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Employeeinvolvement

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Page 1: Employeeinvolvement

Employee Involvement

Tanetra Austin Tri-State Institute

2010

Involvement

An approach taken to improve quality and productivity

Employeacutees- Backbone of TQMImproves the quality and productivity

Aspects Of Employee Involvement

EMPLOYEE MOTIVATION EMPLOYEE EMPOWEREMENT TEAMS AND TEAM WORK RECOGNITION AND REWARD PERFORMANCE APPRAISAL

EMPLOYEE MOTIVATION

SCOTT DEFINES ldquo MOTIVATION IS A PROCESS OF STIMULATING PEOPLE TO ACCOMPLISH DESIRED

GOALS

IMPORTANCE OF MOTIVATION IMPROVES EMPLOYEE

INVOLVEMENT PROMOTES JOB SATISFACTION

PROMOTES INTERPERSONAL COOPERATION

EMPLOYEE MOTIVATION

Motivation

Helps individuals to understand the utilization of employee involvement to achieve process improvement

Motivational Quote ldquoObstacles are things a person sees when he takes his eyes off his goalrdquo

E Joseph Cossman

Maslows Hierarchy of NeedsAbraham Maslow

developed the first and most popular motivational theories

He stated that motivation is best explained in terms of hierarchy

What is HierarchyA series of ordered groupings

of people or things within a system

Levels of Hierarchy According to Maslow there are five

levels of hierarchy relating to motivation

5Self-actualization(control and freedom)

4Esteem(pride and self-worth)

3Social(need to belong)

2Security(a safe place to work and job security)

1Survival(food clothing and shelter)

EMPLOYEES WANTS TEND TO FOLLOW THE THEORIES OF MASLOW

Employee Wants

ACHIEVING A MOTIVATED WORK FORCE

1 Know thyself2 Know your employees3 Establish a positive attitude4 Share the goals5 Monitor progress6 Develop interesting work7 Communicate effectively8 Celebrate success

Farrukh is Here Irsquoll Try my best to explain my topic

Surveys Includecurren Personality Characteristicscurren Management Styles curren Job Attitudescurren The Work

Employee Surveys

Increasing the spiritual political social or economic strength of individuals and communities

What is Empowerment

Employee Empowerment

Requires individuals to be held responsible for accomplishing a whole taskIn order to create the empowered

three conditions are necessary1 Everyone must understand the

need for change2 The system needs to change to the

new paradigm3 The organization must enable its

employees

CHARACTERISTICS OF EMPOWERED EMPLOYEES

They feel responsible for their own task

They balance their own goals with the organization

They are challenged and encouragedThey monitor and improve their work continuously

They find new goals and change challenges

Irsquom Shahbaz Hussain Now I will continue the presentation

TEAMS AND TEAMWORK

TEAMS AND TEAMWORK

TEAM - Group of people working together to perform common achievement goalTEAMWORK - Cumulative actions of the team during the achievement of goalBENEFITS OF TEAMWORKbull Improved solutions to quality problemsbull improved communication

Why Teams Work

Teams work for the following 3 reasons

1 Many heads are more knowledgeable than one

2 Each member has the ability solve problems

3 Each member develop characteristics of subconscious communication with each other that allows them to do a better job

TYPES OF TEAMProcess improvement Team- Improvement of process

Cross functional Team- solving complex problems

Natural work Team- normal routine work

Self Directed self managed Team- plan execute amp direct

Characteristics of successful Teams Sponsor- person from qty council Team charter- document person indicating

mission Team composition- shouldnrsquot exceed 10

members Training- members are well trained Ground rules- basic rules Clear Objectives- Stated clearly Accountability- periodic status report

Well defined decision procedures Resources- tools Trust ndash management trust on team Effective problem solving- efficient methods Open communication- everyone should talk Appropriate leadership- leader who leads Balanced participation Cohesiveness- single unit not in subgroups

25

DECISION-MAKING METHOD

No DecisionUnilateral DecisionHand Clasp DecisionMinority- Rule DecisionMajority- Rule DecisionConsensus

Effective Team Meetings

Meeting should be regularly scheduledAn agenda should be developedAgenda usually listMeetings should be periodically

evaluated

Now I will continue the presentation

Naeem

Stages of Team Development

Forming Storming Norming Performing and Adjourning

Forming

1048710The ldquopoliterdquostage in which the team starts to form1048710Everyone is trying to figure out what the team concept is1048710Initial ldquosilentrdquoleaders may take the rein1048710The team is usually positive ndashfor the most part ndashfor the initial meetings1048710No one has offended anyone at this point yet

Storming1048710 The silent leaders may be clashing for control of the group1048710 People disagree and may blame the team concept saying it doesnrsquot work1048710 Management needs to do a lot of coaching to get people to work past their differences may take separate 1ndashonndash1rsquos with people

Norming1048710The team is starting to work well together and has turned around from the lsquostormingrdquophase 1048710They may start to ldquobrag uprdquothe team

concept to others who arenrsquot in the team and will be very positive about their roleteam group 1048710Often the team will bounce back and forth

between ldquostormingrdquoand ldquonormingrdquowhen issues crop up

Performing1048710This is the level where the team is a highndashperformance team1048710They can be given new projects and tasks and accomplish them successfully and very seldom fall back into the ldquostormingrdquophase

Adjourning1048710The team briefs and shares the improved process during this phase 1048710When the team finally completes that last briefing there is always a bittersweet sense of accomplishment coupled with the reluctance to say goodndashbye 1048710Many relationships formed within these teams continue long after the team disbands

1048710 Forming ndashteam members are introduced1048710 Storming ndashthe team transitions from ldquoas is to ldquoto berdquo1048710 Norming ndashthe team reaches consensus on the ldquoto be process1048710 Performing ndashthe team has settled its

relationships and expectations1048710 Adjourning ndashthe team shares the improved processes with others

A team has ldquoA small number of people

with complementary skills who are committed to a common purpose performance goals and a common approach for which they hold themselves mutually accountablerdquo

Common People Problems and Their SolutionsFloundering (Trouble doing

something)Overbearing Participants

(controlling in an unpleasant way)

Dominating ParticipantsReluctant Participants (unwilling

and hesitant)Un-Questioned acceptance of

Opinions as facts

Barriers To Team Process Insufficient training Lack of management support Lack of planning Trapped in Groupthink No clear measures of success Team is too large

