1. Employee Empowerment in TQM
Course Instructor:
Engr. Mian Khurram Mateen

2. Employee Involvement process
Motivating the work force
Team building
Training
Suggestion system
Reward an recognition
gain sharing
Performance appraisal

3. Early Theories of Motivation
Maslow’s Hierarchy of Needs Theory
Needs were categorized as five levels of lower- to higher-order needs.
Individuals must satisfy lower-order needs before they can satisfy higher order needs.
Satisfied needs will no longer motivate.
Motivating a person depends on knowing at what level that person is on the hierarchy.
Hierarchy of needs
Lower-order (external): physiological, safety
Higher-order (internal): social, esteem, self-actualization
Motivation by Prof Mian Khurram

4. Exhibit 16–1 Maslow’s Hierarchy of Needs
Growth, Achievement of
Own potential goal,
Status, Recognition,
Attention
Affection, Belongingness
,Acceptance
Security and
protection
Food, Drink, Sex
Motivation by Prof Mian Khurram

5. Early Theories of Motivation (cont’d)
Herzberg’s Motivation-Hygiene Theory
Job satisfaction and job dissatisfaction are created by different factors.
Hygiene factors: extrinsic (environmental) factors that create job dissatisfaction.
Motivators: intrinsic (psychological) factors that create job satisfaction.
Attempted to explain why job satisfaction does not result in increased performance.
The opposite of satisfaction is not dissatisfaction, but rather no satisfaction.
Motivation by Prof Mian Khurram

6. Exhibit 16–2 Herzberg’s Motivation-Hygiene Theory
Motivation by Prof Mian Khurram

7. c. How to Motivate the Work Force
Know themselves (Managers, SWOT)
Know your employees
Establish a positive attitude
Share goals
Monitor progress
Communicate effectively
Celebrate success
Develop interesting work
Job rotation- switch job within a work unit
Job enlargement- combine task horizontally
Job enrichment- combine the tasks vertically

8. Empowerment
It is an environment in which people have ability, the confidence, and the commitment to take responsibility and ownership to improve the process and initiate work, satisfy customer in order to achieve goals.
It is different from delegation and enrichment of work as in this there is ownership of work and the whole work is assigned to one person.
In order to create empowered environment three condition are necessary

9. 3- Conditions for Empowerment
Every one must understand the need of change. People of high skill, education and experience want change and empowerment. Internal locus of control is also important
The system need to change to new model. Motivate individuals, freedom to act,
The organization must enable its employees. Means enhance their skills, knowledge, and information.

10. Employee feel Empowered with
Stop work in progress – 83 %
Intervene on customer behalf- 81 %
Make exception to procedure – 61%
Rework product – 61 %
Replace goods – 37 %
Refund money – 27 %

11. Team - Team is group of people working together to achieve a common goal
Types of teams
Process improvement team-
Team member represent each process, scope of activity is limited to work unit members of team
Cross functional team
6-10 members from diff functional areas , engr., mkt, acct etc. it may be include customer and supplier
Natural work team
It composed of all the members of work unit
Self managed team
It is a extension of natural work teams but they are without supervisor but having a liaison officer from mgt.

12. Characteristics of Successful Team
Sponsor – top management support
Team charter- mission, vision, scope
Team composition – not exceed to 10
Training
Ground rule – rules and regulation- procedures
Clear objectives
Accountability
Resources
Trust
Effective problem solving
Open communication
Appropriate leadership
Balanced participation

13. 4- Stages of Team development
Forming
It is the phase of transition from individual to member
considerable time spend on organizing and training
Become aware of boundaries
Member familiar with each other
Storming
Realize that how much work is left, starting to panic, blaming each others, resist to work in team, team leader know how to reduce these conflicts, compromise, list what other should do,
Performing
Settled all the things, better understand the project and solve the problems, understand the role and res
Adjourning
Evaluate the team members and Recognize the contributions,

14. Common barriers to Team progress
In- efficient trainings
In-compatible reward and compensation
First line supervisor resistance
Lack of planning
Lack of top management support
Not set the scope, objectives smartly
To large team

15. Common barriers to Team progress
In- efficient trainings
In-compatible reward and compensation
First line supervisor resistance
Lack of planning
Lack of top management support
Not set the scope, objectives smartly
To large team

16. Training 20 % retain of training what the heard
90 % retain what they do
So training must be practical in nature
It will be given on need basis
There are 4- steps in training process
Make aware the people about the objective of training
Get acceptance from the participants that they are willing to attend it. And the training is valuable to them
Participants feel that they are active part of the training
Adapt the environment, attitude and behavior

17. Suggestion Systems
Suggestion systems are designed to provide the individual with an opportunity to be involved by contributing to the organization
Individual ideas are untapped resources
Key to a effective system is management commitment
5- rules for effective system
Be proactive by regularly asking your employees questions
Remove fear by focusing on process not on persons
Simplify the process so it is easy to participate
Respond quickly to the suggestion within a specified time
Reward the idea publicize it

18. Recognition and Reward
Recognition is given by using verbal and written praise
Reward are is some thing tangible like, theater tickets, dinner, cash etc
Intrinsic rewards
Non- monetary form, celebration on achievements, appreciation
Extrinsic rewards
Profit sharing, gain sharing, employment security, compensation time, performance apprasial

19. Benefit of Employee Involvement
Employees make better decision by using their expertise
Employee support the decision in implementation
Employees are better able to pinpoint the area of improvement
Employees are in better position to take corrective decisions
Employees involvement remove conflicts and improve communication
increase morale by having a sense of ownership
In better position to accept changes
Increase commitment