Presentation on theme: "Employee Involvement Abraham Maslow’ Hierarchy of Needs 1.Survival Food, Clothing, Shelter 2.Security Safe Workplace and Job Security 3.Social Our need."— Presentation transcript:
Employee Involvement Abraham Maslow’ Hierarchy of Needs 1.Survival Food, Clothing, Shelter 2.Security Safe Workplace and Job Security 3.Social Our need to belong 4.Esteem Pride 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.Motivators 1.Recognition, Responsibility, Achievement, Advancement & work itself. 2.Dis-satisfiers or Hygiene Factors 1.Salary, Fringe Benefits, Working Conditions, Organization policies & technical supervision.
What Employee Want ? FactorEmployee Manager Rating Interesting Work15 Appreciation28 Involvement310 Job security42 Good pay51 Promotion/growth63 Good working condition74 Loyalty to employees87 Help with personal problems99 Tactful discipline106 (Source: Study by K. Kovich, Advanced Management Journal)
Achieving a Motivated Workforce 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
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 Empowerment 1.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 Teams Process Improvement Teams Cross-functional Teams Natural work Teams Self-directed / self managed Teams Project Teams Task Teams
Characteristics of Successful Teams 1.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 operation 2.Facilitate team process 3.Serve as contact point 4.Monitor the status and accomplishments of members 5.Prepares meeting agenda 6.Ensure team decisions 7.Supports the leader in facilitating the t 8.Act as a resource to the team 9.Maintain documents and present it to management
Stages of Team Development 1.Forming 2.Storming 3.Norming 4.Performing 5.Adjourning
Common Problems 1.Floundering 2.Overbearing Participants 3.Dominating Participants 4.Reluctant Participants 5.Unquestioned acceptance of opinion 6.Rush to accomplish 7.Attribution 8.Discounts and “plops” 9.Wanderlust: digression and tangents 10.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 Reward 1.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 = $ 535,000 Labour cost as a % of sales = 27 % Team goal = 535,000 * 0.27 = $ 144, 450 Annual Team cost = $ 138,365 Gain = $ 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 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