Employee Involvement

Abraham Maslow’ Hierarchy of Needs

1. SurvivalFood, Clothing, Shelter

2. SecuritySafe Workplace and Job Security

3. SocialOur need to belong

4. EsteemPride and self worth

5. Self-actualization Given the opportunity to go as far as their abilities

will take them

Herzberg’s Two Factor Theory

1. Motivators1. Recognition, Responsibility, Achievement,

Advancement & work itself.

2. Dis-satisfiers or Hygiene Factors1. Salary, Fringe Benefits, Working

Conditions, Organization policies & technical supervision.

What Employee Want ?Factor Employee Manager

Rating RatingInteresting Work 1 5Appreciation 2 8Involvement 3 10Job security 4 2Good pay 5 1Promotion/growth 6 3Good working condition 7 4Loyalty to employees 8 7Help with personal problems 9 9Tactful discipline 10 6(Source: Study by K. Kovich, Advanced Management Journal)

Achieving a Motivated Workforce

1. Know thyself2. Know your employees3. Establish a positive attitude4. Share the goals5. Monitor progress 6. Develop interesting work7. Communicate effectively8. Celebrate success

Empowerment Empowerment means to invest people

with authority. Empowerment is an environment in

which people have the ability, the confidence, and the commitment to take the responsibility and the ownership to improve the process and initiate the necessary steps to satisfy customer requirement within well-defined boundaries in order to achieve organizational values and goals.”

Conditions of Empowerment1. Everyone must understand the need for

change.

2. The system needs to change for the new paradigm.

3. The organization must enables its employees.

Teams

Types of TeamsProcess Improvement TeamsCross-functional TeamsNatural work TeamsSelf-directed / self managed TeamsProject TeamsTask Teams

Characteristics of Successful Teams1. Sponsor

2. Team Charter

3. Team Composition

4. Training

5. Ground Rules

6. Clear Objectives

7. Accountability

8. Well-defined decision procedures

9. Resources

10. Trust

11. Effective problem solving

12. Open communication

13. Appropriate Leadership

14. Balanced Participation

15. Cohesiveness

Team Member Roles

1. Ensure smooth and effective operation2. Facilitate team process3. Serve as contact point4. Monitor the status and accomplishments

of members5. Prepares meeting agenda6. Ensure team decisions7. Supports the leader in facilitating the t8. Act as a resource to the team9. Maintain documents and present it to

management

Decision Making Methods

1. Non-decision

2. Unilateral decision

3. Handclasp decision

4. Minority-rule decision

5. Majority-rule decision

6. Consensus

Stages of Team Development

1. Forming

2. Storming

3. Norming

4. Performing

5. Adjourning

Common Problems

1. Floundering2. Overbearing Participants3. Dominating Participants4. Reluctant Participants5. Unquestioned acceptance of opinion6. Rush to accomplish7. Attribution8. Discounts and “plops”9. Wanderlust: digression and tangents10. Feuding team members

Common Barriers to Team Progress

1. Insufficient training

2. Incompatible rewards and compensation

3. First-line supervisors resistance

4. Lack of planning

5. Lack of management support

6. Access to information systems

7. Lack of union support

Success Formula for the Suggestion System

1. Be progressive

2. Remove fear

3. Simplify the process

4. Respond quickly

5. Reward the idea

Recognition and Reward1. Serves as a continual reminder that the

organization regards the quality & productivity as important.

2. Offers the organization a visible technique to thank high achievers for outstanding performance.

3. Provides employees a specific goal to work toward. It motivates them to improve the process.

4. Boosts morale in the work environment by creating a healthy sense of competition among individuals and teams seeking recognition.

Gain sharing

1. Gain sharing is a financial reward and recognition system that results from the improved organizational performance.

Potential income = $ 535,000Labour cost as a % of sales = 27 %Team goal = 535,000 * 0.27 = $ 144, 450Annual Team cost = $ 138,365Gain = $ 144,450 – 138,365 = $ 6085

Performance Appraisal 1. Ranking

Compares employees by ranking from the highest to lowest.

2. Narrative Gives a written description of employee’s strengths and

weaknesses

3. Graphic Indicate the major duties performed by the employee and

rates each duty with a scale 1-5

4. Forced Choice Places each employee in a category with a predetermined

percentage- excellent (10 %), v. good (25%), good (30 %), fair (25%) and poor (10%)

Tips for Good Performance Appraisal 1. Use rating scales that have few rating categories.

2. Require work team or group evaluations that are at least equal in emphasis to individual-focused evaluations.

3. Require more frequent performance reviews having a dominance over future performance planning.

4. Promotion decision should be made on PA

5. Include indexes for external customer satisfaction in PA

6. Use peer and subordinate feedback as an index of internal customer satisfaction in PA

7. Include evaluation for process improvement in addition to results