Operator motivation in apparel

industry
Indian apparel industry

 A manufacturing based industry.

 Highly labour intensive.
 Target oriented.
 Lack of proper infrastructure by
large.
 PROCESS MODEL

QUALITY QUALITY
MOTIVATED PEOPLE
INPUT OUTPUT

KNOW-HOW

SKILLS
= =
TRAINING

PLANT & MACHINERY

RAW MATERIAL PROCESSED
+ COMPONENT
SPECIFICATIONS OR
GARMENTS

Presentation by Rajesh Bheda , GMT,NIFT at WCTQ 1999

Different theories of
motivation
5
Herzberg’s Classification of Hygiene
and Motivational Factors

 Maintenance/Hyg  Motivational
iene Factors Factors
(Satisfiers)
(Dissatisfiers )

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 Maintenance/Hygiene
Factors
(Dissatisfies)
 1. Organizational Policy and Administration
 2. Technical Supervision
 3. Interpersonal Relations with Supervisors
 4. Interpersonal Relations with Peers
 5. Interpersonal Relations with Subordinates
 6. Salary
 7. Job Security
 8. Personal Life
 9. Working Conditions
 10. Status

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Motivational Factors
(Satisfiers)
 1. Achievement
 2. Recognition
 3. Advancement
 4. The work itself
 5. The possibility of growth
 6. Responsibility

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Drucker’s approach

 Insufficient monetary rewards can’t be

compensated by good human relations.
 “there is not one shred of evidence for the
alleged turning away from material rewards….
Anti materialism is a myth, no matter how
much it is extolled.”
 Righteous rewards give extra zest to the
workers for better performance.
 Rewards should be meaningful.
 Rewards should vary by performance.
 The monetary compensation can be
classified as following
 Salary
 Short term incentives
 Long term incentives
 Employee benefits
 Perquisites.
To be taken care of

 Workers perceive others to work less

and paid more.
 Flexibility but not at expense of
discretion.
 Performance rating should be the
criteria for incentives.
 A decision once taken is difficult to
rollback.
WHY MOTIVATION

 Productivity enhancement.
 Generates a positive energy
environment.
 Employee retention.
 Quality Improvement.
 To achieve group tasks.
Job performance= f(ability)
(motivation)
 To have a superior mentality,
positive and inspirational person
 Knowing and Understand the
Powerful of Eight Work Ethic
 Understand how to create works
become valuable
 Have the commitment to reach
success much better.
 Operator not co-operating with
supervisor/manager.
 Production is on a downslide.
 Maintaining the good work.
 Individual differences are the personal needs, values,
and attitudes, interests and abilities that people bring to
their jobs.

 Job characteristics are the aspects of the position that

determine its limitations and challenges.

 Organizational practices are the rules, human

resources policies, managerial practices, and rewards
systems of an organization.

 Managers need to consider how these factors interact to affect

employee job performance.

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 MOTIVATING INDIVIDUALS AT
WORK
 WHAT EMPLOYEES
WANT ?
 Appreciation
 involvement
 Help with personal
problems
 Set up an "Employee of the Month" board. Recognize
them in front of their peers.
 Appreciation from those who work around them.
Employees like to feel they belong.
 Focus on the positive attributes of your employees and
watch them shine. Employee appreciation in the form
of verbal communication is a huge motivator to many
employees
 Take time to mentor your employees and help them
find their "why".
 MOTIVATION FACTORS
 Improve workers involvement.

Involving workers in the process of change gives them a clear

understanding of working methods or system & there is likely
to be a greater degree of commitment & motivation.

Let us take introduction of new technology in enterprise.

 The use of machinery can be enhanced by co-operation of
informed, trained & motivated workers. It would be advisable
to involve them in in selecting & installing machinery.
 Another reason fro worker’s involvement is that people are
more likely to support an idea which comes from the them.
workers may thus be committed to further problem-solving.
 A third good reason is that they have valuable information
which can be precious.
“They are experts of their own workplace”
Safe working conditions &
facilities
A safe place takes away the fear of accidents from worker’s mind
& they work with greater confidence.

An organization must take care of the following requirements.

 First Aid
 Fire safety
 Use of personal protective instruments on workplace.
 Illumination level
 Cafeteria
 Clean drinking water & restrooms.
 Safety features in hazardous equipment & materials
 Introduce incentive Scheme.
“Fair day’s Pay for fair day’s
Work.”
 Rewards.
 Recognition.
 Workers do not work in isolation and are
aware of what others do and how they are
rewarded has an effect on their motivation.
 Workers compare what get with what others
receive. In process also compare how hard
they work with the amount of effort others
put in.
JOB ENRICHMENT

 Job enlargement
 Look for anything which the employees
can reasonably take on, such as:
 Personal quality control
 Material requisitioning
 Basic fault finding and correction

 This enlarges the job and gives them

more responsibility. They will, in turn,
enjoy
more satisfaction and thus become more
motivated.
 Autonomous working groups
 When employees come together to work
on a product or project, they can take
over responsibility for the method of
work planning and quality of what they
do. In this way, satisfiers come into play
increasing motivation and,
consequently, productivity.
The nine rules for motivation
 One must be motivated to motivate.
 Motivation requires a SMART Goal.
 Motivation, once established, does not last
forever.
 Motivation requires lots of individual
recognition.
 To motivate you must participate.
 Progress and success motivates.
 Challenge only motivates if you can
succeed.
 We all have motivational hot buttons.
 Team membership motivates.
 MOTIVATING WORDS
MO NEY

E E
FR
SAFE
Own
Key to managers for
motivating workers.
 PRIVIDE RECOGNITION

 GIVE RESPECT

 MAKE WORK INTERESTING

 BE A GOOD LISTENER

 ENCOURAGE GOAL SETTING

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 PROVIDE OPPORTUNITIES FOR GROWTH

 PROVIDE TRAINING

 THROW CHALLENGES BUT PROVIDE

ENABLING ATMOSPHERE TO MEET THEM

 HELP, BUT DON’T DO FOR OTHERS WHAT

THEY SHOULD DO FOR THEMSELVES

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