TrainingEssential for an Effective TeamThe Training must be Experimental

Four Steps of Training1 Make awareness every one2 Get acceptance3 Adapt the Program4 Adapt to what has been

agreed upon

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 2: Employeeinvolvement

Involvement

An approach taken to improve quality and productivity

Employeacutees- Backbone of TQMImproves the quality and productivity

Aspects Of Employee Involvement

EMPLOYEE MOTIVATION EMPLOYEE EMPOWEREMENT TEAMS AND TEAM WORK RECOGNITION AND REWARD PERFORMANCE APPRAISAL

EMPLOYEE MOTIVATION

SCOTT DEFINES ldquo MOTIVATION IS A PROCESS OF STIMULATING PEOPLE TO ACCOMPLISH DESIRED

GOALS

IMPORTANCE OF MOTIVATION IMPROVES EMPLOYEE

INVOLVEMENT PROMOTES JOB SATISFACTION

PROMOTES INTERPERSONAL COOPERATION

EMPLOYEE MOTIVATION

Motivation

Helps individuals to understand the utilization of employee involvement to achieve process improvement

Motivational Quote ldquoObstacles are things a person sees when he takes his eyes off his goalrdquo

E Joseph Cossman

Maslows Hierarchy of NeedsAbraham Maslow

developed the first and most popular motivational theories

He stated that motivation is best explained in terms of hierarchy

What is HierarchyA series of ordered groupings

of people or things within a system

Levels of Hierarchy According to Maslow there are five

levels of hierarchy relating to motivation

5Self-actualization(control and freedom)

4Esteem(pride and self-worth)

3Social(need to belong)

2Security(a safe place to work and job security)

1Survival(food clothing and shelter)

EMPLOYEES WANTS TEND TO FOLLOW THE THEORIES OF MASLOW

Employee Wants

ACHIEVING A MOTIVATED WORK FORCE

1 Know thyself2 Know your employees3 Establish a positive attitude4 Share the goals5 Monitor progress6 Develop interesting work7 Communicate effectively8 Celebrate success

Farrukh is Here Irsquoll Try my best to explain my topic

Surveys Includecurren Personality Characteristicscurren Management Styles curren Job Attitudescurren The Work

Employee Surveys

Increasing the spiritual political social or economic strength of individuals and communities

What is Empowerment

Employee Empowerment

Requires individuals to be held responsible for accomplishing a whole taskIn order to create the empowered

three conditions are necessary1 Everyone must understand the

need for change2 The system needs to change to the

new paradigm3 The organization must enable its

employees

CHARACTERISTICS OF EMPOWERED EMPLOYEES

They feel responsible for their own task

They balance their own goals with the organization

They are challenged and encouragedThey monitor and improve their work continuously

They find new goals and change challenges

Irsquom Shahbaz Hussain Now I will continue the presentation

TEAMS AND TEAMWORK

TEAMS AND TEAMWORK

TEAM - Group of people working together to perform common achievement goalTEAMWORK - Cumulative actions of the team during the achievement of goalBENEFITS OF TEAMWORKbull Improved solutions to quality problemsbull improved communication

Why Teams Work

Teams work for the following 3 reasons

1 Many heads are more knowledgeable than one

2 Each member has the ability solve problems

3 Each member develop characteristics of subconscious communication with each other that allows them to do a better job

TYPES OF TEAMProcess improvement Team- Improvement of process

Cross functional Team- solving complex problems

Natural work Team- normal routine work

Self Directed self managed Team- plan execute amp direct

Characteristics of successful Teams Sponsor- person from qty council Team charter- document person indicating

mission Team composition- shouldnrsquot exceed 10

members Training- members are well trained Ground rules- basic rules Clear Objectives- Stated clearly Accountability- periodic status report

Well defined decision procedures Resources- tools Trust ndash management trust on team Effective problem solving- efficient methods Open communication- everyone should talk Appropriate leadership- leader who leads Balanced participation Cohesiveness- single unit not in subgroups

25

DECISION-MAKING METHOD

No DecisionUnilateral DecisionHand Clasp DecisionMinority- Rule DecisionMajority- Rule DecisionConsensus

Effective Team Meetings

Meeting should be regularly scheduledAn agenda should be developedAgenda usually listMeetings should be periodically

evaluated

Now I will continue the presentation

Naeem

Stages of Team Development

Forming Storming Norming Performing and Adjourning

Forming

1048710The ldquopoliterdquostage in which the team starts to form1048710Everyone is trying to figure out what the team concept is1048710Initial ldquosilentrdquoleaders may take the rein1048710The team is usually positive ndashfor the most part ndashfor the initial meetings1048710No one has offended anyone at this point yet

Storming1048710 The silent leaders may be clashing for control of the group1048710 People disagree and may blame the team concept saying it doesnrsquot work1048710 Management needs to do a lot of coaching to get people to work past their differences may take separate 1ndashonndash1rsquos with people

Norming1048710The team is starting to work well together and has turned around from the lsquostormingrdquophase 1048710They may start to ldquobrag uprdquothe team

concept to others who arenrsquot in the team and will be very positive about their roleteam group 1048710Often the team will bounce back and forth

between ldquostormingrdquoand ldquonormingrdquowhen issues crop up

Performing1048710This is the level where the team is a highndashperformance team1048710They can be given new projects and tasks and accomplish them successfully and very seldom fall back into the ldquostormingrdquophase

Adjourning1048710The team briefs and shares the improved process during this phase 1048710When the team finally completes that last briefing there is always a bittersweet sense of accomplishment coupled with the reluctance to say goodndashbye 1048710Many relationships formed within these teams continue long after the team disbands

1048710 Forming ndashteam members are introduced1048710 Storming ndashthe team transitions from ldquoas is to ldquoto berdquo1048710 Norming ndashthe team reaches consensus on the ldquoto be process1048710 Performing ndashthe team has settled its

relationships and expectations1048710 Adjourning ndashthe team shares the improved processes with others

A team has ldquoA small number of people

with complementary skills who are committed to a common purpose performance goals and a common approach for which they hold themselves mutually accountablerdquo

Common People Problems and Their SolutionsFloundering (Trouble doing

something)Overbearing Participants

(controlling in an unpleasant way)

Dominating ParticipantsReluctant Participants (unwilling

and hesitant)Un-Questioned acceptance of

Opinions as facts

Barriers To Team Process Insufficient training Lack of management support Lack of planning Trapped in Groupthink No clear measures of success Team is too large

