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Chapter 6 EMPLOYEE INVOLVEMENT

2. I rate enthusiasm even above professional skill. - Sir Edward Appleton
3. Introduction Employees are the strength of an organization. They are the prime
contributors to its success. Motivation Teamwork Training and mentoring
Recognition and rewards Feedback and performance appraisal empowerment
4. EMPLOYEE MOTIVATION HYGIENE THEORY : the company Its policies and
its administration The kind of supervision which people receive while on the job Working
conditions Interpersonal relations salary Status security
5. EMPLOYEE MOTIVATION MOTIVATION : Achievement Recognition for
achievement Interest in the task Responsibility for enlarged task Growth and
advancement to higher level tasks
6. TEAMWORK MANAGEMENTS ROLE IN ENABLING TEAMWORK
Responsibility Authority Wherewithal for accomplishing the task Criteria of
measurement of the work output
7. TEAMWORK Results in a WinWin Situation Win-win situation demands that each
employee respects the views of other employees and regards the self- esteem of all the
colleagues in the team. To summarize, the team can have the ff. benefits if they work for a
win-win situation: Achieve dramatic results, which individuals cant Make best use of
skills of each member of the team Make right decision Get more enjoyment and job
satisfaction
8. The problems of win-lose are summarized below: Waste time Creates conflict
Stops people listening Spoils happiness and health of team members
9. Do Rewards Disrupt Teamwork? Reward encourage people to practice teamwork.
Awards should be given to motivate the team of people, who have contributed in a great
measure. in other words, the output of team should be given more importance than the output
of the individuals. This should not curtail the innovation of individuals.
10. EFFECTIVE COMMUNICATIONS In every organization, communication is a three
way process for each employee, as given below: to one, employee is working forsupervisors/managers To the persons working for him- subordinates/junior employees. To
the persons one works with, the peers, counterparts, customers and suppliers (both internal
and external)
11. Necessity for Communicating Upwards - upward communication means
communicating with seniors. Communication with Juniors - every employee should
communicate with juniors. The junior employee will not have the same education, experience
and expertise as that of the senior. Therefore, the senior has to communicate with the junior
patiently and in detail. Communication with Peers - communication with peers is equally
important. This has assumed significance since the organization have to establish customersuppliers relationship to practice TQM.
12. TRAINING AND MENTORING Necessity for Orientation Training - the employees
in their formal education learn many techniques covering wide range of topics, from basic
principles to advance topics. The orientation training should help the employees to
understand the ff, in particular: Objectives of the organization Requirements and
expectations from his team His role His authority The know-how and know-why of the
jobs to be undertaken on day to day basis familiarity and skill in operating the tools or
machinery connected with the job in hand.
13. Experienced Recruits Need More Orientation - in the service sector, obsolescence
settles in fast. Therefore, there is a continual change in the business. This means, that the

