This lecture discusses employee involvement and motivation. It begins by defining employee involvement and how it relates to quality and productivity. It then discusses motivation theories by Maslow and Herzberg to understand employee motivation levels. Some key points made include that employee involvement requires understanding motivators like interesting work and growth opportunities. Effective teams, training, and recognition and reward systems can also increase employee motivation. The lecture advocates for employee participation in decision making to improve commitment, communication, and idea generation within an organization.

1. LECTURE # 4:
Employee Involvement by M. Salman Jamil

2.  It directly relates with quality & productivity & its not the replacement
of management but its works for improvement for an organization. It
helps in achieving goals for an organization at all levels.
 For proper understanding of Employee Involvement we have to
identify Motivation levels of employees for an organization. Maslow’s
hierarchy needs defined motivation levels.
 Abraham Maslow developed the first and
most popular motivational theories.
 He stated that motivation is best explained
in terms of hierarchy.
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 Self-Actualization
 Esteem
 Love
 Safety
 Physiological

4.  Human nature is basically good, not evil
 Normal human development involves the actualization of this
inherent goodness
 Psychopathology results from the frustration of a human being’s
essential nature
 Level 1: This level termed as Survival includes clothing, shelter etc.
An organization has to realize the basic needs for its employee.
 Level 2: This level termed as Security of work and job security as
well. It is one of the important level that if employees considered
secured then he fully motivate and work with its full potential.
Otherwise, it considered as job threat.
 Level 3: This level relates to Social level, we are not living in
isolation. We have to coordinate socially & working as team in a
place. Within a group it provides the chance to motivate
individuals.
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5.  Level 4: This level relates to Self Esteem, this level
achieved after long time with lots of success. It
require advice from senior staff that value for an
organization. It gives a personal protocol / status /
control & Freedom to perform its job in an
organization.
 Level 5: This level relates to Self-Actualization,
where an individual is performing its job according to
their abilities. There is proper policy for an
organization for personal to involve in decision
making. So, sometime it threatened the management
so that the management demotes to lower level.
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6.  Two Factor Theory states that there are certain
factors in the workplace that cause job
satisfaction, while a separate set of factors
cause dissatisfaction
 The theory was based around interviews with
203 American accountants & engineers in
Pittsburgh, chosen because of their
professions' growing importance in the
business world by Herzberg.
 The subjects were asked to relate times when
they felt exceptionally good or bad about their
present job or any previous job, and to provide
reasons, and a description of the sequence of
events giving rise to that positive or negative
feeling.
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7.  Satisfaction which is mostly affected by the "motivator factors".
Motivation factors help increase the satisfaction but aren't that
affective on dissatisfaction.
 Dissatisfaction is the results of the "hygiene factors". These
factors, if absent or inadequate, cause dissatisfaction, but their
presence has little effect on long-term satisfaction.
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8.  There is strong discussion between employee wants and
management perceptions.
 Maslow and Herzberg describe theories in its own perspective
such as employee involvement require proper reward &
recognitions while managers achieved quality and productivity.
 There is need to analyze proper understanding of motivators
closely. Some of the motivator factors are mentioned below:
 Interesting Work
 Appreciation
 Involvement
 Job Security
 Good Pay
 Promotion/growth etc.
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9.  There are multiple models to describe multiple condition of a workforce. It is
considered as success factor for an organization. Some of factors that helps
to generate motivated workforce are:
 Know Thyself: Managers must understand the motivation, strength &
weaknesses of an organization. Mainly it identifies most valuable
resource & it help in achieving goals.
 Know your employees: It is one of the important point and effective
manager have interactive behavior with its staff in perspective to
knowledge. In an effective business context manager learns about
employee and satisfies him related to goals it would help to utilize
strength.
 Establish a positive attitudes: It is one of the important factor in both
employer and employee to have positive attitude. A positive attitude
generate positive actions. It also helps in addressing problems in a
positive manner.
 Share the goals: The goals needs to determine at all levels evaluating
individual and organization needs. It also help in evaluating missions &
road map to achieve something in future.
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10.  Monitor progress: The organizations has to monitor closely roadmap
& discussed with different departments monthly, quarterly or annually.
This would help an organization to act upon plan.
 Developing interesting work: The interest in work is one of the
important aspect for an organization for an employee. For interest
factor management should act upon job rotation, job enlargement &
job enrichment as well to keep interest factor going on.
 Communicate Effectively: It gives the employees with knowledge
related to the work. For lapses within the department or an
organization it is important for employees to communicate effectively
so that message conveyed properly.
 Celebrate Success: It is the part of recognition where achievement
celebrates, it considered as one of the powerful tool for organization &
considered by employees. Although it cost nothing to an organization
but have strong impact on employees.
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12.  It is an environment where people have ability, confidence to
take ownership to initiate and satisfy the Increasing the
spiritual, political, social, or economic strength of individuals
and communities.
 Requires individuals to be held responsible for accomplishing a
whole task. In order to create the empowered, three conditions
are necessary:
 Everyone must understand the need for change
 The system needs to change to the new paradigm
 The organization must enable its employees
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13.  In the modern system of an organization there is strong role of teams
which reflects the effort of employee involvement. However, there are
some reservation regarding problem solving of quality & productivity.
 Team - a small number of people with complementary skills who are
committed to a common purpose, set of performance goals, and
approach for which they hold themselves mutually accountable. They
also termed as group of people with common objectives & goals. Each
member of teams termed as subordinate.
 Each member of team has right to utilize its efforts, skills in its own
capacity towards achievement of goals.
 Effective teams are goal-centered, independent, open, supportive, and
empowered
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14.  The participants have its own expertise & everyone capable in its
own perspective to solve problems. There is business
requirement that single personal couldn’t solve issues completely
but the teams.
 When there is interaction between the teams are done there is
chances of results are greater than individuals.
 The team members works rapidly that allow the job in a better
way.
 There is communication increase through faster communication
between the members increase the chance of successful solution.
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15.  Quality circles – team of workers and supervisors from the same
work center that meet regularly to address problems
 Problem solving teams – team whose members gather to solve a
specific problem and then disband
 Management teams – team members from various functional
areas that are all managers
 Work teams – teams organized to perform entire job
 Project teams – team to develop something new (New Mustang)
 Virtual teams – team members communicate by computer
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16.  Process improvement Team: It is a team of efficient workflow
processes related to primary objective problem-solve in an
organization. Means that all procedure are simplified & faster that
involves in supply chain, it includes the power of "team think"
often makes the difference. It would help to considerable cost
savings and provide better efficiency.
 Cross-functional Team: It is a group of people with
different functional expertise working toward a common goal. It
may include people from finance, marketing, operations, and
human resources departments. Typically, it includes employees
from all levels of an organization.
Prepared By: Muhammad Salman
Jamil 16