TrainingEssential for an Effective TeamThe Training must be Experimental

Four Steps of Training1 Make awareness every one2 Get acceptance3 Adapt the Program4 Adapt to what has been

agreed upon

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 3: Employeeinvolvement

Employeacutees- Backbone of TQMImproves the quality and productivity

Aspects Of Employee Involvement

EMPLOYEE MOTIVATION EMPLOYEE EMPOWEREMENT TEAMS AND TEAM WORK RECOGNITION AND REWARD PERFORMANCE APPRAISAL

EMPLOYEE MOTIVATION

SCOTT DEFINES ldquo MOTIVATION IS A PROCESS OF STIMULATING PEOPLE TO ACCOMPLISH DESIRED

GOALS

IMPORTANCE OF MOTIVATION IMPROVES EMPLOYEE

INVOLVEMENT PROMOTES JOB SATISFACTION

PROMOTES INTERPERSONAL COOPERATION

EMPLOYEE MOTIVATION

Motivation

Helps individuals to understand the utilization of employee involvement to achieve process improvement

Motivational Quote ldquoObstacles are things a person sees when he takes his eyes off his goalrdquo

E Joseph Cossman

Maslows Hierarchy of NeedsAbraham Maslow

developed the first and most popular motivational theories

He stated that motivation is best explained in terms of hierarchy

What is HierarchyA series of ordered groupings

of people or things within a system

Levels of Hierarchy According to Maslow there are five

levels of hierarchy relating to motivation

5Self-actualization(control and freedom)

4Esteem(pride and self-worth)

3Social(need to belong)

2Security(a safe place to work and job security)

1Survival(food clothing and shelter)

EMPLOYEES WANTS TEND TO FOLLOW THE THEORIES OF MASLOW

Employee Wants

ACHIEVING A MOTIVATED WORK FORCE

1 Know thyself2 Know your employees3 Establish a positive attitude4 Share the goals5 Monitor progress6 Develop interesting work7 Communicate effectively8 Celebrate success

Farrukh is Here Irsquoll Try my best to explain my topic

Surveys Includecurren Personality Characteristicscurren Management Styles curren Job Attitudescurren The Work

Employee Surveys

Increasing the spiritual political social or economic strength of individuals and communities

What is Empowerment

Employee Empowerment

Requires individuals to be held responsible for accomplishing a whole taskIn order to create the empowered

three conditions are necessary1 Everyone must understand the

need for change2 The system needs to change to the

new paradigm3 The organization must enable its

employees

CHARACTERISTICS OF EMPOWERED EMPLOYEES

They feel responsible for their own task

They balance their own goals with the organization

They are challenged and encouragedThey monitor and improve their work continuously

They find new goals and change challenges

Irsquom Shahbaz Hussain Now I will continue the presentation

TEAMS AND TEAMWORK

TEAMS AND TEAMWORK

TEAM - Group of people working together to perform common achievement goalTEAMWORK - Cumulative actions of the team during the achievement of goalBENEFITS OF TEAMWORKbull Improved solutions to quality problemsbull improved communication

Why Teams Work

Teams work for the following 3 reasons

1 Many heads are more knowledgeable than one

2 Each member has the ability solve problems

3 Each member develop characteristics of subconscious communication with each other that allows them to do a better job

TYPES OF TEAMProcess improvement Team- Improvement of process

Cross functional Team- solving complex problems

Natural work Team- normal routine work

Self Directed self managed Team- plan execute amp direct

Characteristics of successful Teams Sponsor- person from qty council Team charter- document person indicating

mission Team composition- shouldnrsquot exceed 10

members Training- members are well trained Ground rules- basic rules Clear Objectives- Stated clearly Accountability- periodic status report

Well defined decision procedures Resources- tools Trust ndash management trust on team Effective problem solving- efficient methods Open communication- everyone should talk Appropriate leadership- leader who leads Balanced participation Cohesiveness- single unit not in subgroups

25

DECISION-MAKING METHOD

No DecisionUnilateral DecisionHand Clasp DecisionMinority- Rule DecisionMajority- Rule DecisionConsensus

Effective Team Meetings

Meeting should be regularly scheduledAn agenda should be developedAgenda usually listMeetings should be periodically

evaluated

Now I will continue the presentation

Naeem

Stages of Team Development

Forming Storming Norming Performing and Adjourning

Forming

1048710The ldquopoliterdquostage in which the team starts to form1048710Everyone is trying to figure out what the team concept is1048710Initial ldquosilentrdquoleaders may take the rein1048710The team is usually positive ndashfor the most part ndashfor the initial meetings1048710No one has offended anyone at this point yet

Storming1048710 The silent leaders may be clashing for control of the group1048710 People disagree and may blame the team concept saying it doesnrsquot work1048710 Management needs to do a lot of coaching to get people to work past their differences may take separate 1ndashonndash1rsquos with people

Norming1048710The team is starting to work well together and has turned around from the lsquostormingrdquophase 1048710They may start to ldquobrag uprdquothe team

concept to others who arenrsquot in the team and will be very positive about their roleteam group 1048710Often the team will bounce back and forth

between ldquostormingrdquoand ldquonormingrdquowhen issues crop up

Performing1048710This is the level where the team is a highndashperformance team1048710They can be given new projects and tasks and accomplish them successfully and very seldom fall back into the ldquostormingrdquophase

Adjourning1048710The team briefs and shares the improved process during this phase 1048710When the team finally completes that last briefing there is always a bittersweet sense of accomplishment coupled with the reluctance to say goodndashbye 1048710Many relationships formed within these teams continue long after the team disbands

1048710 Forming ndashteam members are introduced1048710 Storming ndashthe team transitions from ldquoas is to ldquoto berdquo1048710 Norming ndashthe team reaches consensus on the ldquoto be process1048710 Performing ndashthe team has settled its

relationships and expectations1048710 Adjourning ndashthe team shares the improved processes with others

A team has ldquoA small number of people

with complementary skills who are committed to a common purpose performance goals and a common approach for which they hold themselves mutually accountablerdquo

Common People Problems and Their SolutionsFloundering (Trouble doing

something)Overbearing Participants

(controlling in an unpleasant way)

Dominating ParticipantsReluctant Participants (unwilling

and hesitant)Un-Questioned acceptance of

Opinions as facts

Barriers To Team Process Insufficient training Lack of management support Lack of planning Trapped in Groupthink No clear measures of success Team is too large

