Achieving a Motivation Work Force• Know thyself: motivations, strengths, and weekness• Know your employees• Establish a positive attitude• Share the goals• Monitor progress• Develop interesting work• Communicate effectively• Celebrate success
Employee Surveys• Personality characteristics: anxiety, self-esteem in the organization, and ability to participate the organization.• Management styles: consideration of subordinates, initiating structure, commitment to quality.• Job attitudes: job satisfaction, social support at work and co-worker’s commitment to quality.• The work: task variety, autonomy and importance.
Team• A group of people working together to achieve common objective and goals.
Empowerment• Everyone must understand the need for change.• The system needs to change to the new paradigm.• The organization must enable its employees.
Types of Teams• Process improvement teams.• Cross-functional teams.• Natural work teams.• Self-directed/Self- managed work teams.
Characteristics of Successful Teams• Sponsor • Well-deﬁned decision procedure• Team charter • Resources• Team composition • Trust• Training • Effective problem solving• Ground rules • Open communication• Clear objectives • Balance participation• Accountability • Cohesiveness
Team Member Roles• Team leader• Facilitator• Recorder• Timekeeper• Member
Type of Decisions• Nondecision• Unilateral decision• Handclasp decision• Minority-rule decision• Majority-rule decision• Consensus
Effective Team Meeting• Regularly scheduled• An agenda should be developed• Agenda usually list• Periodically
Stages of Team Development• Forming• Storming• Norming• Performing• Adjourning
People Problems• Foundering• Overbearing participants• Dominating participants• Reluctant participants• Unquestioned acceptance of opinions as facts
People Problems (cont.)• Rush to accomplish• Attribution• Discount and “plops”• Wanderlust: digression and tangents• Feuding team members
Common Barriers to Team Progress• Insufﬁcient training• Incompatible rewards and compensation• First-line supervisor resistance• Lack of planning• Lack of management support
Common Barriers to Team Progress (cont.)• Access to information systems• Lack of union support• Project scope too large• Project objective are not signiﬁcant• No time to do improvement work.• Team is too large• Trapped in groupthink
Suggestion Systems• Be progressive• Remove fear• Simplify the process• Response quickly• Reward the idea
Effective recognition and reward system • Serves as a continual remainder • Offers the organization a visible technique • Provide employee a speciﬁc goal to work
Performance Appraisal Type Description Compares employees by ranking from highest to Ranking lowest. Gives a written description of employee’s strengths Narrative and weaknesses. Indicates the major duties performed by the employee Graphics and rates each duty with scale, which usually from 1 (poor) to 5 (excellent). Place each employee in category with predeterminedForced choice percentage; for example, excellent (10%), very good (25%) good (30%), fair (25%), and poor(10%)