with governments in the work of its governing organs (Swepston, 14). Its tripartite structure makes the ILO unique amongst world organizations in that employers’ and workers’ organizations have an equal voice with the governments in shaping its policies and programmes (Sheperd, 00). It remains unique, even though international bodies have increasingly been forced to involve non-governmental bodies in their policy formation processes (Lee, 14).


The ILO was established in a world which was ravaged by war, threatened by revolution and haunted by the misery and poverty of working people. Its aim was to build a social framework for peace and stability within which economic processes could generate prosperity with social justice in the life of workers and in the world of work. Since its inception, it has sought to create this framework through a combination of normative action, institution building and public policies (Swepsten, 14). Through many social and political struggles, the ILOs message has been embodied in the law and practice of what are today considered the most developed societies (Sheperd, 00).


The initial impetus behind the creation of the ILO was humanitarian, sparked by concern for the condition and exploitation of workers and their families. This recognised the need to protect the fundamental human rights of all workers, to foster a humane society and to avoid destructive forms of international competition (Lee, 14). These principles are embodied within the Constitution of the ILO. The preamble to the Constitution states that …universal and long lasting peace can be established only if it is based upon social and universal justice.’


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Given the wartime setting, governments welcomed the introduction of a body like the ILO to try to prevent popular unrest similar to that caused by the economic devastation of the 10s. Governments were also nervous about revolution, such a fear was manifested after the Russian Tsar was swept from power by popular uprising (Sheperd, 14). Hence, the second motivation underlying the creation of the ILO was, primarily, politically grounded. The fear was that without an improvement in their conditions, the workers, whose numbers were increasing rapidly as a result of widespread industrialisation, would create industrial unrest, perhaps even to the extent of revolution (Lee, 14). It was conjectured that if action was not taken to relieve the inequalities and injustices suffered by workers around the world, the entire social order would be threatened (Swepsten, 14). Given the influence of Karl Marxs dogma and Lenins aspirations for Russian communism at the time, the fear was not unreasonable. The Preamble to the ILOs Constitution reflects such a concern. It holds that injustice produces unrest so great that the peace and harmony of the world are imperiled.


The third reason for the establishment of the ILO was economically grounded. That is to ensure countries with highly developed social systems are not put at a competitive disadvantage to those without such systems. It was thought that any country adopting social reform would find itself at a disadvantage compared with its competitors, so the ILO was to embrace all countries to level the playing field of increasing international competition (Work Study, 000).


An examination of the ILOs roots draws interesting insights. The reasons for its formation were essentially defensive-to stop something worse, such as revolution, from occurring. Similar fears of war, discord and financial chaos triggered the formation of the UN and its major bodies, the World Bank and the IMF. With the passage of time, the role of the ILO has changed. Fear of revolution no longer drives it. Greater altruism is a major driving force, to further the interests of its tripartite membership and to defend and extend its conventions and standards (Sheperd, 00).


As noted, the ILO holds as its, primary, agenda the maintenance of social peace and improvement of the situation of the worlds workers. The framing of conventions and recommendations, which set minimum labour standards, is the main tool with which the ILO work to accomplish such goals (Work Study, 000). Often called the International Labor Code, these standards have helped form the basis for many social and labor laws in most of the counties that have gained independence since 11. The social partners work together in ILO bodies as equal participants in the creation of these international standards (Swepston, 14).


ILO standards concern a wide range of issues including freedom of association, promotion of employment, equal opportunity, working conditions, and industrial relations. The significance of these standards lie in their practical effect. They reflect what is possible now and promote future social and economic progress (Work Study, 000). Basic human freedoms and rights are central to the instruments adopted by the ILO. The fundamental freedoms are freedom of association; freedom from forced labour; freedom from discrimination; freedom from child labour.


ILO Conventions are open to ratification by member States and once they are ratified they impose legal obligations upon the member State to give effect to the terms of the Convention through national law and practice. In contrast, ILO Recommendations are not open to ratification but give guidance on policy, legislation, and enforcement and usually supplement Conventions, laying down general or technical guidelines or best practice examples to guide the implementation of the Convention (Sim, 00).