TrainingEssential for an Effective TeamThe Training must be Experimental

Four Steps of Training1 Make awareness every one2 Get acceptance3 Adapt the Program4 Adapt to what has been

agreed upon

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 4: Employeeinvolvement

EMPLOYEE MOTIVATION

SCOTT DEFINES ldquo MOTIVATION IS A PROCESS OF STIMULATING PEOPLE TO ACCOMPLISH DESIRED

GOALS

IMPORTANCE OF MOTIVATION IMPROVES EMPLOYEE

INVOLVEMENT PROMOTES JOB SATISFACTION

PROMOTES INTERPERSONAL COOPERATION

EMPLOYEE MOTIVATION

Motivation

Helps individuals to understand the utilization of employee involvement to achieve process improvement

Motivational Quote ldquoObstacles are things a person sees when he takes his eyes off his goalrdquo

E Joseph Cossman

Maslows Hierarchy of NeedsAbraham Maslow

developed the first and most popular motivational theories

He stated that motivation is best explained in terms of hierarchy

What is HierarchyA series of ordered groupings

of people or things within a system

Levels of Hierarchy According to Maslow there are five

levels of hierarchy relating to motivation

5Self-actualization(control and freedom)

4Esteem(pride and self-worth)

3Social(need to belong)

2Security(a safe place to work and job security)

1Survival(food clothing and shelter)

EMPLOYEES WANTS TEND TO FOLLOW THE THEORIES OF MASLOW

Employee Wants

ACHIEVING A MOTIVATED WORK FORCE

1 Know thyself2 Know your employees3 Establish a positive attitude4 Share the goals5 Monitor progress6 Develop interesting work7 Communicate effectively8 Celebrate success

Farrukh is Here Irsquoll Try my best to explain my topic

Surveys Includecurren Personality Characteristicscurren Management Styles curren Job Attitudescurren The Work

Employee Surveys

Increasing the spiritual political social or economic strength of individuals and communities

What is Empowerment

Employee Empowerment

Requires individuals to be held responsible for accomplishing a whole taskIn order to create the empowered

three conditions are necessary1 Everyone must understand the

need for change2 The system needs to change to the

new paradigm3 The organization must enable its

employees

CHARACTERISTICS OF EMPOWERED EMPLOYEES

They feel responsible for their own task

They balance their own goals with the organization

They are challenged and encouragedThey monitor and improve their work continuously

They find new goals and change challenges

Irsquom Shahbaz Hussain Now I will continue the presentation

TEAMS AND TEAMWORK

TEAMS AND TEAMWORK

TEAM - Group of people working together to perform common achievement goalTEAMWORK - Cumulative actions of the team during the achievement of goalBENEFITS OF TEAMWORKbull Improved solutions to quality problemsbull improved communication

Why Teams Work

Teams work for the following 3 reasons

1 Many heads are more knowledgeable than one

2 Each member has the ability solve problems

3 Each member develop characteristics of subconscious communication with each other that allows them to do a better job

TYPES OF TEAMProcess improvement Team- Improvement of process

Cross functional Team- solving complex problems

Natural work Team- normal routine work

Self Directed self managed Team- plan execute amp direct

Characteristics of successful Teams Sponsor- person from qty council Team charter- document person indicating

mission Team composition- shouldnrsquot exceed 10

members Training- members are well trained Ground rules- basic rules Clear Objectives- Stated clearly Accountability- periodic status report

Well defined decision procedures Resources- tools Trust ndash management trust on team Effective problem solving- efficient methods Open communication- everyone should talk Appropriate leadership- leader who leads Balanced participation Cohesiveness- single unit not in subgroups

25

DECISION-MAKING METHOD

No DecisionUnilateral DecisionHand Clasp DecisionMinority- Rule DecisionMajority- Rule DecisionConsensus

Effective Team Meetings

Meeting should be regularly scheduledAn agenda should be developedAgenda usually listMeetings should be periodically

evaluated

Now I will continue the presentation

Naeem

Stages of Team Development

Forming Storming Norming Performing and Adjourning

Forming

1048710The ldquopoliterdquostage in which the team starts to form1048710Everyone is trying to figure out what the team concept is1048710Initial ldquosilentrdquoleaders may take the rein1048710The team is usually positive ndashfor the most part ndashfor the initial meetings1048710No one has offended anyone at this point yet

Storming1048710 The silent leaders may be clashing for control of the group1048710 People disagree and may blame the team concept saying it doesnrsquot work1048710 Management needs to do a lot of coaching to get people to work past their differences may take separate 1ndashonndash1rsquos with people

Norming1048710The team is starting to work well together and has turned around from the lsquostormingrdquophase 1048710They may start to ldquobrag uprdquothe team

concept to others who arenrsquot in the team and will be very positive about their roleteam group 1048710Often the team will bounce back and forth

between ldquostormingrdquoand ldquonormingrdquowhen issues crop up

Performing1048710This is the level where the team is a highndashperformance team1048710They can be given new projects and tasks and accomplish them successfully and very seldom fall back into the ldquostormingrdquophase

Adjourning1048710The team briefs and shares the improved process during this phase 1048710When the team finally completes that last briefing there is always a bittersweet sense of accomplishment coupled with the reluctance to say goodndashbye 1048710Many relationships formed within these teams continue long after the team disbands

1048710 Forming ndashteam members are introduced1048710 Storming ndashthe team transitions from ldquoas is to ldquoto berdquo1048710 Norming ndashthe team reaches consensus on the ldquoto be process1048710 Performing ndashthe team has settled its

relationships and expectations1048710 Adjourning ndashthe team shares the improved processes with others

A team has ldquoA small number of people

with complementary skills who are committed to a common purpose performance goals and a common approach for which they hold themselves mutually accountablerdquo

Common People Problems and Their SolutionsFloundering (Trouble doing

something)Overbearing Participants

(controlling in an unpleasant way)

Dominating ParticipantsReluctant Participants (unwilling

and hesitant)Un-Questioned acceptance of

Opinions as facts

Barriers To Team Process Insufficient training Lack of management support Lack of planning Trapped in Groupthink No clear measures of success Team is too large

