Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
EMPLOYEE
The
strength of an organization
The
EMPLOYEE MOTIVATION
Motivated teams lead to the success of organization.
Avoid work
No ambition
Self-actualization needs
Esteem needs Love needs Safety needs Physiological needs
Hygiene Theory
The company Its policies and its administration The kind of supervision which people receive while on the job Working conditions
Motivation
Achievement Recognition for Achievement Interest in the task
MOTIVATIONAL TECHNIQUES
All the employees do not fall into one category all the time. It is possible to motivate every employee to work for the organizational goals. However, the time taken to motivate each person depends on his current level of motivation. It is important to realize that each person develops certain attitudes depending on his/her background.
It is very important to have a systematic approach to build and develop individuals. The poor performers can be motivated to perform better if the right environment is created. If the employees are treated fairly, their well being taken care off and the goals and objectives of the organization clearly defined, then the poor performers may also turn out to be good. Therefore, the greatest motivational technique for employees is the proper management of the organization.
TEAMWORK
Manager,
He
is quite logical that team members have to work together, in the interest of the organization in fulfilling the basic expectations of the employers.
TEAMWORK IS NOT A NATURAL HUMAN FUNCTION At time, one may find that the team members are incompatible and it is difficult for them to work together. Therefore, every effort should be made to put together compatible persons as a team.
Responsibility Authority Wherewithal for accomplishing the task Criteria of measurement of the work output
cant Make best use of skills of each member of the team Make right decisions Get more employment and job satisfaction
time Creates conflict Stops people listening Spoils happiness and health of team members
should be given to teams rather than individuals whenever possible. The whole team should be appreciated and rewarded.
The
top management should make it clear that they want the entire team to contribute although they know who are the star performers.
the persons one works with, the peers, counterparts, customers and suppliers (both internal and external)
It is the duty of the junior employee to inform the senior at periodic intervals about the progress of the special task in hand. When the employee comes across an obstacle and is not able to cross it in spite of his best efforts, even with the help of peers, he should inform the senior at the earliest possible opportunity
1. Objectives of the organization 2. Requirements and expectations from his team with reference to the organizations objectives 3. His role 4. His responsibilities 5. His authority 6. The know-how and know-why of the jobs to be undertaken on day-to-day basis 7. Familiarity and skill in operating the tools or machinery connected with the job in hand.
A fresh employee can be easily moulded as per the organizations goals and objectives. But, an experienced person will definitely bring with him different ideas and work culture from the organizations where he served earlier.
There is a reluctance on the part of management to send employees for training, due to some of the following reasons:
1. Excessive workload in the organization, which does not permit sending them for training 2.Non-availability courses. of appropriate training
HRD manager should evaluate training needs of the employees. Then, HRD should identify the training providers.
Each training program should evaluated for its effectiveness. be
MENTORING
The employees have to be continuously coached on the job to understand the organizations policies, objectives and goals. Training is only the beginning and only personal coaching or mentoring can sustain the momentum of the employees in working towards the goal.
It is important to recognize achievement of employees, customers and suppliers. Meeting customer requirements is not enough for recognition. Exceeding customer requirements or satisfying customers, whether internal or external, can be considered to be an achievement. Such achievements, if they are recognized and appreciated, should enable the achievers to perform with more interest, enthusiasm and by putting in more efforts.
Recognition has to aim at transforming each employee as a performer and an achiever, as this is an important step towards achieving the goals and objectives of the organization.
The attributes for selection of best performing employee in ETDC. Commitment Creativity Flexibility Adaptability Determination Responsibility
TYPE OF AWARDS
The organization should select the award appropriately. It could be appreciation in an annual meeting, certificates, mementos, and cash awards. No matter what type of award, the employees will definitely be motivated. However, the organization should be consistent in giving the awards.
It has been proved beyond doubt that recognition of the worthiest definitely leads not only to higher productivity and quality of the individual or team awarded, but also the entire organization. The management has to be careful, transparent and bold to implement recognition and awards scheme.
APPROPRIATE FEEDBACK
Should never be exaggerated or under played Must use a understandable language It must be clearly stated First appreciate the good action Remove technical jargons
TIMELY FEEDBACK
PERFORMANCE APPRAISAL
Performance appraisal is to be used for the development of employees. The supervisor should also be trained on evaluating the performance in an objective manner. The performance of each employee should be reviewed on a quarterly basis and the reports submitted to the management
Such reports to be used by the management, for various purposes as: Promotion Granting of Additional increments Training the employees Reallocation of duties
What is Empowerment?
Empowerment is synonymous with ownership. It is a management practice of sharing information, rewards, and power with employees so that they can take initiative and make decisions to solve problems and improve service and performance.
Empowerment is an organization state, where people are aligned with business direction and understand their performance boundaries, thus enabling them to take responsibility and ownership while seeking improvements, identifying the best course of action and initiating steps to satisfy customer requirements.
Empowerment of employees is not without limitations. - It should be structured and planned in order to achieve the goals of the organization in the TQM way.
The top management should also take the following actions to practice empowerment.
1. Accept that teamwork is more beneficial than hierarchical management. 2. Invest time and money on the team building and training before empowerment. 3. Formulate a clear-cut, unambiguous vision and mission statement and the system for quality. 4. Be prepared to spend more time at the initial stages and later on to listen to the problems of the team members.
5. Prepare to wait patiently for the success of the empowered teams. 6. Prepare to equip the teams with facts and trust them. 7. Provide support and tools wherever required for problem solving. 8. Reward worthy teams. 9. Provided communication infrastructure and Information Technology infrastructure for the teams to carry on the task without difficulty.
Barriers to Success
1. Difficulty of Supervisor and Team Members in New Roles 2. Supervisor Resistance 3. Misalignment
Empowerment calls for a totally different approach. Generally, the former supervisors are designated as team coordinator in the empowered team. Therefore he has to change his approach to get the work done. He has to treat the employees as colleagues rather than subordinates.
Supervisor Resistance
It may be easier to convince the team members or junior employees about the new approach. And also supervisor wont come out openly with their problems of the new setup.
Misalignment
Such misalignment of team members will not help in achieving teamwork. If empowered teams cannot practice teamwork, it will affect the productivity and quality of the organization.