The Declaration of Philadelphia in 144 marked the beginning of the ILOs period of greatest creativity in the adoption of standards (Swepsten, 14). It hallmarked the ILOs intent to expand its operations especially in setting and monitoring basic labour rights signifying a renewed statement of purpose. The Declaration promoted the aims and purposes of the ILO, and the principles that should inspire the policy of its Members. In essence, ‘The Declaration of Philadelphia’ exemplified the ILOs attempt to adapt itself to the new world order (Sheperd, 00).





The work of the ILO expanded in new directions after the adoption of the Declaration, while at the same time retaining its original activities in formulating and supervising the implementation of international labour standards. A major change was the extension of the scope of international labour standards into broad areas of economic and social policy and well beyond the narrow confines of labour legislation and the conditions of work (Lee, 14). Conventions such as the Employment Policy Convention, 164 (No. 1), and the Human Resources Development Convention, 175 (No. 14), define broad objectives and guiding principles for national policy in these fields. Accompanying recommendations which prescribed more specific and detailed guidelines for national policies and programmes followed. With regard to the Conventions on economic and social policy, ratifying countries were subject to the supervisory machinery of the ILO which thus had the ability to monitor and influence national policies in these fields (Sim, 00).


The expansion of the scope of international labour standards reflected the growth of research and operational activities into the wider fields of economic and social policy, which were to be undertaken by the ILO. A key development in this respect was the growth of technical cooperation activities throughout the 150s. This period witnessed the great wave of decolonisation and the entry of a large number of newly independent developing countries into the ILO (Lee, 14). It also marked the period of high growth for the United Nations Technical Assistance Program, which was directed at promoting the accelerated economic development of these newly independent countries as well as other low-income ones (Lee, 14).


With particular regard to poverty and the promotion of the economic and social advancement of the less developed regions of the world, the ILO’s renewed focus gave the organisation a clear mandate to play a leading role in this United Nations Technical Assistance Program (Swepsten, 14). In spite of this, there was opposition in the Governing Body to the proposed role of the ILO in such assistance. Some, especially from the Workers group, feared that such a role might lead the ILO to abandon its traditional standard-setting activities which was primarily sought by the Employers group. Others feared that the ILO would become the instrument of United Nation’s policy (Chomsky, 000). Apprehensiveness arose as to where involvement in technical assistance would lead the organization. The role of the ILO in technical assistance was nevertheless accepted, not least on the basis of the argument that participation in technical assistance was the only way in which to make a reality of the standards the Organisation was setting through Conventions (Lee, 14).





In 161 the International Labour Conference unanimously adopted a resolution calling on all Governments to adopt, as a major goal of social and economic policy, the objective of full, productive and freely chosen employment. This led to the adoption in 164 of Convention 1 on employment policy which incorporated this injunction from the 161 resolution. This was followed by a resolution adopted by the 167 International Labour Conference which called on the ILO to prepare on the occasion of its 50th anniversary in 16, a world plan for employment and human resource development. In response to this the World Employment Program was launched in 16. The first decade of the World Employment Program marked the high point of the ILOs efforts to give effect to the lofty objectives it had set for itself (Lee, 14). The program set out the daunting objective of tackling the vast problem of unemployment, underemployment and poverty in developing countries. It approached this task by taking the logic of the interdependence between economic policies and social outcomes to its furthest limits. A series of Comprehensive Employment Strategy Missions was launched which undertook wide-ranging reviews of economic development strategies with a view to recommending policy reforms which would lead to levels and patterns of growth that maximised the rate of productive employment creation. These recommendations were highly comprehensive in that they covered the whole gamut of economic and social policies such as the sectoral allocation of investments, exchange rates and commercial policy, choice of technology and reforms in capital and labour markets.