TrainingEssential for an Effective TeamThe Training must be Experimental

Four Steps of Training1 Make awareness every one2 Get acceptance3 Adapt the Program4 Adapt to what has been

agreed upon

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 5: Employeeinvolvement

SCOTT DEFINES ldquo MOTIVATION IS A PROCESS OF STIMULATING PEOPLE TO ACCOMPLISH DESIRED

GOALS

IMPORTANCE OF MOTIVATION IMPROVES EMPLOYEE

INVOLVEMENT PROMOTES JOB SATISFACTION

PROMOTES INTERPERSONAL COOPERATION

EMPLOYEE MOTIVATION

Motivation

Helps individuals to understand the utilization of employee involvement to achieve process improvement

Motivational Quote ldquoObstacles are things a person sees when he takes his eyes off his goalrdquo

E Joseph Cossman

Maslows Hierarchy of NeedsAbraham Maslow

developed the first and most popular motivational theories

He stated that motivation is best explained in terms of hierarchy

What is HierarchyA series of ordered groupings

of people or things within a system

Levels of Hierarchy According to Maslow there are five

levels of hierarchy relating to motivation

5Self-actualization(control and freedom)

4Esteem(pride and self-worth)

3Social(need to belong)

2Security(a safe place to work and job security)

1Survival(food clothing and shelter)

EMPLOYEES WANTS TEND TO FOLLOW THE THEORIES OF MASLOW

Employee Wants

ACHIEVING A MOTIVATED WORK FORCE

1 Know thyself2 Know your employees3 Establish a positive attitude4 Share the goals5 Monitor progress6 Develop interesting work7 Communicate effectively8 Celebrate success

Farrukh is Here Irsquoll Try my best to explain my topic

Surveys Includecurren Personality Characteristicscurren Management Styles curren Job Attitudescurren The Work

Employee Surveys

Increasing the spiritual political social or economic strength of individuals and communities

What is Empowerment

Employee Empowerment

Requires individuals to be held responsible for accomplishing a whole taskIn order to create the empowered

three conditions are necessary1 Everyone must understand the

need for change2 The system needs to change to the

new paradigm3 The organization must enable its

employees

CHARACTERISTICS OF EMPOWERED EMPLOYEES

They feel responsible for their own task

They balance their own goals with the organization

They are challenged and encouragedThey monitor and improve their work continuously

They find new goals and change challenges

Irsquom Shahbaz Hussain Now I will continue the presentation

TEAMS AND TEAMWORK

TEAMS AND TEAMWORK

TEAM - Group of people working together to perform common achievement goalTEAMWORK - Cumulative actions of the team during the achievement of goalBENEFITS OF TEAMWORKbull Improved solutions to quality problemsbull improved communication

Why Teams Work

Teams work for the following 3 reasons

1 Many heads are more knowledgeable than one

2 Each member has the ability solve problems

3 Each member develop characteristics of subconscious communication with each other that allows them to do a better job

TYPES OF TEAMProcess improvement Team- Improvement of process

Cross functional Team- solving complex problems

Natural work Team- normal routine work

Self Directed self managed Team- plan execute amp direct

Characteristics of successful Teams Sponsor- person from qty council Team charter- document person indicating

mission Team composition- shouldnrsquot exceed 10

members Training- members are well trained Ground rules- basic rules Clear Objectives- Stated clearly Accountability- periodic status report

Well defined decision procedures Resources- tools Trust ndash management trust on team Effective problem solving- efficient methods Open communication- everyone should talk Appropriate leadership- leader who leads Balanced participation Cohesiveness- single unit not in subgroups

25

DECISION-MAKING METHOD

No DecisionUnilateral DecisionHand Clasp DecisionMinority- Rule DecisionMajority- Rule DecisionConsensus

Effective Team Meetings

Meeting should be regularly scheduledAn agenda should be developedAgenda usually listMeetings should be periodically

evaluated

Now I will continue the presentation

Naeem

Stages of Team Development

Forming Storming Norming Performing and Adjourning

Forming

1048710The ldquopoliterdquostage in which the team starts to form1048710Everyone is trying to figure out what the team concept is1048710Initial ldquosilentrdquoleaders may take the rein1048710The team is usually positive ndashfor the most part ndashfor the initial meetings1048710No one has offended anyone at this point yet

Storming1048710 The silent leaders may be clashing for control of the group1048710 People disagree and may blame the team concept saying it doesnrsquot work1048710 Management needs to do a lot of coaching to get people to work past their differences may take separate 1ndashonndash1rsquos with people

Norming1048710The team is starting to work well together and has turned around from the lsquostormingrdquophase 1048710They may start to ldquobrag uprdquothe team

concept to others who arenrsquot in the team and will be very positive about their roleteam group 1048710Often the team will bounce back and forth

between ldquostormingrdquoand ldquonormingrdquowhen issues crop up

Performing1048710This is the level where the team is a highndashperformance team1048710They can be given new projects and tasks and accomplish them successfully and very seldom fall back into the ldquostormingrdquophase

Adjourning1048710The team briefs and shares the improved process during this phase 1048710When the team finally completes that last briefing there is always a bittersweet sense of accomplishment coupled with the reluctance to say goodndashbye 1048710Many relationships formed within these teams continue long after the team disbands

1048710 Forming ndashteam members are introduced1048710 Storming ndashthe team transitions from ldquoas is to ldquoto berdquo1048710 Norming ndashthe team reaches consensus on the ldquoto be process1048710 Performing ndashthe team has settled its

relationships and expectations1048710 Adjourning ndashthe team shares the improved processes with others

A team has ldquoA small number of people

with complementary skills who are committed to a common purpose performance goals and a common approach for which they hold themselves mutually accountablerdquo

Common People Problems and Their SolutionsFloundering (Trouble doing

something)Overbearing Participants

(controlling in an unpleasant way)

Dominating ParticipantsReluctant Participants (unwilling

and hesitant)Un-Questioned acceptance of

Opinions as facts

Barriers To Team Process Insufficient training Lack of management support Lack of planning Trapped in Groupthink No clear measures of success Team is too large

TrainingEssential for an Effective TeamThe Training must be Experimental

Four Steps of Training1 Make awareness every one2 Get acceptance3 Adapt the Program4 Adapt to what has been

agreed upon

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 6: Employeeinvolvement

Motivation

Helps individuals to understand the utilization of employee involvement to achieve process improvement

Motivational Quote ldquoObstacles are things a person sees when he takes his eyes off his goalrdquo

E Joseph Cossman

Maslows Hierarchy of NeedsAbraham Maslow

developed the first and most popular motivational theories

He stated that motivation is best explained in terms of hierarchy

What is HierarchyA series of ordered groupings

of people or things within a system

Levels of Hierarchy According to Maslow there are five

levels of hierarchy relating to motivation

5Self-actualization(control and freedom)

