 Employee involvement in the organization helps in improving quality and productivity.  Employee involvement motivates people to contribute towards a goal  It uses the creativity of all employees  It is a social process by which people become self involved  Involvement helps employees become responsible Employee-Citizens rather than non-responsible Machine like Performers

 According to Scott “ Motivation is a process of stimulating people to accomplish desired goals.” Or It is inner urge of person to do or not to do something Importance of Motivation  Improves Employee Involvement  Promotes Job Satisfaction  Promotes Interpersonal Cooperation.

 Maslow’s need Hierarchy theory:

 Also known as Motivation- Hygiene Theory There are 2 factors  Motivation factors or satisfiers.  Hygiene factors or Dissatisfiers

 Empowerment is the process of enabling or authorizing an individual to think, behave, take action, and control work and decision- making in autonomous ways.  It is the state of feeling self-empowered to take control of one's own destiny

 Everyone must understand the need for change  System need to change to new paradigm (to motivate individuals and group)  Organization must enable its employees

 Encouraging participation in decision making  Creating self managed teams  Encouraging self management  Increasing motivation levels of individuals  Making managers facilitators

 JOB ENLARGEMENT: changing the scope of job to include greater portion of horizontal process  JOB ENRICHMENT : increasing the depth of job to include responsibilities that have traditionally been carried out at higher levels of organization

 Compatibility with value and needs  Check your own attitude  Find out the barriers to empowerment  Creating right atmosphere  Set limits or boundaries to extra autonomy given to employees  Create awareness  Reassure who are to be affected by change and compare results and win support of employees

 Evaluate work done by staff and compare the results with standards  Provide initiative by creating self managed teams  Develop and polish skills of individuals through proper training and education  Monitor developments through active feedback process  Be prepared to live mistakes

 A team is a group of people who perform interdependent tasks to work toward a common mission. GroupTeam Focus on selfOn common objective No participation in decision making Members do participate Independent workInterdependent work Exercising of authority and control Mutual understanding with give and take policy

 To solve complicated problems  To make whole greater than the sum  To do better job  To achieve group and individual goals  To create hunger for performance

 Repetitive tasks (members have fix role that is to be performed independently)  Projects (requires creative input along with the fixed role)  Partners ( demands creative and constant input for new work milestones)

 Team Identity (name, logo etc)  Team structure (different roles, attitude or behaviour of or within team)  Team goals  Team motivation

 Process improvement teams (achieve specific goal)  Work groups (responsible for particular process)  Cross – functional team ( a team of 6 to 10 members representing different functional areas)  Self managed teams (manages day-to-day operation of particular process or department ---- goal setting,conflict resolution etc)

 Working groups (members interact to share information, discuss practices and to make decisions)  Pseudo-teams ( weakest of all groups in terms of performance )  Potential teams (more need of clarity of purpose, goals and working approach)  Real teams (having complementary skills)  High performance teams

 Sponsor ( member of quality council)  Team charter (mission, boundaries, authority, duties and resources)  Team composition (size of team should be such that it helps to maintain commitment)  Training  Ground rules  Clear objectives  Accountability  Well defined decision procedures  Resources  Open communication  Leadership  Balanced participation

 Lack of planning  Lack of management support  Insufficient training  Trapped in group think  Incompatible rewards and compensation  Lack of union support  More team members  Insignificant project objectives

 Voluntary groups of employees who work on similar tasks or share an area of responsibility  They agree to meet on a regular basis to discuss & solve problems related to work.  They operate on the principle “ that employee participation in decision- making and problem-solving improves the quality of work”

 Characteristics ◦ Volunteers ◦ Set Rules and Priorities ◦ Decisions made by Consensus ◦ Use of organized approaches to Problem-Solving

 All members of a Circle need to receive training  Members need to be empowered  Members need to have the support of Senior Management

 Top management  Steering committee (headed by chief executive of the unit and its meetings are called at least once in two or three months by chairman)-----objective is to identify overall quality circle programme.  Facilitator (guiding and directing activities of quality circle)  Leader  Coordinator (bridge between facilitators and steering committee)

 Strategies to be followed to ensure successful Quality circle programme :  Monitor progress  Organize steering committee  Set targets or expectations  Identify facilitators  Education and training  Recognition and reward

 Understand concepts and activities of quality circles  Management commitment should be made available to everyone in organization  Formation of Steering Committee  Selection of facilitator  Training to supervisor and foremen  Encouraging participation of team members  Holding out meetings of quality circle on regular basis  Discussion of suggestions on various issues.

 Better supervision  Increased cooperation  Reduction in absenteeism  Improved communication  Disciplined approach  Increased employee motivation and morale  Promote job involvement and participation

 Reward is physical such as movie tickets, dinner for two etc to promote desirable behavior.  Recognition is a form of employee motivation in which organization publicly acknowledges the positive contributions of an individual or team. This motivation is acknowledged through written or verbal words.

Goals of a Reward/Recognition Program 1.To advance the goals, values and mission of the organization (employer benefit); 2.To recognize and reward employees for their performance, behaviour, outcomes (employee benefit)

Benefits More productive employees; More satisfied employees; More loyal employees

 Promotion  Having stock of small gifts to give to people who are found doing things right  Awarding outstanding contributors  Creating best idea of the year booklet  Involving teams with external customers and suppliers etc  Taking interest in employees development

 Education and training are such areas in management that require devotion of time and attention.  Training must be continuous process in an organization as it is long term investment  Training helps in Implementing policy management Daily management Team activity Problem soving etc

 It is most important to: ◦ Train those who need it most ◦ Ensure that the training provided is designed to promote the goals of the organization  Managers may become involved in assessing training needs at two levels: ◦ Organizational Level ◦ Individual Level  The most structured approach managers can use to assess training needs is the job task analysis survey.

 Suggestion schemes are designed to provide the individual with the opportunity to be involved by contributing to the organization.  It is a process that strengthens the continuous improvement  It helps to improve communication between employees and management.

 Information flow  Work procedures  Work environment  Safety related issues  Design layout of production floor  Design of equipment, tools and fixtures  Customer services and relationships  Human conflicts  Personal grievances etc