The comprehensive framework developed by these missions led to a major program of research centred around key aspects of development strategy (Lee, 14). This work fed into a major synthesis in the form of the ‘Basic Needs Strategy’ which was presented to the World Employment Conference in 176. The strategy covered national policies for employment promotion as well as direct measures for alleviating specific manifestations of poverty such as inadequate nutrition, clothing, housing, sanitation and education. It also discussed international issues such as the employment-creating effects of trade liberalisation for developing countries (Lee, 14).


With the onset of the international debt crisis and the problems of stabilisation and structural adjustment in the 180s the ILO again ventured into the domain of international economic and financial policies. It organised a limited amount of work on the employment and social aspects of structural adjustment and convened a High-Level Meeting on the issue in 187. The objective of these activities was to attempt to influence policy makers towards paying greater attention to reducing the social costs of adjustment, respecting labour standards and recognising the value of tripartite consultation in the formulation of structural adjustment programs (Chomsky, 000; Lee, 14).


The primary goal of the ILO today is to promote opportunities for women and men to obtain decent and productive work, in conditions of freedom, equity, security and human dignity. The goal is not just the creation of jobs, but the creation of jobs of acceptable quality. The quantity of employment cannot be divorced from its quality (International Labour Conference, 1). All societies have a notion of decent work, but the quality of employment can mean many things. It could relate to different forms of work, and also to different conditions of work, as well as feelings of value and satisfaction. The need is to devise social and economic systems which ensure basic security and employment while remaining capable of adaptation to rapidly changing circumstances in a highly competitive global market. The ILO’s new strategy is summed up in four strategic objectives. Decent work is the converging focus of all four strategic objectives the promotion of rights at work; employment; social protection; and social dialogue (International Labour Conference, 1).


In the last two decades the traditional cornerstones of the ILOs activities have changed, shifted by the transformation of the economic and social environment brought about by the emerging global economy (Treblock, 16). Policies of economic liberalisation have altered the relationship between the State, labour and business. Furthermore, economic outcomes are now influenced more by market forces than by mediation through social actors, legal norms or State intervention. For the ILO, whose vocation lies at the intersection between society, the economy and the lives of individual human beings, these are seismic changes (International Labour Conference, 1). All this ensues that the relevance of the ILO has rarely been challenged as much as it is today. The need for the ILO to reexamine their role and the way it works is necessary to ensure its continuing significance in today’s rapidly evolving society.


The important question is really whether the underlying role of the ILO still constitutes a valid purpose for economic and social development at the national and international level in todays greatly changed world.


Possibly the most important feature of the new global economy is the rapidity of change, together with different priorities of nations and people. Seen positively, globalisation creates prosperity and employment, it lessens unemployment and misery. By generating prosperity, liberalisation can be the driving force behind social progress. However, globalisation may also have negative consequences which become particularly evident when it coincides with mass unemployment and large-scale poverty. Such negative impact is particularly true in countries in transition (ILO Enterprise Forum 6). Theoretically, globalisation gives the ILO an unparalleled opportunity for responsive change, providing it with the necessary impetus to review and revise its programs and to create a new niche for itself (Smyth, 14). The ILO should be the international institution which deals with the social dimensions of the global economy but in doing so it should ensure that social considerations enable rather than hinder free trade (Swepston, 14). The ongoing relevance of the ILO may only be realised by a shift in its emphasis from standard-setting to needs-oriented practical assistance that encourages employment creation and provided assistance to governments in the creation of an enabling business environment (ILO Enterprise Forum 6).


The call to give a human face to the global economy is coming from many quarters. Conceptually, the ILO finds itself well positioned to answer such calls, as its primary instrument of progress is social dialogue between business, labour and governments (International Labour Conference, 1). However, the end of the Cold War has witnessed a weakening in the sense of common purpose among the constituents. It has been further eroded by the impact of globalisation on all the social actors (Swepston, 14). The decline of ideology and class conflict, the multiplication of social interaction beyond the workplace, and the trend towards enterprise-level bargaining, have all led to a greater fragility of consensus among the ILOs tripartite membership. It has meant that, while constituents have strong interests in individual programs, there are not many which attract active support and widespread commitment from all three groups (Smyth, 14). Therefore, to remain relevant there exists a need for the ILO to examine the way in which tripartism may be strengthened to address the emerging needs of its constituents. In essence, an ILO without internal consensus is an ILO without external influence (Williams, 1).


