Different companies have realized the need for Six Sigma in their operations

Management 

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Q. 1

Different companies have realized the need for Six Sigma in their operations. This has not only led to widespread adoption of the concept but also emergence of many companies that offer training on the same. Based on the research, the companies that are offer Six Sigma Quality Programs training include:

Aveta Business Institute

Pyzdek Institute

Futuree Leaning Systems

Indian Statistical Institute

Quality Growth Services Pvt. Ltd.

To enhance their excellence and success in operation, several companies have put in place measures to ensure successful implementation of Six Sigma concepts. The idea is to ensure that the entities have a unified approach in all the activities with a view to enhance their performances. These companies apply these processes either in a continuous manner or dramatically to initiate a radical shift that is sustainable. As result, many top corporations which have adopted the system have been described as Six Sigma users. Some of the notable ones include:

The General Electric

Motorola Inc

Dell Inc

The Bank of America

LG incorporation

3M Inc

Home Depot, HD

Sun Microsystems

Raytheon,

Tata Steel Company

Commonwealth Health Corporation

Dow Chemical Company

Q.2

The Intel website, more so under the careers portal depicts the company as one that is very committed in enhancing positive work place and team work. One of the most outstanding work place cultures that are evident in the site is diversity. According to the company, having ‘a diverse work environment’ promotes employees’ fulfillment and enhances their levels of productivity and work place satisfaction. These points out the fact that Intel seeks to be a global company that not only considers regional balancing in recruitment but also deliberately advocates for diversity and ethical practices (Intel, 2001).

Another culture at Intel is the value of creativity and innovation by the employees. The organization thus provides support to the employees so that they facilitate efficiency in production and service delivery through processes improvements.

Another culture at Intel is placement of high value on employees. They are described as ‘our most valuable asset’. This way, the company seeks to put its priority on employee value addition service ostensibly to reward, motivate and appreciate them.

Under the portal, ‘Faces of Intel’, the company’s website displays photographs of its top management (Intel, 2010). The photographs are meant to show the prospective employees that Intel’s staff came from different continents and races. At the same time, the employees whose photographs appear on the website give testimonials that illustrate their experiences at the company and the work culture.

Generally, the message conveyed by the company give the picture of what the management aspires to achieve especially in employee recruitment and induction process. Analytically, the website is not a propaganda machine that the management might have developed so as to attract the best job candidates. To support this stand, it is desirable that the meaning of propaganda and its application more over the internet and public relations be deduced. Propaganda entails a well crafted message that is aimed at dissuading or persuading the audience to act or think in a given manner. Normally, propaganda seeks to serve very narrow or sectarian interests.

However, analysis of Intel’s website show that the management has managed to use public relations effectively to ,market the company as the best employer and one with the best working environment and culture. This is called making a ‘stocky website’. Another supportive fact is that the company has grown to become a global technological leader without major reports of poor work place culture. This is a clear testimony that the management practices what they place online. Further, the labor laws cannot allow the company to run erroneous ads or use propaganda. As a top company in the industry, the management could not be persuaded to place wrong information on the website that may lead to negative publicity. Also, the photographs of the top management which depict a clear example of positive multiculturalism and global diversity could not have been forged for the purpose of a propaganda campaign as the truth would be known by outsiders and the media. Further, Intel’s management has invested heavily on corporate social responsibility which the management is very keen to protect and enhance (Intel (2007). As such, the management would not let this marketing point be downgraded by propaganda based ads.

References

Anthony. , Kumar, A. & Bañuelas, R. (2006). World class applications of Six Sigma.

Butterworth-Heinemann

Intel (2010). Faces of Intel. Retrieved June 14, 2010, from

http://www.intel.com/lifeatintel/profile/

Intel (2007). Intel 2007 Corporate Responsibility Report Independent Assurance. Retrieved June

14, 2010, from HYPERLINK “http://www.intel.com/intel/cr/gcr/pdf/07CR_assurance.pdf” www.intel.com/intel/cr/gcr/pdf/07CR_assurance.pdf

Intel (2001). Vision and Values. Retrieved June 14, 2010, from

http://www.intel.com/Assets/PDF/Policy/CSR-2001.pdf