4Esteem(pride and self-worth)

3Social(need to belong)

2Security(a safe place to work and job security)

1Survival(food clothing and shelter)

EMPLOYEES WANTS TEND TO FOLLOW THE THEORIES OF MASLOW

Employee Wants

ACHIEVING A MOTIVATED WORK FORCE

1 Know thyself2 Know your employees3 Establish a positive attitude4 Share the goals5 Monitor progress6 Develop interesting work7 Communicate effectively8 Celebrate success

Farrukh is Here Irsquoll Try my best to explain my topic

Surveys Includecurren Personality Characteristicscurren Management Styles curren Job Attitudescurren The Work

Employee Surveys

Increasing the spiritual political social or economic strength of individuals and communities

What is Empowerment

Employee Empowerment

Requires individuals to be held responsible for accomplishing a whole taskIn order to create the empowered

three conditions are necessary1 Everyone must understand the

need for change2 The system needs to change to the

new paradigm3 The organization must enable its

employees

CHARACTERISTICS OF EMPOWERED EMPLOYEES

They feel responsible for their own task

They balance their own goals with the organization

They are challenged and encouragedThey monitor and improve their work continuously

They find new goals and change challenges

Irsquom Shahbaz Hussain Now I will continue the presentation

TEAMS AND TEAMWORK

TEAMS AND TEAMWORK

TEAM - Group of people working together to perform common achievement goalTEAMWORK - Cumulative actions of the team during the achievement of goalBENEFITS OF TEAMWORKbull Improved solutions to quality problemsbull improved communication

Why Teams Work

Teams work for the following 3 reasons

1 Many heads are more knowledgeable than one

2 Each member has the ability solve problems

3 Each member develop characteristics of subconscious communication with each other that allows them to do a better job

TYPES OF TEAMProcess improvement Team- Improvement of process

Cross functional Team- solving complex problems

Natural work Team- normal routine work

Self Directed self managed Team- plan execute amp direct

Characteristics of successful Teams Sponsor- person from qty council Team charter- document person indicating

mission Team composition- shouldnrsquot exceed 10

members Training- members are well trained Ground rules- basic rules Clear Objectives- Stated clearly Accountability- periodic status report

Well defined decision procedures Resources- tools Trust ndash management trust on team Effective problem solving- efficient methods Open communication- everyone should talk Appropriate leadership- leader who leads Balanced participation Cohesiveness- single unit not in subgroups

25

DECISION-MAKING METHOD

No DecisionUnilateral DecisionHand Clasp DecisionMinority- Rule DecisionMajority- Rule DecisionConsensus

Effective Team Meetings

Meeting should be regularly scheduledAn agenda should be developedAgenda usually listMeetings should be periodically

evaluated

Now I will continue the presentation

Naeem

Stages of Team Development

Forming Storming Norming Performing and Adjourning

Forming

1048710The ldquopoliterdquostage in which the team starts to form1048710Everyone is trying to figure out what the team concept is1048710Initial ldquosilentrdquoleaders may take the rein1048710The team is usually positive ndashfor the most part ndashfor the initial meetings1048710No one has offended anyone at this point yet

Storming1048710 The silent leaders may be clashing for control of the group1048710 People disagree and may blame the team concept saying it doesnrsquot work1048710 Management needs to do a lot of coaching to get people to work past their differences may take separate 1ndashonndash1rsquos with people

Norming1048710The team is starting to work well together and has turned around from the lsquostormingrdquophase 1048710They may start to ldquobrag uprdquothe team

concept to others who arenrsquot in the team and will be very positive about their roleteam group 1048710Often the team will bounce back and forth

between ldquostormingrdquoand ldquonormingrdquowhen issues crop up

Performing1048710This is the level where the team is a highndashperformance team1048710They can be given new projects and tasks and accomplish them successfully and very seldom fall back into the ldquostormingrdquophase

Adjourning1048710The team briefs and shares the improved process during this phase 1048710When the team finally completes that last briefing there is always a bittersweet sense of accomplishment coupled with the reluctance to say goodndashbye 1048710Many relationships formed within these teams continue long after the team disbands

1048710 Forming ndashteam members are introduced1048710 Storming ndashthe team transitions from ldquoas is to ldquoto berdquo1048710 Norming ndashthe team reaches consensus on the ldquoto be process1048710 Performing ndashthe team has settled its

relationships and expectations1048710 Adjourning ndashthe team shares the improved processes with others

A team has ldquoA small number of people

with complementary skills who are committed to a common purpose performance goals and a common approach for which they hold themselves mutually accountablerdquo

Common People Problems and Their SolutionsFloundering (Trouble doing

something)Overbearing Participants

(controlling in an unpleasant way)

Dominating ParticipantsReluctant Participants (unwilling

and hesitant)Un-Questioned acceptance of

Opinions as facts

Barriers To Team Process Insufficient training Lack of management support Lack of planning Trapped in Groupthink No clear measures of success Team is too large

TrainingEssential for an Effective TeamThe Training must be Experimental

Four Steps of Training1 Make awareness every one2 Get acceptance3 Adapt the Program4 Adapt to what has been

agreed upon

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 7: Employeeinvolvement

Maslows Hierarchy of NeedsAbraham Maslow

developed the first and most popular motivational theories

He stated that motivation is best explained in terms of hierarchy

What is HierarchyA series of ordered groupings

of people or things within a system

Levels of Hierarchy According to Maslow there are five

levels of hierarchy relating to motivation

5Self-actualization(control and freedom)

4Esteem(pride and self-worth)

3Social(need to belong)

2Security(a safe place to work and job security)

1Survival(food clothing and shelter)

EMPLOYEES WANTS TEND TO FOLLOW THE THEORIES OF MASLOW

Employee Wants

ACHIEVING A MOTIVATED WORK FORCE

1 Know thyself2 Know your employees3 Establish a positive attitude4 Share the goals5 Monitor progress6 Develop interesting work7 Communicate effectively8 Celebrate success

Farrukh is Here Irsquoll Try my best to explain my topic

Surveys Includecurren Personality Characteristicscurren Management Styles curren Job Attitudescurren The Work

Employee Surveys

Increasing the spiritual political social or economic strength of individuals and communities