17.  Natural Work Teams: Its not the voluntary composed of
members are work together in a participative environment.
There is authority and autonomy of the team for purposes of
decision making within the team. The participative approach is
based on the belief that employees will be more productive if
they have a higher level of responsibility for their work.
 Self Directed / Self-managed teams: It performs daily
operations in particular process or department. They are
authorized to make decisions on a wide range of issues such as
safety, quality etc. Their responsibilities also include processes
traditionally held by managers, such as goal-setting, allocation
of assignments and conflict resolution.
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18. Decision making is a critical process towards success of a team, below are some
processes involves in decision making.
Non-Decision: The team will discuss the subject extensively & not conclude to
make Decisions, it’s the wastage of time & bizarre for team management.
Unilateral Decisions: It is undertaking such as one side or party, not mutual for
the purpose of problem solving. It saves the time for an organization & the leader
has all necessary information. The team has to take positive other team would be
imperial.
Handclasp Decision: It is sort of minor decision, this type of decision can carry a
very low group commitment. Handclasp- decisions made by two members. One
suggests, the other endorses and carries it through without adequate discussion
or group consideration.
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19.  Minority Rule Decision: There are some selected people
involve in discussion of decision making that rule their decision
on majority. This happens in some organization where some
individual take responsibility & needs to avoid conflict in an
organization.
 Majority Rule Decision: There are numerous companies that
using this method unanimously. It is considered as the best
alternate method / approach. It is mixture of strategy of
creativity and compromises. There are commitment needs to
implement that compromised during team meeting.
 Consensus: It is a creative and dynamic approach between all
members of a group. Instead of voting in this method majority
approach is considered in a group. Using this approach each
member considered to find solutions that supports the majority.
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• Effective team meetings
eventually result into
effective decision making for
an organization.
• There are some processes
helps to achieve desired
results
• Meeting should be regularly
scheduled.
• Agenda should be developed
• Agenda should be listed
• Periodically the meeting
should be conducted

