Difference between TPM & TQM ?

Question

Difference between TPM & TQM ?

Answer 1

I only know TQM as Total Quality Management in Business. I don't know about TPM.

Answer 2

please explain?

Answer 3

uhm...one has a Q in the middle and the other has a P in the middle...

ooh ooh..give Professor the best answer!

Answer 4

One letter.

Answer 5

I think this is in the wrong section- but since its my teaching area I can answer.  

TQM - Total Quality Management

Approach to quality that emphasizes continuous improvement, a philosophy of "doing it right the first time" and striving for zero defects and elimination of all waste. It is a concept of using quality methods and techniques to strategic advantage within firms.

Specifics related to the framework and implementation of TQM vary between different management professionals and TQM program facilitators, and the passage of time has inevitably brought changes in TQM emphases and language. But all TQM philosophies share common threads that emphasize quality, teamwork, and proactive philosophies of management and process improvement.  Regardless of the term used within any business, this function is directly responsible for the continual evaluation of the effectiveness of the total quality system. They go on to delineate the basic elements of total quality management as expounded by the American Society for Quality Control: 1) policy, planning, and administration; 2) product design and design change control; 3) control of purchased material; 4) production quality control; 5) user contact and field performance; 6) corrective action; and 7) employee selection, training, and motivation.

TPM - Total Participative Management

Participative management involves sharing information with employees and involving them in decision-making. Employees are encouraged to run their own departments and make decisions regarding policies and processes. It has often been promoted as the quick cure for poor morale and low productivity. It is not, however, appropriate in every organization and at every level.

Employees must have the skills and abilities to participate. Employees must have the technical background, communication skills, and intelligence to make decisions and communicate those decisions effectively. The organization's culture must support employee involvement and the issues in which employees get involved must be relevant to them.

Representative participation allows workers to be represented by a small group who actually participate. The goal of representative participation is to redistribute power within the organization. Employees' interests become as important as those interests of management and stockholders.