employees have to acquire the skills needed for designing, manufacturing, delivering, and
servicing the updated or new products or services. There is a reluctant on the part of the
management to send employees for training, due to some ff. reasons: Excessive workload in
the organization, which does not permit sending them for training Non-availability of
appropriate training courses Fear of migration of employees after training
14. PDCA for Training Though training contributes to the prosperity of an organization, it
also costs money. Therefore, PDCA should be used for training of employees in every
organization. Plan for Training Provide Training Measure Training Effectiveness
Improve Training Effectiveness
15. RECOGNITION AND REWARD Recognition of Achievement is Important it is
important to recognize achievement of employees, customers and suppliers. Every employee
or supplier has to meet the requirements to satisfy his customers. However, there would be a
few teams, and few suppliers, which will excel in their contributions. Meeting customer
requirements is not enough for recognition. Exceeding customer requirements or satisfying
customer, whether internal or external can be considered to be an achievement.
16. Select a Few Best Performers the attribute for selection of best performing employees
in ETDC, Chennai are given below: Commitment Creativity Flexibility Adaptability
Determination responsibilty
17. Type of Awards The organization should select the award appropriately. It could be
appreciation in an annual meeting, certificates, mementos, and cash awards. No matter what
is the type of award, the employees will definitely be motivated. However, the organization
should be consistent in giving the awards.
18. Enable Happiness All Around The recognition and award program should help the
organization amongst all the employees. It should not lead to bitterness amongst employees
and should not demotivate them. Hence, before venturing into the recognition program, the
management has to give considerable thought and then only finalize the strategy for
recognition and awards.
19. FEEDBACK AND PERFORMANCE APPRAISAL Feedback Essential Both for
Employees and Management it is more humane to be curious to know about the result of an
action. Actions, are taken not only by management, but also by junior employees in the
organization. therefore, both the management and the employees should look forward to
getting a feedback on the action taken, the employees from he management and vice versa, in
the interest of improving quality continuously.
20. Management Should Seek Feedback One of the responsibility of the management is to
seek feedback. The management should therefore adopt stable strategies to get the right
feedback from the employees as well as customers. Management By Walking Around
(MBWA) concept advocated by Tom Peters to get the feedback. It should be practiced in
the right manner for getting the desired results.
21. Feedback to the Employees Every employee in the organization should receive a
feedback on the quality of his output. Quality does not only mean the conformance of the
product or service to the requirements, but also the timeliness, behavioral requirements and
all attributes of TQM. Giving Appropriate Feedback When a feedback is given, it should be
the most appropriate. The feedback should never be exaggerated or under played; it should be
correct feedback.
22. Timely Feedback Feedback should never be accumulated forever. The feedback , as
and when required, should be given at the appropriate time . The feedback session could be
short and brief so that it will be taken seriously. Vatch Effect of Feedback Each feedback
session is a corrective action of the system, to use the terminology of ISO 9001. therefore, the
effect of feedback has to be monitored, studied and analyze. If the feedback is given in an

appropriate manner and if it is right then definitely the employee will be motivated to correct
himself.
23. Continuous Feedback Like continuous improvement, feedback should also be given
continuously. the feedback will be never ending for any of the supervisory persons, since the
system will try to drift away from the set goals often and the management will be required to
correct the system through the feedback mechanism.
24. PERFORMANCE APPRAISAL Performance appraisal used for he development of
the employees. Reports should be used by the management , for various purposes as:
Promotion Granting of additional increments Training the employees Reallocation of
duties
25. EMPOWERMENT Empowerment and ownership are synonymous.
Empowerment of employees is one the latest management techniques deployed to result in
continuous improvement in the organization. Empowerment means involvement of all the
employees for improvement of processes on continual basis. Empowerment is just the
opposite of strict hierarchical do what I say approach in the organization Empowerment
means transfer of responsibility of satisfying customer to employees. It means that the
employees own the process of satisfying the customers.
26. Empowerment is not without bounds Empowerment of employees is not without
bounds or limitations. It should be structured and planned to achieve the corporate goals in
the TQM way. the employees are aligned with the business direction as brought out in the
vision and mission statements of the CEO. They to be made to understand their performance
boundaries and expected performance results.
27. Empower teams, not individuals A team of employees will be empowered not the
individuals. Even when an individual is empowered, It is done so in his capacity as the
coordinator of the team. It is not personal to individual. The team has to achieve the
objectives set forth by the management. The team has to identify the best course of action
every context The team has to take decisions on its own within its own boundaries. The
team function in a democratic manner to achieve success.
28. STEPS INVOLVED IN EMPOWERING The ff. steps are involved in the operation of
self- managed teams: Agree on what they will produce or carry out Decide how to
organize the team Decide on the responsibility within the team Decide on flow of work
Audit the process Decide on improvement and restart
29. Fundamental Requirements of Management for Successful Empowerment Top
management should take the following actions to practice empowerment 1. Accept that
teamwork is more beneficial and hierarchical management 2. Invest time and money on the
team building and training before empowerment 3. Formulate a clear-cut, unambiguous
vision and mission statement and the system for quality 4. Be prepared to spend more time at
the initial stages and later o n to listen to the problems of the team members. 5. Prepare to
wait patiently for the success of empowered team 6. Prepare to equip the teams with facts and
trust them 7. Provide support and tools wherever required for problem solving 8. Reward
worthy teams 9. Provide communications infrastructure and Information Technology
infrastructure for the teams to carry on the tasks, without difficulty