Transcript
WHAT IS EMPLOYEE INVOLVEMENT
• Employee Involvement Is One Approach To Improving Quality And Productivity. Employee involvement is not a replacement for management nor it is the final word in quality improvement. It is a means to better meet the organization's goals for quality and productivity at all levels of an organization .
MOTIVATIONKnowledge Of Motivation Helps Us To
Understand The Utilization Of Employee Involvement To Achieve Process Improvement.
MASLOW'S HIERARCHYOF NEEDS
Abraham Maslow (1943) stated that people are motivated to achieve certain needs. When one need is fulfilled a person seeks to fulfill the next one, and so on.
THE ORIGINAL HIERARCHY OF NEEDS FIVE-STAGE MODEL INCLUDES:
• Biological and Physiological needs - air, food, drink, shelter, warmth, sleep.
• Safety needs - protection from elements, security, order, law, stability, freedom from fear.
• Love and belongingness needs - friendship, intimacy, affection and love, - from work group, family, friends, romantic relationships.
• Esteem needs - achievement, mastery, independence, status, dominance, prestige, self-respect, respect from others.
• Self-Actualization needs - realizing personal potential, self-fulfillment, seeking personal growth and peak experiences.
PHYSIOLOGICAL NEEDS• Physiological needs are the physical requirements for
human survival. If these requirements are not met, the human body cannot function properly and will ultimately fail. Physiological needs are thought to be the most important; they should be met first.
Examples:Air, water, and food are requirements for survival in all animals, including humans. Clothing and shelter provide necessary protection.
SAFETY AND SECURITY NEEDSSafety and Security needs include:• Personal security• Financial security• Health and well-being• Safety net against accidents/illness and their adverse
impacts
LOVE,FEELINGS,BELONGING AND SOCIAL NEEDS
After physiological and safety needs are fulfilled, the third level of human needs is interpersonal and involves feelings.
such as:• Friendship• Intimacy• Family
ESTEEM All humans have a need to feel respected; this
includes the need to have self-esteem and self-respect. Esteem presents the typical human desire to be accepted and valued by others..
SELF-ACTUALIZATION
What a man can be, he must be. This quotation forms the basis of the perceived need for self-actualization. This level of need refers to what a person's full potential is and the realize Maslow believed that to understand this level of need, the person must not only achieve the previous needs, but master them. action of that potential.
HERZBERGS THEORY
Frederick Herzberg extended the general work of Maslow . He found that people were motivated by recognition, responsibility, achievement and the work itself .These factors were labeled motivators .These are intrinsic in nature.
In addition his research showed that bad feelings were associated with
low salary, poor working conditions, ill defined organizational policies etc. These job related factors were labeled dissatisfies or hygiene factors, which implies they are preventable. These are extrinsic in nature
EMPLOYEE WANTS
While management thinks that good pay is the number one want of the employee survey result show that this factor is usually in the middle of the ranking
What Employees Want (TABLE)Factor Employee Manager Rating RatingInteresting work 1 5Appreciation 2 8Involvement 3 10Job security 4 2Good pay 5 1
Promotion 6 3 Good working conditions 7 4Loyalty to employee 8 7Help with personal problem 9 9Tactful discipline 10 6
Achieving a motivated work force
Concepts to achieve motivated workforce as follows:• Know thyself• Know your employees• Establish a positive attitude• Share the goals• Monitor progress• Develop interesting work• Communicate effectively• Celebrate success
An operational definition follows
Empowerment is an environment in which the people have the ability, the confidence and the commitment to take the responsibility and ownership to improve the process and initiate the necessary steps to satisfy customer requirements with in well defined boundaries in order to achieve organizational values and goals
1. Seeking opinions from the employees.
2. Facilitating the employees to try their ideas.
3. Encouraging for sharing of resources and information.
4. Improving the communication skills of the employees.
Employee empowerment can be done by:
People fear change. Senior management must understand that people change for their own reasons not for reasons for the organization.
