Employee Involvement

Abu Naser Mohammad Saif

Lecturer
Department of MIS
Faculty of Business Studies
University of Dhaka
Cell: 01717686005
Employee Involvement
Employee involvement refers to any activity
by which employees participate and
contribute for TQM.
Employee involvement like
i. Sharing of information
ii. Providing inputs on work related problems
iii. Making suggestions
iv. Self directed responsibilities such as setting
goals, making decisions, & solving problems
Motivational Theories
I. Maslows hierarchy of needs
II. Herzberg's two factor theory
Maslows Hierarchy of Needs
Survival: means food, clothing, and
shelter which are provided by the
organization.
Security: safe working place, job
security and ergonomically feasible.
Social: Opportunity should be provided
to be a part of a group/team by feeling
important.
Maslows Hierarchy of Needs
Survival
Security
Social
Esteem
Self actualization
Food, clothing and shelter &
other basic needs
Safety working place, job
security
Opportunity to be a part of
group/team
Pride, self worth, values
Jesus, Allah, Govinda
Maslows Hierarchy of Needs
Esteem: it relates pride and self
worthiness.
Self actualization: Individuals must be
given the opportunity to go as far as
their abilities will take them.
Herzberg's two factor theory
He argued that there are 2 sets of needs.
i.e. motivators (growth needs), which
relates to job we perform, and sense of
our achievement as a result of
performing them.
Second set is known as hygiene factors
that are related to work environment
and based on the human need to avoid
pain.
Achieving a Motivated Work Force
Know thyself
Know the employees
Establish a positive attitude
Share the goals
Monitor progress
Develop interesting work
Communicate effectively
Celebrate success
Employee Survey
Personality characteristics
Management Style
Job attitude
The work
Empowerment
Different from delegation or job
enrichment
Delegation refers to distributing and
entrusting work to others
Empowerment requires that employee
is held responsible for the whole task
People generally want to be more in
charge of their jobs and careers
Conditions for Empowerment
Everyone must understand
the need for change
The system needs to change
to the new paradigm
The organization must enable
its employees
Teams
Source of employee involvement
A group of people working together to
achieve common goal
Objectives:
Solve a problem
Improve a process
Design a product
Audit a process
Types of Teams
Process Improvement Team
Cross Functional Team
Natural Work Teams
Self Directed Teams
Process Improvement Team
Includes representative(s) from each
operation of the process
Improve or develop specific business
process
External or internal supplier/customer
could be added depending upon location
Usually disbanded after the objective is
obtained
Cross-Functional Team
Represented by each functional area
representative (6-10 members)
May include customer or supplier
Usually temporary with the exception
of product review team
Natural Work Team
Is not voluntary
Is composed of all the members of
the work unit
Self Directed Teams
Example of empowered organization
Discretion to organize their work subject to
organizational work flow requirements
Team coordinator to liaison with senior
management (can be rotational)
Meets daily planned activities. Decision
making usually by consensus
68% of Fortune 1000 companies use SDT
Only 10% workers are involved in them
Quality Circles
Group of employees usually from one
functional area
Voluntary participation in weekly
meeting (on company time)
Select and address quality problems
that occur within their department
Provide training on problem solving
techniques.
Quality Circles
Pursue two types of goals
Personal well being of the employee:
Removing frustrating issues related to work
environment
Well being of the company
Later on solve company problems with
focus on products and process
Benefit: Improved quality for both internal &
external customers
Quality Circles: Benefits
Improve individual self respect
Increase respect among supervisors
and workers
Changes workers negative attitude
Reduce conflict stemming from work
environment
Workers understand why many
problems cannot be solved quickly
Characteristics of Successful Teams
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Training
Companies committed to invest heavily
in training
Usually includes quality awareness,
leadership, project management,
communication, teamwork, data
analysis, meeting customer requirement,
process analysis, waste reduction, cycle
time reduction, and error proofing etc.
Suggesting System
Being Progressive
Removing fear
Simplification of the process
Responding quickly
Rewarding the idea
Recognition & Rewards
Can be monetary or non monetary
Might include trips, promotional gifts,
clothing, time off, or special company
sponsored awards and events
Works better for hourly workers than
for managers and technical
employees
Should involve everyone
Recognition & Rewards .
Tie rewards to quality based
measurable objectives (reward for
each suggestion implemented)
Extensive Publicity (newsletters, wall
of fame, certificates, and special lunch
etc.)
Performance Appraisal
How one is evaluated determines how
one performs
Process for evaluating and generating
info about employees effectiveness &
efficiency at work
Objectives: Feedback to employees,
assessing training needs, and identify
people for promotions etc.
Performance Appraisal: Flaws
Discourage risk taking
Focus on short-term measurable results
Focus on individuals & destroy team work
Process is detection oriented rather than
prevention oriented
Usually fail to distinguish among factors
that are in employees control and those
that are not
Performance Appraisal .
Many companies are now using 360
degree evaluation
Some are replacing evaluation with
personal planning & development systems
Manager meet employees to set future
expectations
Identify training needs, provide coaching,
and reward continuous improvement
Develop each individual to the fullest