21.  Team development is considered as one of important factor
towards performance of an individuals. It is required that every
individual of team know exactly which goals needs to perform.
Bruce Tuckerman found that there are FOUR stages of team’s
development.
 FORMING
 STORMING
 NORMING
 PERFORMING
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22. FORMING STORMING NORMING PERFORMING
Teams are
generally new
teams that are
learning how to
work together
Teams have moved
past the early
forming stages and
are now
encountering some
disagreements
and/or conflict.
This is natural, but
teams need to find
effective ways to
handle conflict
before they can
move on to
Norming Stage.
Norming teams
have successfully
moved out of the
storming stage
and are ready to
move to a higher
level of
communication
and problem-
solving.
Performing teams
are at the highest
level of
performance and
can process their
SWOT while
accomplishing
their goals.
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Adjourning: It’s a reserve stage considered as temporary team. There is need of
evaluation & past experiences. Most companies are lacking that when participant
change for future team they don’t considered key participant or team’s contribution. It
is difficult for an organization to monitor lapses in stages.

23.  Insufficient training
 Incompatible reward & compensation
 First-line supervisor resistance
 Lack of planning
 Lack of Management Support
 Access to Information Systems
 Lack of Union Support
 Project scope too large
 Project objectives are not significant
 No clear measure of success
 No time to do improvement work
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24.  Training is an essential tool for an effective team
 It includes an experimental approach such as practical knowledge
 Trainers characteristics are knowledgeable, enthusiasm etc
 Team should feel comfortable after training whatever role provided
 Team leader should be receptive to suggestions and changes
warranted
 Initially, there must be strong awareness regarding training
objectives
 There must be room of suggestion, feedback needs to accommodate
 There is need to analyze the changes in behavior & attitude
 In relation to TQM it covers group dynamics, awareness of problem
solving & technical aspects
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26.  A formalized mechanism which encourage employees to contribute effective ideas
for improving organizational systems.
 The aim is to gather, analyze & implement ideas in order to achieve positive
impact on business that considered value for the customer.
 There are some ground principles on which this effective system is managed:
 There is need to have progressive approach in an organization such as
suggestion box gives positive impact.
 There is to simplify the business processes & remove fear from an organization
because it kills employees.
 Every individual encourage to participate & it needs to simplify such as paper
work, review & procedure.
 There is need to respond quickly as timely decision is the requirement
otherwise it wont beneficial
 There is need for reward the idea so everyone feels its worth and contribution
in an organization.
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27.  RECOGNITION: Appreciation or acclaim for an achievement, service, or
ability. It also considered as motivational factor in an organization
publicize & deliver positive contribution.
 REWARD: A thing given in recognition of service, effort, or achievement.
It sometime considered as tangible items like cash awards or other gifts.
 There are numerous tools involve in establishing effective recognition &
reward system:
1. It gives continual reminder so that organization regards quality &
productivity.
2. It provide visible technique for high achievers for outstanding
performance.
3. It provides specific goals to follow also it motivates employees.
4. It boost the morale of the employees by creating healthy environment.
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29.  Employee involvement means allowing employees to participate in
work-related decisions and improvement activities that affect them.
 This doesn’t mean anarchy, but it means that management shares its
responsibilities in decision-making with employees. It increase the
chance of competition in an organization, it also increase quality &
productivity in an organization due to below defined factors:
1. Increases trust and commitment.
2. Improves employee communications and attitudes.
3. Involved employees are more likely to generate new ideas
and achieve a higher quality of work life
4. Reduce the workload of managers
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