employee empowerment ppt @ mba 2009
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Employee empowerment ppt @ mba 2009TRANSCRIPT
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Employee Empowerment, Leadership & Change, Team building & Teamwork,
Communication & Interpersonal Relations, Education & Training
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Major Topics
Employee Empowerment
Leadership and Change
Team Building & Team Work
Effective Communication
Education & Training
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Employee Empowerment
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Employee Empowerment Defined…
Employee Empowerment is Employee Involvement that matters.
It could also be defined as controlled transfer of authority to make decisions and take actions.
What is needed? Successful implementation of empowerment requires change in
corporate culture.
Does this mean Abdication? NO. Empowerment involves actively soliciting input from those
closest to the work and giving careful thought to that input.
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Rationale
An aspect of Working Smart
Empowerment is the key to motivation & Productivity.
It enables a person to develop personally & professionally.
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Inhibitors of Empowerment
Resistance from Employees & Unions
Resistance from Management Insecurity Personal Values Ego Management Training Personality Characteristics of Managers Exclusion of Managers
Workforce Readiness
Organizational Structure & Management Practices
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Management’s Role in Empowerment & Implementing
Empowerment Management’s Role: Commitment Leadership Facilitation
Implementing Empowerment: Development of Suggestion Systems (Fig 8.3) Considering the Employees Point of View Putting Vehicles in Place
Brainstorming Nominal Group Technique (fig 8.4) Quality Circles Suggestion Boxes Walking & Talking
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Suggestion Systems - 1
Management’s Role: Establishing Policy Setting Up the System Promoting the Suggestion System Evaluating & Implementing suggestions Rewarding employees
Improving the system.. Improving Suggestion Processing Improving Individual Suggestions
Problem Identification Research Idea Development
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Suggestion Systems - 2
Evaluating Suggestions Though Employees make suggestions, final analysis is still to be
made by manager. Thus, Establish a formal rating system for evaluating suggestion
systems.
Handling Poor Suggestions Listen Carefully Express Appreciation Carefully explain your position Encourage feedback Look for Compromise
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Achieving Full Participation
Removing Hidden Barriers Negative Behavior Poor Writing Skills Fear of Rejection Inconvenience
Encouraging new Employees
Coaching Reluctant Employees Assess Investigate Match Choose Manage
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How to Recognize Empowered Employees
Taking Initiative
Identifying Opportunities
Thinking Critically
Building Consensus
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Empowerment
Avoiding Traps: Defining Power as Discretion & Self- Reliance Failing to Properly Define Empowerment for
Managers & Supervisors Assuming Employees Have the skills to be
Empowered Getting Impatient Making the Transition from
Traditional Approach
Beyond Empowerment
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Leadership & Change
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Leadership Defined
Leadership is the ability to inspire people to make a total, willing and voluntary commitment to accomplish or exceeding organizational goals.
Leaders must Overcome resistance to change Broker the needs of Constituency groups Establish an ethical framework
Characteristics Balanced Commitment Positive Role Model Good Communication Skills Persuasiveness
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Leadership for Quality
Principles: Customer Focus Obsession with Quality Freedom through Control Looking for Faults in Systems Teamwork Continuing Education & Training
The Juran Trilogy: Quality Planning Quality Control Quality Improvement
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Leadership
Motivation & Inspiration: Understanding Individual Needs Understanding Individual Beliefs
Leadership Styles: In a total Quality setting, the most appropriate
style might be called participative leadership taken to a higher level
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Building & Maintaining a Following
Popularity & the Leader Not all good leaders are popular. Vice Versa applies.
Leadership Characteristics Sense of Purpose, Self-Discipline, Honesty, Credibility,
Commonsense, Stamina, Commitment, Steadfastness.
Pitfalls Trying to be a buddy, Having an Intimate relationship with an
employee, Trying to keep the same when supervising former peers.
Paradigms of Human Interaction Win/Win, Win/Lose, Lose/Lose, Win
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Leadership Vs Management
Leadership & Management are two distinctive and Complementary systems of action.
Management Coping with Complexity
Planning & Budgeting for Complexity
Develops capacity to carry out plans through organizing & staffing
Ensures accomplishment of plans through controlling & Problem Solving
Leadership Coping with Change
Setting the Direction for change
Aligns people to work toward the vision
Motivates & Inspires people to want to accomplish the plan
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Leadership, Ethics, Change
Leadership & Ethics: Setting high standards of ethical behavior is an essential task of
leaders in a total quality setting.