People who are well educated , highly skilled and experienced are
more likely to accept increased demand s and expectations with
empowerment
Conditions For Empowerment Enviroment
Everyone must Understand the need for change
Enablement means providing information , education and skills. To ask people to change work habits without providing them with the tools for change only increase resistance to the change process
The organization must enable its employees
TEAMGroup of people working together working to achieve common goal or objectives. Member of the team will need to focus on how they relate to each other, listen to the suggestions of others, build on previous information. They will need to build standards , maintain discipline , build team sprit and motivate each other. Each member of the team has their own history of experience to help achieve the objective
WHY IS TEAMWORK IMPORTANT?
Just as it’s one thing to join a team, but quite another to perform as a team member. To put it simply, teams don’t work without teamwork.
This means a sense of unity for common interests and responsibilities, as developed among a group of persons closely associated in a task, cause, enterprise.
How is a Team Different from a Group or Committee?
• Members of the team agree on the goal
• Members agree that they must work together to achieve the goal
• Each member is viewed as having one or more important roles to play to successfully achieve the goal
• There is less hierarchy within the unit than in most work groups
How does a Team Work Best?A Teams succeeds when its members
have:
• a commitment to common
objectives
• defined roles and responsibilities
• effective decision systems,
• good personal relationships
Recipe for Successful Team
• Commitment to shared goals and objectives
• Clearly define roles and responsibilitiesa. Use best skills of eachb. Allows each to develop in all areas
The members of a process improvement team represent each operation of the process or sub process. A team about six to ten will come the work unit and internal or external supplier and customer would be included on the team. The lifecycle of this type of team is usually temporary ,it is dis -banded when the objective has been obtained
PROCESS IMPROVEMENT TEAM
TYPES OF TEAM
A team of about six to ten members will represent a number of different functional areas engineering, marketing, accounting production, quality and human resources .It may also include the customer and supplier. A design review team is a good example of cross functional team. This type of team is temporary. This type of teams break down functional area boundaries.
CROSS FUNCTIONAL TEAM
This type of team is not voluntary .It is composed of all the members of the work unit It differs from quality control circle because manager is the part of the team and the project is improved are selected by the management. Managers should anticipate this action and be prepared to help employees become comfortable in the team, environment
NATURAL WORKS TEAM
They are an extension of natural work team s without the
supervision. They only do the work but also manage it. There is a team
coordinator with their senior management that may rotate
among members .The team meets daily to plan their activities and
decisions are usually by consensus. Additional activities may include hiring, performance evaluation,
customer relations, supplier relations and training.
SELF MANAGED WORK TEAM
Sponsor In order to have effective communicate with the quality council , there should be a sponsor. Preferably the sponsor is a member of the quality councilTeam character A team character is a document that defines the teams mission, boundaries , the background of the problem, the teams authority and duties and resourcesTeam composition The size of the team should rarely exceed ten people in the case of natural work team or self directed teams. Teams should be diverse by having members with different skills, perspectives and potential
Characteristics of a Successful Teams
Training As the need arises, members should be trained in problem solving techniques Ground rulesThe team must develop its rules of operation and conduct. Their should be discussion on what will and will not be tolerated Clear objectivesWithout clear objectives and goals, the team will have difficulty. In addition the criteria of success should be agreed on with management AccountabilityThe team is accountable to perform. In addition the team should review its performance to determine possible team process weakness and make improvements
Well defined decision procedures Effective, acceptable and timely decision have to be made by the team. Detailed information on the decision is given.ResourcesThe team can not be expected performance successfully with out the necessary tollTrustManagement must trust the team to perform the task effectively. Balanced participationAll members must become involved in the team activities by voicing their options CohesivenessMembers should be comfortable working with each other .
Team Members Roles
Ensure the smooth and effective operation of the teamFacilitates the team processMonitor the status Prepare the meeting agenda including time, date and locationDose not perform activities that the team can doParticipates as a team member Respect other people contribution
top related