What is Empowerment

Employee Empowerment

Requires individuals to be held responsible for accomplishing a whole taskIn order to create the empowered

three conditions are necessary1 Everyone must understand the

need for change2 The system needs to change to the

new paradigm3 The organization must enable its

employees

CHARACTERISTICS OF EMPOWERED EMPLOYEES

They feel responsible for their own task

They balance their own goals with the organization

They are challenged and encouragedThey monitor and improve their work continuously

They find new goals and change challenges

Irsquom Shahbaz Hussain Now I will continue the presentation

TEAMS AND TEAMWORK

TEAMS AND TEAMWORK

TEAM - Group of people working together to perform common achievement goalTEAMWORK - Cumulative actions of the team during the achievement of goalBENEFITS OF TEAMWORKbull Improved solutions to quality problemsbull improved communication

Why Teams Work

Teams work for the following 3 reasons

1 Many heads are more knowledgeable than one

2 Each member has the ability solve problems

3 Each member develop characteristics of subconscious communication with each other that allows them to do a better job

TYPES OF TEAMProcess improvement Team- Improvement of process

Cross functional Team- solving complex problems

Natural work Team- normal routine work

Self Directed self managed Team- plan execute amp direct

Characteristics of successful Teams Sponsor- person from qty council Team charter- document person indicating

mission Team composition- shouldnrsquot exceed 10

members Training- members are well trained Ground rules- basic rules Clear Objectives- Stated clearly Accountability- periodic status report

Well defined decision procedures Resources- tools Trust ndash management trust on team Effective problem solving- efficient methods Open communication- everyone should talk Appropriate leadership- leader who leads Balanced participation Cohesiveness- single unit not in subgroups

25

DECISION-MAKING METHOD

No DecisionUnilateral DecisionHand Clasp DecisionMinority- Rule DecisionMajority- Rule DecisionConsensus

Effective Team Meetings

Meeting should be regularly scheduledAn agenda should be developedAgenda usually listMeetings should be periodically

evaluated

Now I will continue the presentation

Naeem

Stages of Team Development

Forming Storming Norming Performing and Adjourning

Forming

1048710The ldquopoliterdquostage in which the team starts to form1048710Everyone is trying to figure out what the team concept is1048710Initial ldquosilentrdquoleaders may take the rein1048710The team is usually positive ndashfor the most part ndashfor the initial meetings1048710No one has offended anyone at this point yet

Storming1048710 The silent leaders may be clashing for control of the group1048710 People disagree and may blame the team concept saying it doesnrsquot work1048710 Management needs to do a lot of coaching to get people to work past their differences may take separate 1ndashonndash1rsquos with people

Norming1048710The team is starting to work well together and has turned around from the lsquostormingrdquophase 1048710They may start to ldquobrag uprdquothe team

concept to others who arenrsquot in the team and will be very positive about their roleteam group 1048710Often the team will bounce back and forth

between ldquostormingrdquoand ldquonormingrdquowhen issues crop up

Performing1048710This is the level where the team is a highndashperformance team1048710They can be given new projects and tasks and accomplish them successfully and very seldom fall back into the ldquostormingrdquophase

Adjourning1048710The team briefs and shares the improved process during this phase 1048710When the team finally completes that last briefing there is always a bittersweet sense of accomplishment coupled with the reluctance to say goodndashbye 1048710Many relationships formed within these teams continue long after the team disbands

1048710 Forming ndashteam members are introduced1048710 Storming ndashthe team transitions from ldquoas is to ldquoto berdquo1048710 Norming ndashthe team reaches consensus on the ldquoto be process1048710 Performing ndashthe team has settled its

relationships and expectations1048710 Adjourning ndashthe team shares the improved processes with others

A team has ldquoA small number of people

with complementary skills who are committed to a common purpose performance goals and a common approach for which they hold themselves mutually accountablerdquo

Common People Problems and Their SolutionsFloundering (Trouble doing

something)Overbearing Participants

(controlling in an unpleasant way)

Dominating ParticipantsReluctant Participants (unwilling

and hesitant)Un-Questioned acceptance of

Opinions as facts

Barriers To Team Process Insufficient training Lack of management support Lack of planning Trapped in Groupthink No clear measures of success Team is too large

TrainingEssential for an Effective TeamThe Training must be Experimental

Four Steps of Training1 Make awareness every one2 Get acceptance3 Adapt the Program4 Adapt to what has been

agreed upon

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 8: Employeeinvolvement

What is HierarchyA series of ordered groupings

of people or things within a system

Levels of Hierarchy According to Maslow there are five

levels of hierarchy relating to motivation

5Self-actualization(control and freedom)

4Esteem(pride and self-worth)

3Social(need to belong)

2Security(a safe place to work and job security)

1Survival(food clothing and shelter)

EMPLOYEES WANTS TEND TO FOLLOW THE THEORIES OF MASLOW

Employee Wants

ACHIEVING A MOTIVATED WORK FORCE

1 Know thyself2 Know your employees3 Establish a positive attitude4 Share the goals5 Monitor progress6 Develop interesting work7 Communicate effectively8 Celebrate success

Farrukh is Here Irsquoll Try my best to explain my topic

Surveys Includecurren Personality Characteristicscurren Management Styles curren Job Attitudescurren The Work

Employee Surveys

Increasing the spiritual political social or economic strength of individuals and communities

What is Empowerment

Employee Empowerment

Requires individuals to be held responsible for accomplishing a whole taskIn order to create the empowered

three conditions are necessary1 Everyone must understand the

need for change2 The system needs to change to the

new paradigm3 The organization must enable its

employees

CHARACTERISTICS OF EMPOWERED EMPLOYEES

They feel responsible for their own task

They balance their own goals with the organization

They are challenged and encouragedThey monitor and improve their work continuously

They find new goals and change challenges

Irsquom Shahbaz Hussain Now I will continue the presentation

TEAMS AND TEAMWORK

TEAMS AND TEAMWORK

TEAM - Group of people working together to perform common achievement goalTEAMWORK - Cumulative actions of the team during the achievement of goalBENEFITS OF TEAMWORKbull Improved solutions to quality problemsbull improved communication

Why Teams Work

Teams work for the following 3 reasons

1 Many heads are more knowledgeable than one

2 Each member has the ability solve problems

3 Each member develop characteristics of subconscious communication with each other that allows them to do a better job

TYPES OF TEAMProcess improvement Team- Improvement of process

Cross functional Team- solving complex problems

Natural work Team- normal routine work

Self Directed self managed Team- plan execute amp direct

Characteristics of successful Teams Sponsor- person from qty council Team charter- document person indicating

mission Team composition- shouldnrsquot exceed 10

members Training- members are well trained Ground rules- basic rules Clear Objectives- Stated clearly Accountability- periodic status report

