The document discusses aligning employees through line of sight (LOS). It states that greater employee involvement helps foster LOS by connecting employees to organizational goals and functions. This applies across fields and can increase effectiveness of involvement efforts while mitigating decision-making risks. LOS relies on both extrinsic motivators like incentives and intrinsic motivators like personal interests and meaning. However, LOS alone does not ensure sustainable value and can focus too narrowly on certain performance areas without regard to other factors. The absence of LOS results in a lack of strategic alignment, following instructions without decision-making, and no system improvements.

1. Group 1: Aligning Employees through Line of Sight
Aman Dhole
Anshul Jindal
Gaurav Jain
Kasturi Guha Thakurta
Rahul Bajaj
Saketh G
Sandeep

2. Our Vision
Our global workforce possesses a unique set of experiences and abilities that are critical to our success.
And their passion for innovation helps us maintain our role as a technology leader. We must therefore
respect the viewpoints of all our people and honour the values of discipline, quality, and risk-taking that
our company was built on.
"TCS’ vision is to decouple business growth and ecological footprint from its operations to address the
environment bottom-line. The green approach is embedded in our internal processes and services
offerings...... From green buildings to green IT to a green supply chain, our mantra is to grow sustainably and
help our customers achieve sustainable growth through our green solutions and service offerings"
- N Chandrasekaran, CEO & MD, TCS

3. Employee Involvement and LOS
• Increases the chance for involvement efforts to be most
effective and helps to mitigate the risk of greater decision
latitude
• Greater involvement helps to foster LOS by getting employees
connected to the functioning of the organisation
• Saving time and increasing the diversity in the decision
making part
• Not only organisation , but this applies to all the fields of
one’s life

4. Employee Involvement & LOS
McDonald's brand mission is to be our customers' favorite place and way to eat and drink. Our
worldwide operations are aligned around a global strategy called the Plan to Win, which center on
an exceptional customer experience – People, Products, Place, Price and Promotion. We are
committed to continuously improving our operations and enhancing our customers' experience.
On seeing the child, a staff member allegedly came and pushed the boy out, saying, "We don't allow
'such' people inside."
• LOS increases the involvement efforts to be more effective
• Greater involvement helps foster LOS by getting employees connected to organisational goals

5. What motivates LOS ?
Extrinsic factors
• Incentive system – variable pay scale (Individuals)
• Profit sharing / stock options (Organization level incentives)
• Job security / promotions / pay increases
Intrinsic Factors
• Gain and create meaning in lives
• Personal Interests
• Developed interests due to organization

6. • Without the proper discipline, support, and insights, LOS can create results that do not
contribute to sustained value creation. Further, strict LOS ignores one simple fact: individual
efforts often do not deliver value creating sustainable results.
• Employees may de-emphasize other performance areas and focus too narrowly.
• Organization only measures “pieces” of performance
• Blindly pursuing only certain elements can lead to achieving results that are not sustainable e.g.
Salesperson focuses only on initial sales and acquires clients that prove costly to the firm
• Aligned/Not aligned to employee career. Indirect alignment of analysts and direct alignment of
only managers

7. Results of absence of Employee LOS
 No alignment of Individual goals with company strategy
 Following word-to-word instructions (Absence of individual Decision-making)
 No System improvement