EMPLOYEE

INVOLVEMENT
CONTENT
1 MOTIVATION

2 EMPLOYEE SURVERY

3 EMPOWERMENT
This is an example text. Go ahead and replace it

4 TEAMS

5 SUGGESTION SYSTEM

6 RECOGNITION AND REWARD

7 GAINSHARING

8 PERFORMANCE APPRAISAL

9 UNIONS AND EMPLOYEE INVOLVEMENT

910
BENEFITS OF EMPLOYEE INVOLVEMENT
MOTIVATION

• Maslow’s Hierarchy Of Needs

• Herzberg’s Two-Factor Theory
1. Motivators
2. Dissatisfiers or Hygiene factors

EMPLOYEE
WANTS
FACTOR EMPLOYEE MANAGER

hgInteresting work 1 5
Appreciation 2 8
Involvement 3 10
Job Security 4 2
Good Pay 5 1
Promotion/growth 6 3
Good Working environment 7 4
Loyalty to enployees 8 7
Help with personal problems 9 9
Tactful Decipline 10 6
Achieving Motivated Work Force

1. Know thyself
2. Know your employees
3. Establish a positive attitude
4. Share the goals
5. Monitor progress
6. Develop interesting work
7. Communicate effectively
8. Celebrate success
EMPLOYEE SURVEY

1. Quality council creates a multifunctional team with

responsibilities
2. Team will develop the survey instrument. contents-
Location, Age, Seniority, Personality characteristics,
Management Styles, Job attitude, The work.
3. Administer the survey
4. Results are compiled and analyzed.



EMPOWERMENT

 Empowerment is an environment in which people have the ability, the

confidence, and the commitment to take the responsibility and ownership to
improve the process and initiate the necessary steps to satisfy customer
requirements within well- defined boundaries in order to achieve organizational
values and goals.
• Purpose is to tap the enormous reservoir of potential contribution that lies
within every worker.
• Not to confuse with delegation or job enrichment.

Conditions necessary for empowerment

1 Everyone must understand the need for change

2 The system needs to change to the new paradigm

3 The organisation must enable its employees.

TEAMS

Team – group of people working together to achieve



common objectives or goals.



Teamwork- It is the cumulative actions of the team



during which each member of the team subordinates

his individual interests and opinions to fulfill the
objectives or goals of the group.
Why Teams Work

Templates

11 Each member has special abilities

2 Synergy

Lets the team members develop a rapport, which allows them to

3
2
do a better job.

2 Vehicle for better communication.

4
Types of Teams

• First production team

• Quality control circles
• Currently the teams are categorized into
1. Process improvement team
2. Cross functional team
3. Natural work team
4. Self-directed/ Self managed work team.
•
Use of teams across
organisation

Cross functional team

Process Improvement teams

Characteristics of
Successful Teams

1. Sponsor – Member of quality council providing organisational

support.
2. Team Charter – Doc. That defines team’s mission, boundaries,
duties
3. Team composition- Should not exceed more than 10 people
except in natural work/ self directed teams.
4. Training
5. Ground rules – Rules of operation and conduct
6. Clear Objectives
7. Accountability

Characteristics of Successful
Teams (Contd..)

8. Well- defined decision procedures

9. Resources
10.Trust
11.Effective problem solving
12.Open communication
13.Appropriate leadership
14.Balanced participation
15.Cohesiveness – Members should be comfortable working with
each other.



Role of Team Leader

1. Ensures smooth and effective operation of the team

2. Facilitates the team process
3. Contact point between team & sponsor
4. Orchestrates the implementation of changes
5. Monitors the status & accomplishment of members
6. Prepares the meeting agenda
7. Ensures that team decisions are made in alignment to
appropriate rules
Others in the Team

1.Facilitator- Not a member of the

team, Supports, Acts as
resource, Provides feedback
2.Member- contributes, Respects
others, Listens, Understands,
acknowledges, Encourages.
3.Recorder – Documents ideas,
presents, Participates as a
member.
4.Time keeper – Monitors the
time.

1.
Decision-Making Method

1. Non decision
2. Unilateral decision
3. Handclasp decision
4. Minority – rule decision
5. Majority – rule decision
6. Consensus
Effective Team Meetings

• Meetings should be regularly scheduled

• They should be developed
• Agendas should be set
• Meetings should be evaluated
Stages of Team Development
10 common people problems & their
solutions

1. Floundering
2. Overbearing participants
3. Dominating participants
4. Reluctant participants
5. Unquestioned acceptance of opinions
6. Rush to accomplish
7. Attribution
8. Discounts
9.
10 common people problems &
their solutions (Contd.)

9. Wanderlust
10.Feuding team members.
Barriers to team progress

1. Insufficient training
2. Incompatible rewards & compensation
3. First – line supervisor resistance
4. Lack of planning
5. Lack of mgt. support
6. Access to information system
7. Lack of union support
8. Project scope too large
Barriers to team progress

9. Project objectives are not significant

10.No clear measure of success
11.No time to do improvement work.
Suggestion System

• It provides an individual the opportunity to be involved by

contributing to organization
• Key to an efficient system is committed management
– Encourage employees

– Review them and promote if feasible


 Five Ground Rules:

1 Be progressive

2 Remove fear

3 Simplify the process

4 Respond quickly 
Accepted, Rejected or Reffered further

5 Reward the idea

COMPARISION

RECOGNITION REWARD

1 Non-monetary 1 Monetary
Should be on timely 2
Can be delayed until
2
basis an appropriate time
3
Intangible Can be tangible or
3
intangible

Your own footer Your Logo

Gain Sharing

• Financial reward recognition system

• Philosophy – Employees are the key to success.
• Different from Profit Sharing
• Excellent motivational tool
• Is a measurement used to measure
• Organizational productivity

• Productivity gains

Performance Appraisal

• Concert with the difference among the employees

in terms of their performance
• Considers the ability and performance of
individual



Union and Employee Involvement

• Proper union-management relationship

• Nature of relationship determined by:
– History of labor–management relations

– Willingness of union to participate

• Two ways to deal with implementation of employee involvement:

– Work cooperatively

– Traditional mode of bargaining


 Benefits to Organization

1 Accept to the changes

2 Increases morale

3 More committed

4 Better decisions

5 Better quality

6 Less friction

7 Good relation
Benefits to Employees

1 Perform better

2 Belongingness

33 Better communication

34 Working conditions
THANK YOU!