The weakening of the constituents within the ILO indicates that there are a number of infrastructural developments hampering the continuing relevance of the Organisation. The advent of competing organisations which have intruded upon the traditional standard setting domain of the ILO offers another such development. When the ILO was established, and for a long time afterwards, it was the only international forum for setting standards for the workplace. However, World War II and the establishment of the United Nations system created a broader system, introducing new complexities. At first, these complexities could be negotiated fairly easily. In the early 150s, however, the complexities began to increase when international technical cooperation was established and the World Bank and the International Monetary Fund rose to ascendancy (Swepston, 14). When money became part of the international agenda, there was different turf to contest, and the organisations with financial power tried to impose what they perceived as economically sound solutions to profound social problems. As part of this widening organisational scene comes a larger group of actors charged with setting standards for human rights. Obviously, this diversity complicates the search for unity among human rights standards (Swepston, 14). The proliferation of organisations with different visions of, and solutions to social problems will certainly continue, and the ILOs clear position as the leader in the social field is therefore subject to continued question. While no other U.N. organization has announced a clear intention to take the lead in these areas, this has been happening by attrition as the financial institutions, various bodies of the United Nations itself, and others gradually move to occupy part of the same terrain (Swepston, 14). However, the ILO itself appears not to have clearly enunciated and defended its own particular vision, hence, the ongoing relevance of the organisation’s work may be surpassed by the proliferation of other organisation’s seeking to transcend the primary position of the ILO.


Another phenomenon in this area has been the adoption of U.N. standards in areas that would appear to be under the direct mandate of the ILO. A recent example was the 10 United Nations Convention on the Rights of Migrant Workers and the members of their families. Another instance of the creation of standards, by a different route, is the adoption of operational guidelines by the World Bank and other development agencies. In adopting these guidelines, international agencies lay down conditions that must be met before they will give financial or technical assistance, at the same time providing themselves with instructions on how the assistance projects will be implemented (Swepston, 14). These guidelines often deal with the same subjects as do the human rights and other standards adopted by the ILO. Moreover, certain ILO decrees have now become the direct sovereignty of others. For instance, contrary to popular belief, the ILO Preamble does not give it a mandate to create a level playing field. This is now the mandate of the World Trade Organisation. For the ILO to remain a relevant entity the Organisation must be clear that its message deserves to be communicated and it must articulate a clear and persuasive message for the future throughout the global economy (Smyth, 14).


It is important to note that the ILOs ability to respond to current events is hampered by the fact that its main tool, International Labour Standards, can not be effective unless ratified and implemented. Moreover, many argue that such standards no longer present a unified and clear vision of what constitutes “international best practice.” Examination of the entire range of ILO standards appears to bestow this notion with particular validity. ILO standards present a range of choices for all nations, at different levels of development and with different economic models (Smyth, 14). For instance, as some countries move toward establishing a 5-hour week, others are still struggling to extend the 48-hour week to large parts of their economies. Some countries find ILO standards to be obsolete, moreover, many of them appear outdated. However, instead of being a threat to the role of the ILO, this situation may be seen as advocating a new direction, especially through the activities of a Working Party of its Governing Body. The Working Partys discussions on the social dimensions of international trade have opened up new and fruitful perspectives for the Organisation, namely, the parallel development of international trade and social progress by means alternative to standard setting (Swepston, 14).


