Total Quality Management

EMPLOYEE
INVOLVEMENT
 What is Employee
Involvement?
Employee involvement Or
Participative Management
A process for empowering
members of an organization
to make decisions and to
solve problems appropriate to
their levels in the
organization.
EI Mission Statement

Employee Involvement is the

on-going effort to involve all
employees in the decisions that
affect their work lives.

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The Right Way
EI is the right way to operate;
recognizing the abilities and
potentials of all employees.

EI is a prerequisite for
maintaining competitive position
in todays marketplace.

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Employee Involvement Goals
Give employees a voice in
changes
Give everyones ideas a chance
to be heard
Involve everyone
Make our products more
competitive
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 What are the EI Benefits?
Increases job satisfaction
Helps solve problems
Improves skill levels
Increases commitment
Improves quality & productivity
Reduces absenteeism
Improves work environment
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Motivation
Knowledge of motivation helps
us to understand the utilization of
employee involvement to achieve
process improvement.

Maslows Hierarchy of needs

model could best explain it
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Motivation

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Motivation

Level 1 Needs include:

Proper lighting, heating/air
conditioning, ventilation,
Phone system,
Data/voice access and
Computer information system

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Motivation

Level 2 Needs include:

Safe place to work and
Job security
Privacy on the job place (being able
to lock the office door, having lockable storage
for personal items, ergonomic furniture)

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 Motivation

Level 3 Needs include:

Being a member of a team is a good
way to bring employees into the group.

If possible employees should provided

with both formal social areas (such as
cafeteria, conference room) and informal areas
(such as water coolers and bulletin boards)
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Motivation
Level 4 Needs include:
Its related to pride and self worth

Where possible, employees should be

given offices or personal spaces with
aesthetics.

Business cards, workplace size, and

office protocols also provide certain level of
self esteem within an organization.

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Motivation
Level 4 Needs include:
Seeking advice or input into business
or production processes is a good way
of telling employees that they are of
value.

This activity requires giving employees

control and freedom of their jobs by
providing trust.
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Motivation
Level 5 Needs include:
This level says that individuals must given the
opportunity to go as far as their abilities will take them.
As employees move up the hierarchy, they will
immediately revert back to previous level if they feel
threatened.

For example if an employee is satisfied in level 3, a

rumor of downsizing may cause immediate return to
level 2.

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 Motivation

Herzbergs Two Factor Theory

Frederick Herzberg extended the
general work of Maslow and
developed his Two Factor Theory.

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 Motivation
Herzbergs Two Factor Theory
He found that the people were motivated by
Motivators:
Recognition,
Responsibility,
Achievement,
Advancement, and
The work itself. (equivalent to Maslows Higher levels)
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Motivation
Herzbergs Two Factor Theory
He found that the people were demotivated by:
Demotivators or Hygiene Factors:
Low salary,
Minimal fringe benefits,
Poor working conditions,
ill-defined organizational policies, and
Mediocre technical supervision.
(equivalent to Maslows low levels)

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Employee Wants
A good management always remain
aware of the employee wants.

If managers are to effectively motivate

employees, they must align their actions
closer to the motivation.

The next table shows employee wants

and manager perceptions of employee
wants.
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What Employee Wants
Factor Employee Manager
Rating Rating
Interesting Work 1 5
Appreciation 2 8
Involvement 3 10
Job Security 4 2
Good Pay 5 1
Promotion/Growth 6 3
Good Working Conditions 7 4
Loyalty to Employees 8 7
Help With Personal Problems 9 9
Tactful Discipline 10 6
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Achieving a Motivated
Work Force

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Achieving a Motivated Work Force
The Building of a motivated workforce
is an indirect process.

Responsibility of the managers to

create the environment at all levels for
individuals to motivate.

Concepts to achieve a motivated work

force are as:
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Achieving a Motivated Work Force
1. Know Thyself
Managers must understand their own
motivations, strengths, and
weaknesses.

This understanding best be obtained by

having peers and employees
anonymously assess the managers
performance.

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Achieving a Motivated Work Force
1. Know Thyself
Motivating managers know that the most
valuable resource is people and their
success largely depends on employees
achieving their goals.

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Achieving a Motivated Work Force
2. Know your employees
Motivating managers must know about
the strength of their employees.

He /she should ask questions and listen

to answers of their employees.

Knowledge about the interests of the

employees can be helpful in building a
motivated workforce.

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Achieving a Motivated Work Force
3. Establish a Positive Attitude
A positive action oriented
attitude permeates the work unit.
Feedback should be positive and
constructive.
Respect and sensitivity for others is
essential.
Getting job related opinions from
employees is too helpful to build a
positive atmosphere.
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Achieving a Motivated Work Force
4. Share the Goals
A motivated workforce needs well
defined goals.

These goals should address both

individual and organizational
needs.

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Achieving a Motivated Work Force
5. Monitor Progress
The process of goal setting
should include a detailed road map
of progress.
It should include:
periodic milestones and
individual assignments.
Managers should periodically
review performance.
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Achieving a Motivated Work Force
6. Develop Interesting Work

To develop the interest, Managers

should alter the Assignment of the
employees.

It should include
Job rotation
Job enlargement (horizontal) and
Job enrichment (vertical)

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Achieving a Motivated Work Force
6. Develop Interesting Work

Job Rotation To switch employees

job within a work unit.
Increases interest
Reduces boredom
Provides knowledge of entire process and
sub processes involved
Quality consciousness raised
Process improvement
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Achieving a Motivated Work Force
6. Develop Interesting Work

Job Enlargement Employee

performs a number of jobs sequentially.
Employee is responsible for greater
portion of product or service.
May improve process

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Achieving a Motivated Work Force
6. Develop Interesting Work

Job Enrichment Employee performs

managerial elements such as:
Planning
Scheduling
Inspection
Benefits:
Sense of autonomy and control
Process improvement
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Achieving a Motivated Work Force
7. Communicate effectively

Effective Communication provides

employees with knowledge about their:
Work unit
Organization

grapevine information is not suitable

for
Process improvement
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Achieving a Motivated Work Force
8. Celebrate Success
Recognizing employee achievements is the
most powerful tool in the managers toolbox
Acknowledgement and Recognition publically
Symbolic items such as certificates, plaques
Rewards such as:
Theater tickets
Dinner for two
Cash award
Message for employees they are valuable
member for organization
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