Employee Involvement

Total Employee Involvement
Total Employee Involvement (TEI)

 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
MOTIVATION
 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.
THEORIES OF MOTIVATION
 Maslow’s need Hierarchy theory:
HERZBERG’S TWO FACTOR THEORY
Also known as Motivation- Hygiene Theory
There are 2 factors
 Motivation factors or satisfiers.
 Hygiene factors or Dissatisfiers
EMPLOYEE EMPOWERMENT
 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
Necessary conditions to create
Empowered environment
 Everyone must understand the need for

change
 System need to change to new paradigm (to
motivate individuals and group)

 Organization must enable its employees
OBJECTIVES OF EMPOWERING
EMPLOYEES
 Encouraging participation in decision making

 Creating self managed teams
 Encouraging self management
 Increasing motivation levels of individuals
 Making managers facilitators
IMPORTANT TERMS
 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
STEPS FOR EMPOWERING EMPLOYEES
 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
TEAM BUILDING
 A team is a group of people who perform
interdependent tasks to work toward a
common mission.
Group Team
Focus on self On common objective
No participation in Members do participate
decision making
Independent work Interdependent work
Exercising of authority Mutual understanding
and control with give and take policy
WHY TEAM IS NEEDED????
 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
TASKS OF TEAM
 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)

ELEMENTS OF TEAM BUILDING
 Team Identity (name, logo etc)

 Team structure (different roles, attitude or
behaviour of or within team)

 Team goals
 Team motivation
TYPES OF TEAMS
 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)
UNDERTANDING TEAMS
 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
Characteristics of Successful 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
BARRIERS TO TEAM PROGRESS
 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
What is a Quality Circle?
 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”
How Do Quality Circles Work?
 Characteristics
◦ Volunteers
◦ Set Rules and Priorities
◦ Decisions made by Consensus
◦ Use of organized approaches to Problem-Solving

How Do Quality Circles Work?
 All members of a Circle need to receive
training
 Members need to be empowered
 Members need to have the support of Senior
Management
STRUCTURE OF QUALITY CIRCLE
 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)
MANAGEMENT OF QUALITY CIRCLES
 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
STEPS FOR IMPLEMENTATION OF QC’S
 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.
BENEFITS OF QUALITY CIRCLE
 Better supervision
 Increased cooperation
 Reduction in absenteeism
 Improved communication
 Disciplined approach
 Increased employee motivation and morale
 Promote job involvement and participation
REWARD AND RECOGNITION
 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.
Reward & Recognition
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)
Reward & Recognition
Benefits
• More productive
employees;
• More satisfied employees;
• More loyal employees
SOME WAYS TO RECOGNIZE
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
TRAINING AND EDUCATION
 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
Training needs Assessment
 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
 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.

AREAS WHERE SUGGESTION SCHEMES
CAN BE APPLIED ARE
 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

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Total Employee Involvement

Total Employee Involvement (TEI)

 Employee involvement motivates people to

 It uses the creativity of all employees

 It is a social process by which people become self

 Involvement helps employees become responsible

 It is the state of feeling self-empowered to

 Everyone must understand the need for

motivate individuals and group)

 Encouraging participation in decision making

job to include responsibilities that have

and compare results and win support of

through proper training and education

 Repetitive tasks (members have fix role that

the fixed role)

input for new work milestones)

 Team Identity (name, logo etc)

behaviour of or within team)

purpose, goals and working approach)

 Well defined decision procedures

“ that employee participation in decision-

◦ Set Rules and Priorities

◦ Decisions made by Consensus

◦ Use of organized approaches to Problem-Solving

the unit and its meetings are called at least once

available to everyone in organization

in which organization publicly acknowledges

Goals of a Reward/Recognition Program

1. To advance the goals, values and

who are found doing things right

organization as it is long term investment

 Implementing policy management

employees and management.

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