A critical assessment of the continuing relevance of the ILO draws interesting results. The issues of globalisation and emerging labour trends gives new public relevance to the facilities the ILO provides to the international community. The representational form of the ILO, the statutory framework of its conventions, the operational nature of its policing machinery, and perhaps the very nature of the ILO need fundamental re-assessment. It is a moment when the ILO must once again display its historic capacity for adaptation, renewal and change. However, it is the contention of this paper that such adaptation can occur via reformulation of the way in which the ILO seeks to establish social justice. The most immediate concern of the ILO should however be diminishing relevance through means of attrition. Such attrition takes place in the face of competing visions, competing standards and competing organisations. However if the ILO can face these problems and resolve internal conflicts, as well as conflicts with the rest of the international system, it has a long and influential future ahead.


Chomsky, M. 000. ‘The Philadelphia Story.’ International Labour Review. March-April. Volume 86 No. 4.


International Labour Conference. 1. Report of the Director-General Decent Work. International Labour Office Geneva. 87th Session. Geneva, June.


International Labour Organization- Bureau for Workers Activities. Implication for enterprises and the ILO of a changing world economy. ILO Enterprise Forum 6.


Lee, E. 14. ‘The Declaration of Philadelphia retrospect and prospect.’ International Labour Review. July-August. Volume 1 No 4.


‘Report on ILO core labour standards.’ 000. Work Study. Volume 4 No. 4


Sheperd, E. 00. ‘The International Labour Organisation - An Overview.’ Asian Labour Update. July � September. Issue No. 44.


Sim, P. 00. ‘The ILO may be imperfect, but we must make full use of its functions.’ Asian Labour Update. July � September. Issue No. 44.


Smyth, D. 14. ‘Achievments, new directions from 14 ILO conference.’ Monthly Labour Review. September. Vol. 117 No.





Swepston, L. 14. ‘The Future of ILO Standards.’ Monthly Labor Review. September Vol. 117 No .


Trebilock, A. 16. ‘Structural adjustment and tripartite consultation.’ International Journal of Public Sector Management. Volume No. 1.


Williams, F. 1. ‘Soft bark and not much of a bite - Examining the growing debate over the effectiveness and priorities of the ILO.’ Financial Times (England). June , 1, Wednesday.





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Although the basic definition of online marketing as written in the Marketing Management book by Kotler remains the same till this day, many of the processes are no longer that applicable to the local scene.


First of all the Philippines has no online commercial service like AOL. Some companies have tried in the past such as GOL Philippines a Korean company, which tied up with the local ISP Mozcom, but they all failed in creating the mass number in order to be a profitable community.


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Many local companies who tried selling their Online Marketing services failed having just copied western ways and not able to fast adapt to what the local culture demanded. There was a Philippine Marketing newsgroup formed in order to discuss and learn about trends in online marketing. Sad to say it was just good for two years and nothing much happened despite talks of having IAB approval and the like. The list owner from International Data System (selling online info) had to move out of the dotcom business. His co moderator, marketing in charge of DFNN moved away from his online marketing task in the company. DFNN then sold a large part of its content to INQ7.net and this is now known as INQ Money.


It is only INQ7.net, which is still successfully able to maintain its reputation as a credible online advertiser with its huge number of click and mortar clients in its portfolio.


It could have been an advantage that the owners of INQ7.net are actually two media giants, a convergence of print (Inquirer) and Broadcast (GMA network).


The marriage of the brick and mortar plus dotcom concept, which was the best formula so far globally, plus dynamic shifts in strategy helped make this a successful online marketing venture.


Pure online marketing will not bring in the clients that the bank wants. We have learned this from the time we started in 177. It was BPI, which was the first online advertiser of Yehey.com, the first portal in the country.


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One cannot expect to get all the traditional sales from website ads or supplements but as in any Integrated Marketing approach, an online ad, announcement or advertorial maybe the point which clinches the deal with a customer.


The main ethical issues which concerns Online Marketing is really SPAM. This become a real problem since as against traditional direct mailers which the marketer pays for and the customer just has the option to throw away, with email spam, customers bear the cost since they are paying connection time from ISP. The longer a customer is online downloading unwanted spam mails, the more expensive it becomes for them and the more irritated they become with the products being sold.


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