This document discusses employee involvement and motivation. It covers various motivation theories like Theory X, Theory Y and Theory Z. It emphasizes the importance of teamwork, training, recognition and feedback in motivating employees. Empowerment of employees by defining their responsibilities and boundaries can help align them with organizational goals. Setting up self-managed teams requires training and equipping employees with the right tools and support. Both management and employees have to adapt to new roles and processes for empowerment to succeed.

1. CHAPTER 6
EMPLOYEE INVOLVEMENT

2. INTRODUCTION
EMPLOYEES ARE:
 Strength of an organization
 Prime contributors to its success
 Expandable resource in the organization

3. TQM PRINCIPLES AND STRATEGIES
PERTAINING TO EMPLOYEE INVOLVEMENT
 Motivation
 Teamwork
 Training and Mentoring
 Recognition and rewards
 Feedback and performance appraisal

4. SELF-ACTUALIZED
(10 %)
FENCE SITTERS
(80%)
DIFFICULT TO IMPROVE
(10%)
Motivation level depends on management strategies
EMPLOYEE MOTIVATION
GROUP BEHAVIOUR
Motivated teams lead to the success of organization.The concept of employee motivation is
difficult to understand because human nature is quite complex.

5. MOTIVATION THEORY OF INDIVIDUAL
EMPLOYEE THEORY X
Sigmund Freud-is the author of Theory X
Theory X characterizes employees as given below:
 Avoid work
 No ambition
 Do not take responsibility
 Needs Security

6. TO MAKE THEM WORK,THE MANAGEMENT
HAS TO DO THE FOLLOWING
 Reward
 Coerce
 Intimidate
 Punish

7. Theory Y
Douglas McGregor-is the author of Theory Y
McGregor’s theory of people are given below
 Want to learn
 Work is a natural activity
 Have self disciplines
 Develop themselves

8. Theory Z
 Abraham Maslow believes that good qualities are inherent in
people,at least at birth; although later on they are gradually lost.
 Self-actualization needs
Esteem needs
Love needs
Safety needs
 Physiological needs

9. Herzberg’s Theory
• Frederick Herzberg has divided the motivational aspects into
two which is:
*Hygiene theory-is the minimum that every employees
requires for not being dissatisfied
*Motivation–directly associated with the work or job it

10. Motivational Techniques
-It must be realized that all the employees do not fail into one category all the time.
-It is possible to motivate every employee to work for the organizational goals.
-The team helps the employee to rise the level of the other members under the careful eye of
the management.

12. TEAMWORK
Why Team?
Teamwork is not a Natural Human Function

13. MANAGEMENT ROLE IN ENABLING NETWORK
It requires clear definition of following:
 Responsibility
 Authority
 Wherewithal for accomplishing the task
 Criteria of Measurement of the work output

14. TEAMWORK RESULTS IN A WIN-WIN SITUATION
Win-Win situations;
 Achieve dramatic results, which individuals can’t
 Make the best use of skills of each member of the team
 Make the right decisions
 Get more enjoyment and job satisfactions
Win-lose situations;
 Wastes time
 Creates conflicts
 Stops people listening
 Spoils happiness and health of team members
Can the Japanese Success to be repeated?
Do rewards Disrupt Teamwork?

16. EFFECTIVE COMMUNICATIONS
 Communications in a three way process
 Necessity for communicating upwards
 Communication with juniors
 Communication with peers
 Management should devise ways for effective communication

18. TRAINING AND MENTORING
Training involves the following:
 Necessity for orientation training
 Experienced recruits need more attention
 Training is not a one time activity
 Training is a formal activity

19. Mentoring
Mentoring involves the following:
 PDCA for training
 Plan for training
 Provide training
 Measure Training effectiveness
 Improve training effectiveness

21. RECOGNITION AND REWARD
Recognition of Achievement is Important
-It is important to recognize achievement of employees customers and suppliers
-Recognition has to aim at transforming each employee as a performer and an
achiever
-This is an important step towards achieving the goals and objectives of the
organization

22. SELECT A FEW BEST PERFORMERS
It is quite important that awards are given to the real and deserving achievers ,but
it should not be a routine affair
The attributes for selection of best performing employees in ETDC.Chennai are
given below:
 Commitment
 Creativity
 Flexibility
 Adaptability
 Determination
 Responsibility

23. Reward team,rather than individuals
- The organization should give emphasizes on recognizing the team as
against the individuals,so that there is a good harmony in the organization
Type of awards
-The organization should select the award appropriately ,it could be
appreciation in an annual meeting,certificates,mementos,and cash awards.
Enable Happiness all around
-The recognition and award program should help the organization to
enable happiness amongst all the employees

24. FEEDBACK AND PERFORMANCE APPRAISAL
FEEDBACK APPRAISAL:
 Feedback Essential both employees and management
 Management should seek feedback
 Feedback to the employees
 Giving appropriate feedback
 Timely Feedback
 Watch effects of feedback
 Continuous feedback

25. PERFORMANCE APPRAISAL
 PROMOTION
 GRANTING OF ADDITIONAL INCREMENTS
 TRAINING THE EMPLOYEES
 REALLOCATION OF DUTIES,ETC

26. EMPOWERMENT

27. EMPOWERMENT
 Is “an organizational state ,where people are aligned with business direction
and understand their performance boundaries ,thus enabling them to take
responsibility and ownership while seeking improvements identifying the best
course of action and initializing steps to satisfy customer requirements.
 Empowerments means transfer of responsibility of satisfying customers to
employees,means that the employees own the process of satisfying the
customers

28. Empowerment is not without bounds
-empowerment of employee is not without bounds or limitation.It should be
structured and planned to achieve the corporate goals.
-The employees are aligned with the business direction as brought out in the vision
mission statements of the CEO.
-The management should have a mechanism for obtaining feedback of the resultsof
the process.
Training Needed before Empowerment
-One of the fundamental requirements before embarking on forming self-
managing teams is training of all the employees in the team till they are
perfect.
-The employees should be trained in understanding corporate goals and
their role in achieving them.

29. STEPS INVOLVED IN EMPOWERING
 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 improvements and restart

30. FUNDAMENTAL REQUIREMENTS OF MANAGEMENT FOR
SUCCESSFUL EMPOWERMENT
1. Accept that teamwork is more beneficial than heirarchial 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 on to listen to the
problems of the team members
5. Prepare to wait patiently for the success of the 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

31. RESPONSIBILITIES OF THE TEAM MEMBER
-Team member should realize that the management may withdraw the delegated authority,if the teams
do not show results.
-The team members should agree upon a collective decision-making process so that every employee in
the team is involved in the decision making process.
EMPOWERMENT AND FLAT ORGANIZATION
-Empowerment and ownership should provide a viable solution for establishing flat organizations
-Empowerment is prerequisite for flat organization
-Quality cannot be achieved in a flat organization without empowerment

32. BARRIERS TO SUCESS
 DIFFICULTY OF SUPERVISOR AND TEAM MEMBERS IN NEW ROLES
-empowerment calls for a change in the management style,
 SUPERVISOR RESISTANCE
-it may be rather easier to convince the team members or junior employees about the new
approach
 MISALIGNMENT
-another problem in the empowerment process is misalignment of team members .

33. I hope you’ve learned 
Thank You and God Bless!