Leadership & Change Have a clear vision & corresponding goals Exhibit a strong sense of responsibility Be an effective communicator Have a high energy level Have the will to change
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Change
Employees & Mangers on Change Difficulty in Change Different perceptions of employees &
managers. Hence, proper atmosphere should be created to accommodate
change.
Restructuring & Change: Be smart & Empathetic Have a Clear Vision Establish Incentives that Promote the Change Continue to Train
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How to Lead Change?
Change Facilitation Model:
A critical aspect of leadership in today’s globally oriented organization involves leading change.
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Team Building & Team Work
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Overview of Team Building & Teamwork - 1
What is a Team? A team is a group of people with a common, collective goal.
Rationale for Teams Primary reasons for advocating teamwork are:
Two or more heads are better than one. People in teams get to know each other better, build trust & as a result help
each other. Teamwork promotes better communication.
A group of people become a team when the following conditions exist: Agreement exists as to the team’s mission Members adhere to the team ground rules Fair distribution of responsibility & authority exists.
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Overview of Team Building & Teamwork - 2
Types of Teams Department Improvement Team Process Improvement Team Task Force
Learning to Work Together Factors influencing teamwork:
Personal Identity of Team members Relationships among Team members Identity within the organization
How to be a Member? Gain Entry, Be Clear on the Team’s mission, Be well prepared and
participate, Stay in Touch.
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Overview of Team Building & Teamwork - 3
How to be a Leader? Be clear on the team’s mission Identify success criteria Be action centered Establish the ground rules Share Information Cultivate Team Unity
Team Excellence & Performance Interdependence, Stretching tasks, Alignment, Common Language,
Trust/Respect, Shared Leadership/ Followership, Problem-solving skills, Confrontation/ Conflict-handling skills, Assessment/Action, Celebration.
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Building Teams & Making them Work
Following are the factors that influence team building & should be taken care of: Makeup & Size of Teams Choosing Team Members Responsibilities of Team Leaders Other Team Members Creating Teams Mission Statement Developing Collegial Relationships Promoting Diversity in Teams
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Four Step Approach to Team Building
Assessing Team Needs
Planning Team-Building Activities
Executing Team-Building Activities
Evaluating Team-Building Activities
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Character Traits & Teamwork
Following are few character traits required for Teamwork: Honesty Selflessness Dependability Enthusiasm Responsibility Cooperativeness Initiative Patience Resourcefulness Punctuality Perseverance
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Teams are not Bossed – They are Coached
Bosses approach the job from “I’m in charge – do as you are told perspective”.
Coaches are facilitators of team development and continually improved
performance.
Following are a few characteristics of a Coach: Clearly Defined Character Team Development/Team Building Mentoring Mutual respect Human Diversity
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Handling Conflict in Teams
Resolution Strategies for Team Conflicts:
Plan & Work to establish a balanced culture
Establish clear criteria
Don’t allow individuals to build personal empires
Encourage & Recognize risk-taking behavior
Value constructive dissent
Assign people of widely differing perspectives
Reward and recognize both dissent & teamwork
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Structural Inhibitors of Teamwork
Commonly found structural inhibitors to teamwork in organizations are:
Unit Structure
Accountability
Unit Goals
Responsibility
Compensation & Recognition
Planning & Control
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Rewarding Team & Individual Performance
An organization’s attempt to institutionalize teamwork will fail unless it includes implementation of an appropriate compensation system
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Effective Communication
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Defnition of Communication
Communication is the transfer of message( information,idea,emotion,intent,feeling or
something else) that is both received and understood.
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Effective Communication
Effective Communication means that the message is received ,understood and acted on in the desired manner. It is higher order of communication.
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Strategies to communicate the importance of quality
1) Be optimistic and tie quality to the organization’s strategic direction
2) Consider the points of view of all sides when formulating your message.
3) Be positive ,honest and consistent-give every one the same message.
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Defnition of Listening
Listening means receiving the message,corretly decoding it and accurately perceiving what it means.
