1. Abraham Maslow’ Hierarchy of Needs
Employee Involvement
Abraham Maslow’ Hierarchy of Needs
Survival
Food, Clothing, Shelter
Security
Safe Workplace and Job Security
Social
Our need to belong
Esteem
Pride and self worth
Self-actualization
Given the opportunity to go as far as their abilities will take them

2. Herzberg’s Two Factor Theory
Motivators
Recognition, Responsibility, Achievement, Advancement & work itself.
Dis-satisfiers or Hygiene Factors
Salary, Fringe Benefits, Working Conditions, Organization policies & technical supervision.

3. What Employee Want ? Factor Employee Manager Rating Rating
Interesting Work
Appreciation
Involvement
Job security
Good pay
Promotion/growth
Good working condition
Loyalty to employees
Help with personal problems
Tactful discipline
(Source: Study by K. Kovich, Advanced Management Journal)

4. Achieving a Motivated Workforce
Know thyself
Know your employees
Establish a positive attitude
Share the goals
Monitor progress
Develop interesting work
Communicate effectively
Celebrate success

5. 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.”

6. Conditions of Empowerment
Everyone must understand the need for change.
The system needs to change for the new paradigm.
The organization must enables its employees.

7. Teams Types of Teams Process Improvement Teams Cross-functional Teams
Natural work Teams
Self-directed / self managed Teams
Project Teams
Task Teams

8. Characteristics of Successful Teams
Sponsor
Team Charter
Team Composition
Training
Ground Rules
Clear Objectives
Accountability
Well-defined decision procedures
Resources
Trust
Effective problem solving
Open communication
Appropriate Leadership
Balanced Participation
Cohesiveness

9. Team Member Roles Ensure smooth and effective operation
Facilitate team process
Serve as contact point
Monitor the status and accomplishments of members
Prepares meeting agenda
Ensure team decisions
Supports the leader in facilitating the t
Act as a resource to the team
Maintain documents and present it to management

10. Decision Making Methods
Non-decision
Unilateral decision
Handclasp decision
Minority-rule decision
Majority-rule decision
Consensus

11. Stages of Team Development
Forming
Storming
Norming
Performing
Adjourning

12. Common Problems Floundering Overbearing Participants
Dominating Participants
Reluctant Participants
Unquestioned acceptance of opinion
Rush to accomplish
Attribution
Discounts and “plops”
Wanderlust: digression and tangents
Feuding team members

13. Common Barriers to Team Progress
Insufficient training
Incompatible rewards and compensation
First-line supervisors resistance
Lack of planning
Lack of management support
Access to information systems
Lack of union support

14. Success Formula for the Suggestion System
Be progressive
Remove fear
Simplify the process
Respond quickly
Reward the idea

15. Recognition and Reward
Serves as a continual reminder that the organization regards the quality & productivity as important.
Offers the organization a visible technique to thank high achievers for outstanding performance.
Provides employees a specific goal to work toward. It motivates them to improve the process.
Boosts morale in the work environment by creating a healthy sense of competition among individuals and teams seeking recognition.

16. Gain sharing
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

17. Performance Appraisal
Ranking
Compares employees by ranking from the highest to lowest.
Narrative
Gives a written description of employee’s strengths and weaknesses
Graphic
Indicate the major duties performed by the employee and rates each duty with a scale 1-5
Forced Choice
Places each employee in a category with a predetermined percentage- excellent (10 %), v. good (25%), good (30 %), fair (25%) and poor (10%)

18. Tips for Good Performance Appraisal
Use rating scales that have few rating categories.
Require work team or group evaluations that are at least equal in emphasis to individual-focused evaluations.
Require more frequent performance reviews having a dominance over future performance planning.
Promotion decision should be made on PA
Include indexes for external customer satisfaction in PA
Use peer and subordinate feedback as an index of internal customer satisfaction in PA
Include evaluation for process improvement in addition to results