employee involvement
DESCRIPTION
EMPLOYEE INVOLVEMENT. Group M EMBERS. Shazia Shabbir F-10-CE-001 Hira Ali F-10-CE-111 Asmaa Rana F-10-130 Muhammad Amir F-10-CE-122. Outline. Employee involvement (EI) Shazia Benefits of Employee Involvement - PowerPoint PPT PresentationTRANSCRIPT
EMPLOYEE INVOLVEMEN
T
Shazia Shabbir F-10-CE-001
Hira Ali F-10-CE-111
Asmaa Rana F-10-130
Muhammad Amir F-10-CE-122
GROUP MEMBERS
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OUTLINE Employee involvement (EI)
Shazia
Benefits of Employee Involvement
Hira
Employee Motivation Asmaa
Conclusion Amir
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EMPLOYEE INVOLVEMENT
o The degree that employees share information, knowledge, rewards, and power throughout the organization.
o Employees must:
active in decisions
power to influence decisions
knowledge sharing
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o In the United States, Eastman Kodak company’s employee suggestion system, established in 1898.
o During World War II, 35 suggestion system administrators founded the Employee Involvement Association (EIA).
o In the 1980s and 1990s, Organizations became aware that those that involved with their employees were likely to benefit from increased motivation and commitment.
HISTORY OF EMPLOYEE INVOLVEMENT
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FORMS OF EMPLOYEE INVOLVEMENT
1. Direct form:Where employees are in some way directly involved in their immediate place of work.
Team briefings
Suggestion scheme
Job enrichment
Job design
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FORMS… (CONT..)
2. Indirect or representative participation:Where some notion of a representative structure is involved.
Works councils
Quality circles
Board representation
Involvement groups
Task forces7
High
Medium
Low
LEVELS OF EMPLOYEE INVOLVEMENT
High involvement
Full consultation
Selective consultation8
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BENEFITS OF EMPLOYEE INVOLVEMENT (EI)
“IF EVERYONE IS MOVING FORWARD TOGETHER, THEN SUCCESS TAKES CARE
OF ITSELF ”
HOW INVOLVEMENT IMPROVES DECISIONS
EmployeeInvolvement
Identify and define problems better
More likely to selectthe best option
Usually identify more and better solutions
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Delegation
A n
ew m
anag
emen
t P
hil
oso
ph
y
Communication
Training
Incentive Reward
Skill
Information
Authority
EmployeeInvolvement
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BENEFITS OF EMPLOYEE INVOLVEMENT
Increase in ownership and commitment
Retention of the employees
A balanced and friendly environment
Helps to achieve the employee satisfaction
It is one of the most factors that help to promote team building. 12
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POSITIVE EFFECT ON QUALITY & PRODUCTIVITY
Employee involvement improves quality and increases
productivity, because they:
Can make better decisions
Are more likely to implement and support decisions
they had a part in making. <
Are better able to pinpoint areas for improvement.13
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POSITIVE EFFECT ON QUALITY & PRODUCTIVITY---CONT’D
Are better able to take immediate corrective actions.
Are better able to accept change
Have an increased commitment to unit goals
Reduction of labor/management friction
Increase in employee morale 14
“Motivation will almost always beat mere talent”
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MOTIVATION
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MASLOW’S HIERARCHY OF NEEDS
Abraham Maslow stated that motivation could best be explained in terms of a hierarchy of needs having five levels
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HERZBERG’S TWO FACTOR THEORY
Herzberg talked about motivators and dissatisfiers.
1. Motivators: People are motivated by recognition,
responsibility, achievement advancement and work
itself. They are intrinsic in nature.
2. Dissatisfiers: These are low salary, poor working
conditions, ill defined organizational policies and
mediocre technical supervision. They are also called
hygiene factors and are preventable. They are
extrinsic in nature.18
ACHIEVING A MOTIVATED WORK FORCE
Some of the concepts to achieve a motivated
work force are:
Know thyself
Know your employees
Establish a positive attitude
Share the goals
Monitor Progress19
ACHIEVING A MOTIVATED WORK FORCE (CONTD.)
Develop interesting work
Job Rotation
Job Enlargement
Job Enrichment
Communicate Effectively
Celebrate Success 20
CONCLUSION
Important factors while going for Employee
Involvement:-
Power
Information Sharing
Knowledge & Skills
Rewards
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CONCLUSION
Research Paper
Effects of Employees Involvement in Techno-
Structural Interventions in Textile Sector of
Pakistan
http://www.cluteinstitute.com/proceedings
/2010_Dublin_EABR_Articles/Article%2032
7.pdf
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