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Inhibitors of effective listening
Lack of concentration Interruption Preconceived ideas Thinking ahead Interference
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Improving the listening skills
Upgrade your desire to listen Ask the right question Judge what is really being said Eliminate listening errors
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Communicating in Writing (Helpful Rules)
Plan before you write. Be brief. Be direct. Be accurate. Practice self – editing.
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Strategies for improving communication
Keep up to date. Prioritize and determine time constrains. Decide whom to inform. Determine how to communicate. Communicate and follow up. Check understanding and obtain feedback
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Education & Training
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Overview of Education, Training & Learning - 1
Training is An organized, systematic series of activities designed to enhance
an individual’s work-related knowledge, skills, and understanding.
Corporate America invests more than $45 billion per year in training.
Sources of Training: In house training External Training or a combination of both.
Numerous Instructional methods like video tapes, lecture, demonstration etc., are used to provide
training to employees
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Overview of Education, Training & Learning - 1
Types of training by Industry: Customer Education Sales Skills Employee relations etc.,
Changing Role of Training Mission of corporate Training is becoming the maximization
of competitiveness through continual improvements.
Attitudes towards Training Although interest levels don’t yet match those found in
European and Pacific Rim countries, attitude towards training in North America are changing for better.
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Rationale for Training
The rationale for training can be found in the need to compete.
Following are the important factors for “need for training” Quality of the existing labor pool Global Competition Rapid & Continual Change Technological Transfer Problems Changing Demographics
Any kind of learning can benefit employees & employers alike in ways that cannot be predicted.
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Training needs Assessment
It is most important to: Train those who need it most Ensure that the training provided is designed to promote the
goals of the organization
Managers may become involved in assessing training needs at two levels: Organizational Level Individual Level
The most structured approach managers can use to assess training needs is the job task analysis survey.
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Providing Training
Strategies for maximizing training resources: Build in Quality from the start Design Small Think Creatively Shop around Preview & Customize
Internal Approaches Computer Based training, Group instruction etc.
External Approaches Enrolling employees in programs provided by public institutions.
Partnership Approaches Training partnerships combine characteristics of the above two
approaches.
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Evaluating Training
Evaluating Training begins with a clear statement of purpose.
To know where training has improved performance, managers need to know three things: Was the training provided valid? Did the Employees learn? Has the learning made a difference?
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Managers as Trainers & Trainees - 1
Principles of Learning:
People learn best when they are ready to learn People learn more easily when what they are learning can be
related to something they already know People learn best in a step-by-step manner People learn by doing The more often people use what they are learning, the better
they will remember and understand it Success in learning tends to stimulate additional learning People need immediate and continual feedback to know if they
have learned.
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Managers as Trainers & Trainees - 2
Four Step Teaching Method: Preparation Presentation Application Evaluation
Managers as Trainees: Quality basics Strategic Quality management Quality Planning Quality Improvement Quality Control
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Workforce Literacy
Impact of Illiteracy on Industry: Difficulty in filling high-skill jobs, lower levels of
productivity, higher levels of waste etc.,
What Industry Can Do Industry in United States has found it necessary to confront
the literacy problem head-on. Companies are doing this by providing remedial education in
the workplace.
What Managers Should Know about Literacy Training The need for workforce literacy will be a fact of life with
which managers will have to deal for some time to come.
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Improving Learning
Teaching Study Skills Make a schedule and stick to it Have a special place to study Listen and take notes Read assertively Improve test-taking skills
Using Humor in Training Properly used relevant humor can produce a more favorable audience
for the trainer.
Why Training Sometime fails? Lack of participation in planning by management Too narrow in scope
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Orientation Training
Recurring errors associated with orientation training: Insufficient Information Too much Information Conflicting Information
Principles for providing effective training: Base orientation topics on a needs assessment Establish an organizing framework Establish learner control Make orientation a process, not just an event Allow people and personalities to emerge Reflect organization’s mission & culture Have a system for improving & updating
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Customer Training
An old adage states “The customer is always right”
Customer education has several aspects: Shaping customer expectations Providing user support Marketing
Customer expectations are shaped by the promotional literature used in marketing the product.
Customer training can also help market a product.
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Ethics Training
Ethical behavior and the rationale for it can be taught.
Ethics training is becoming increasingly important As the pressures of succeeding in an intensely competitive
global marketplace grow.
Following are a few recommendations: Stimulate discussion Facilitate, don’t preach Integrate ethics training Highlight practical applications