Total Quality ManagementEmployee InvolvementBilal Ahmad Khan
MotivationMaslow’sHierarchy of Needs
ErgonomicsDesigning equipment anddevices that fit the,human bodymovementscognitive abilities
Herzberg’s Two-Factor TheoryMotivators Recognition Responsibility Achievement Advancement Work IntrinsicHygiene fact...
Achieving a Motivated Work Force1. Know thyself- 360 degree feedback system2. Know your employees- ask questions3. Establi...
6. Develop interesting work- job rotation- job enlargement- job enrichment7. Communicate effectively- knowledge about work...
“How can you be suffering from burnout? You’venever really caught fire in this organization.”
Empowerment“Invest people with authority” Empowerment Vs Job enrichmentThree conditions to create empowered environment1....
TeamsA group of people with a full set of complementary skillsrequired to complete a task, job, or project.Team members;1....
When you TAKE responsibility you areHELD accountable• Responsibility: feeling of ownership• Accountability: making, keepin...
Types of Teams1. Process Improvement Team- represent each operation of the process or sub-processes2. Cross-functional tea...
Characteristics of Successful Teams1. Sponsor2. Team charter3. Team composition4. Training5. Ground rules6. Clear objectiv...
Team Member RoleTeam Leader Ensure decisions are made by consensusFacilitator Neutral assistantRecorder Maintain MOMTim...
Stages of Team Development1. Forming- lack of trust- formal communication- organization required- team charter is establis...
Stages of Team Development3. Norming- Members begin to work together- Emotional conflict is reduced4. Performing- Problem ...
Common problems in Teams1. Floundering2. Overbearing participants3. Dominating participants4. Reluctant participants5. Unq...
Common Barriers to Team Progress Insufficient training Incompatible rewards and compensation First-line supervisor resi...
Lecture 5
Lecture 5
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Lecture 5

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Lecture 5

  1. 1. Total Quality ManagementEmployee InvolvementBilal Ahmad Khan
  2. 2. MotivationMaslow’sHierarchy of Needs
  3. 3. ErgonomicsDesigning equipment anddevices that fit the,human bodymovementscognitive abilities
  4. 4. Herzberg’s Two-Factor TheoryMotivators Recognition Responsibility Achievement Advancement Work IntrinsicHygiene factors/dissatisfiers Low salary Minimal fringe benefits Poor working conditions Ill-defined org. policies Poor supervision ExtrinsicWhat should be the focus ?
  5. 5. Achieving a Motivated Work Force1. Know thyself- 360 degree feedback system2. Know your employees- ask questions3. Establish a positive attitude- ideas and suggestions4. Share the goals- both individual and org. goals5. Monitor progress- road map
  6. 6. 6. Develop interesting work- job rotation- job enlargement- job enrichment7. Communicate effectively- knowledge about work8. Celebrate Success- recognize employee achievement
  7. 7. “How can you be suffering from burnout? You’venever really caught fire in this organization.”
  8. 8. Empowerment“Invest people with authority” Empowerment Vs Job enrichmentThree conditions to create empowered environment1. Everyone must understand the need for change- Locus of control2. The system needs to change to the new paradigm3. The organization must enable its employees- information, education, and skill
  9. 9. TeamsA group of people with a full set of complementary skillsrequired to complete a task, job, or project.Team members;1. Operate with a high degree of interdependence,2. Share authority and responsibility for self-management3. Are accountable for the collective performance4. Work toward a common goal and shared rewardsA team becomes more than just a collection of people when astrong sense of mutual commitment creates synergy
  10. 10. When you TAKE responsibility you areHELD accountable• Responsibility: feeling of ownership• Accountability: making, keeping, and managingagreements
  11. 11. Types of Teams1. Process Improvement Team- represent each operation of the process or sub-processes2. Cross-functional team- design review and product support teams3. Natural work teams- composed of all the members of the work unit4. Self-directed/self-managed work teams- performance evaluation, customer relations, supplierrelations
  12. 12. Characteristics of Successful Teams1. Sponsor2. Team charter3. Team composition4. Training5. Ground rules6. Clear objectives7. Accountability8. Open communication9. Balanced participation10. Cohesiveness
  13. 13. Team Member RoleTeam Leader Ensure decisions are made by consensusFacilitator Neutral assistantRecorder Maintain MOMTimekeeper Ensure that team maintains the scheduleTeam member Member of natural work team
  14. 14. Stages of Team Development1. Forming- lack of trust- formal communication- organization required- team charter is established2. Storming- most difficult stage- great deal of conflict- work out on compromise- respect the experts on the team
  15. 15. Stages of Team Development3. Norming- Members begin to work together- Emotional conflict is reduced4. Performing- Problem solving- Changes are implemented5. Adjourning- Reserved for temporary teams- lessons learned
  16. 16. Common problems in Teams1. Floundering2. Overbearing participants3. Dominating participants4. Reluctant participants5. Unquestinoned acceptance of opinion6. Attribution7. Groupthink
  17. 17. Common Barriers to Team Progress Insufficient training Incompatible rewards and compensation First-line supervisor resistance Lack of planning Lack of management support Access to information system Lack of union support Project scope too large

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