SCOPE OF EMPLOYEE INVOLVEMENT

What is Employee Involvement?

The direct participation of staff to help an

organization fulfill its mission and meet its
objectives by applying their own ideas,
expertise, and efforts towards solving problems
and making decisions.
Levels of Employee Involvement

 High Involvement

 Medium Involvement

 Low Involvement
EMPLOYEE MOTIVATION

MOTIVATION

 the reason or reasons one has for acting or behaving

in a particular way.

 is the reason for people's actions, desires, and needs.

 internal and external factors that stimulate desire and

energy in people to be continually interested and
committed to a job, role or subject, or to make an effort
to attain a goal.
EMPLOYEE MOTIVATION

HYGIENE THEORY

HYGIENE FACTORS

 Company Policy
 Supervision
 Interpersonal Relationship
 Work Condition
 Pay and Benefits
 Job Security
EMPLOYEE MOTIVATION

MOTIVATIONAL FACTORS

 Achievement
 Recognition
 Responsibility
 Challenge
 Promotion
 Growth
EMPLOYEE EMPOWERMENT

EMPOWERMENT

 authority or power given to someone to do something.

 is the concept in management that if employees are given

information, resources, and opportunity at the same time as being
held responsible for their job outcomes, then they will be more
productive and have higher job satisfaction.

 Empowerment means involvement of all the employees for

improvement of processes on continual basis.
 Empowerment means transfer of responsibility of satisfying customer
to employees. It means that the employees own the process of
satisfying the customers.
EMPLOYEE EMPOWERMENT

EMPOWERMENT IS NOT WITHOUT BOUNDS

 Empowerment of employees is not without bounds or

limitations. It should be structured and planned to achieve
the corporate goals in the TQM ways.
 The employees are aligned with the business direction
as brought out in the vision and mission statements of the
superior. They to be made to understand their
performance boundaries and expected performance
results .
EMPLOYEE EMPOWERMENT

EMPOWERING TEAMS

A team of employees will be empowered not the

individuals. Even when an individual is empowered, it is
done so in his capacity as the coordinator of the team. It is
not personal to the individual.
 the team has to achieve the objectives set by the
organization.
 the team should plan the best course of action.
 the team has to take decisions on its own within its
own boundaries.
 the team function in a democratic manner to
achieve success.
EMPLOYEE EMPOWERMENT
STEPS IN EMPOWERING EMPLOYEES

1. Agree on what they will produce or carry out.

2. Decide on how to organize a team.
3. Decide on the responsibility within the team.
4. Decide on the work of flow.
5. Review the process.
6. Decide on improvement and restart.
TEAM BUILDING and TEAM TRAINING

What is a TEAM ?
A team is a group of people organized to
work together or interdependently in order
cooperatively meet the needs of their
customers by accomplishing a purpose or goal.
TEAM BUILDING and TEAM TRAINING

 TEAMWORK results in a Win–

Win Situation. Win-win
situation demands that
each employee respects
the views of other
employees and regards the
self- esteem of all the
colleagues in the team.
 Achieve dramatic results,
which individuals can’t.
 Make best use of skills of
each member of the team.
TEAM BUILDING and TEAM TRAINING

MEMBERS OF A TEAM

 TEAM LEADER

 TEAM RECORDER

 TEAM QUALITY ADVISOR

 TEAM MEMBER
TEAM BUILDING and TEAM TRAINING

TEAM LEADER

 Official contact between the team and the

rest of the organization
 Official record keeper
 Serve as a team member
 Implement team recommendation
 Will be the “coach” for the rest of the team
TEAM BUILDING and TEAM TRAINING

TEAM RECORDER

 Takes minutes during team meetings

 Assists the team leader with other types of

correspondence that is generated by the
team
TEAM BUILDING AND TEAM TRAINING

TEAM QUALITY ADVISOR

 Focuses on team processes and how
decisions are made
 Assists the team leader in breaking down tasks
into component parts and assigning those
parts to other team members
 Helps the team leader prepare for meetings.
 Helps the team members learn to use the
scientific approach
 Helps team members convert their
recommendations into presentations that can
be made to upper management
TEAM BUILDING and TEAM TRAINING

TEAM MEMBER

 Shares ideas, knowledge and expertise

 Follows the team process
TEAM BUILDING AND TEAM TRAINING

TRAINING AND MENTORING

 The employees in their formal education learn

many techniques covering wide range of
topics, from basic principles to advance
topics.
PERFORMANCE APPRAISAL

Feedback Essential Both for Employees and Management

It is more humane to be curious to know about the

result of an action. Actions, are taken not only by
management, but also by junior employees in the
organization. therefore, both the management and the
employees should look forward to getting a feedback on
the action taken, the employees from he management and
vice versa, in the interest of improving quality continuously.
PERFORMANCE APPRAISAL

MANAGEMENT SHOULD ALSO SEEK FEEDBACK

One of the responsibility of the
management is to seek feedback. The
management should therefore adopt stable
strategies to get the right feedback from the
employees as well as customers.
PERFORMANCE APPRAISAL

FEEDBACK TO THE EMPLOYEES

Every employee in the organization should

receive a feedback on the quality of his output.
Quality does not only mean the conformance
of the product or service to the requirements,
but also the timeliness, behavioral requirements
and all attributes of TQM.
PERFORMANCE APPRAISAL
PERFORMANCE APPRAISAL USED FOR THE
DEVELOPMENT OF THE EMPLOYEES.

 Promotion.

 Granting of additional
increments.

 Training the employees.

 Reallocation of duties.
RECOGNITION and REWARDS

RECOGNITION – it is an
acknowledgement of
the management on
the employee’s
achievement.

REWARDS – it is given for

the recognition of an
employee’s service
effort, or achievement.
RECOGNITION and REWARDS

Recognition of Achievement is Important

One of the strongest motivators is recognition. It is
important to recognize achievement of employees. Every
employee has to meet the requirements to satisfy his
customers. Exceeding customer requirements or satisfying
customer, whether internal or external can be considered
to be an achievement.
RECOGNITION and REWARDS

Rewards should be given to motivate the

teams, who have contributed in a great
measure. In other words, the output of team
should be given more importance than the
output of the individuals. This should not curtail
the innovation of individuals.
RECOGNITION and REWARDS

TYPES OF REWARDS

 Monetary – rewards relating to cash.

 Non-monetary – rewards relating other than

cash.
BENEFITS DERIVED from EMPLOYEE INVOLVEMENT

 Improved Morale

 Increased Productivity

 Team Cohesion

 Innovation