Well defined decision procedures Resources- tools Trust ndash management trust on team Effective problem solving- efficient methods Open communication- everyone should talk Appropriate leadership- leader who leads Balanced participation Cohesiveness- single unit not in subgroups

25

DECISION-MAKING METHOD

No DecisionUnilateral DecisionHand Clasp DecisionMinority- Rule DecisionMajority- Rule DecisionConsensus

Effective Team Meetings

Meeting should be regularly scheduledAn agenda should be developedAgenda usually listMeetings should be periodically

evaluated

Now I will continue the presentation

Naeem

Stages of Team Development

Forming Storming Norming Performing and Adjourning

Forming

1048710The ldquopoliterdquostage in which the team starts to form1048710Everyone is trying to figure out what the team concept is1048710Initial ldquosilentrdquoleaders may take the rein1048710The team is usually positive ndashfor the most part ndashfor the initial meetings1048710No one has offended anyone at this point yet

Storming1048710 The silent leaders may be clashing for control of the group1048710 People disagree and may blame the team concept saying it doesnrsquot work1048710 Management needs to do a lot of coaching to get people to work past their differences may take separate 1ndashonndash1rsquos with people

Norming1048710The team is starting to work well together and has turned around from the lsquostormingrdquophase 1048710They may start to ldquobrag uprdquothe team

concept to others who arenrsquot in the team and will be very positive about their roleteam group 1048710Often the team will bounce back and forth

between ldquostormingrdquoand ldquonormingrdquowhen issues crop up

Performing1048710This is the level where the team is a highndashperformance team1048710They can be given new projects and tasks and accomplish them successfully and very seldom fall back into the ldquostormingrdquophase

Adjourning1048710The team briefs and shares the improved process during this phase 1048710When the team finally completes that last briefing there is always a bittersweet sense of accomplishment coupled with the reluctance to say goodndashbye 1048710Many relationships formed within these teams continue long after the team disbands

1048710 Forming ndashteam members are introduced1048710 Storming ndashthe team transitions from ldquoas is to ldquoto berdquo1048710 Norming ndashthe team reaches consensus on the ldquoto be process1048710 Performing ndashthe team has settled its

relationships and expectations1048710 Adjourning ndashthe team shares the improved processes with others

A team has ldquoA small number of people

with complementary skills who are committed to a common purpose performance goals and a common approach for which they hold themselves mutually accountablerdquo

Common People Problems and Their SolutionsFloundering (Trouble doing

something)Overbearing Participants

(controlling in an unpleasant way)

Dominating ParticipantsReluctant Participants (unwilling

and hesitant)Un-Questioned acceptance of

Opinions as facts

Barriers To Team Process Insufficient training Lack of management support Lack of planning Trapped in Groupthink No clear measures of success Team is too large

TrainingEssential for an Effective TeamThe Training must be Experimental

Four Steps of Training1 Make awareness every one2 Get acceptance3 Adapt the Program4 Adapt to what has been

agreed upon

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 9: Employeeinvolvement

Levels of Hierarchy According to Maslow there are five

levels of hierarchy relating to motivation

5Self-actualization(control and freedom)

4Esteem(pride and self-worth)

3Social(need to belong)

2Security(a safe place to work and job security)

1Survival(food clothing and shelter)

EMPLOYEES WANTS TEND TO FOLLOW THE THEORIES OF MASLOW

Employee Wants

ACHIEVING A MOTIVATED WORK FORCE

1 Know thyself2 Know your employees3 Establish a positive attitude4 Share the goals5 Monitor progress6 Develop interesting work7 Communicate effectively8 Celebrate success

Farrukh is Here Irsquoll Try my best to explain my topic

Surveys Includecurren Personality Characteristicscurren Management Styles curren Job Attitudescurren The Work

Employee Surveys

Increasing the spiritual political social or economic strength of individuals and communities

What is Empowerment

Employee Empowerment

Requires individuals to be held responsible for accomplishing a whole taskIn order to create the empowered

three conditions are necessary1 Everyone must understand the

need for change2 The system needs to change to the

new paradigm3 The organization must enable its

employees

CHARACTERISTICS OF EMPOWERED EMPLOYEES

They feel responsible for their own task

They balance their own goals with the organization

They are challenged and encouragedThey monitor and improve their work continuously

They find new goals and change challenges

Irsquom Shahbaz Hussain Now I will continue the presentation

TEAMS AND TEAMWORK

TEAMS AND TEAMWORK

TEAM - Group of people working together to perform common achievement goalTEAMWORK - Cumulative actions of the team during the achievement of goalBENEFITS OF TEAMWORKbull Improved solutions to quality problemsbull improved communication

Why Teams Work

Teams work for the following 3 reasons

1 Many heads are more knowledgeable than one

2 Each member has the ability solve problems

3 Each member develop characteristics of subconscious communication with each other that allows them to do a better job

TYPES OF TEAMProcess improvement Team- Improvement of process

Cross functional Team- solving complex problems

Natural work Team- normal routine work

Self Directed self managed Team- plan execute amp direct

Characteristics of successful Teams Sponsor- person from qty council Team charter- document person indicating

mission Team composition- shouldnrsquot exceed 10

members Training- members are well trained Ground rules- basic rules Clear Objectives- Stated clearly Accountability- periodic status report

Well defined decision procedures Resources- tools Trust ndash management trust on team Effective problem solving- efficient methods Open communication- everyone should talk Appropriate leadership- leader who leads Balanced participation Cohesiveness- single unit not in subgroups

25

DECISION-MAKING METHOD

No DecisionUnilateral DecisionHand Clasp DecisionMinority- Rule DecisionMajority- Rule DecisionConsensus

Effective Team Meetings

Meeting should be regularly scheduledAn agenda should be developedAgenda usually listMeetings should be periodically

evaluated

Now I will continue the presentation

Naeem

Stages of Team Development

Forming Storming Norming Performing and Adjourning

Forming

1048710The ldquopoliterdquostage in which the team starts to form1048710Everyone is trying to figure out what the team concept is1048710Initial ldquosilentrdquoleaders may take the rein1048710The team is usually positive ndashfor the most part ndashfor the initial meetings1048710No one has offended anyone at this point yet

Storming1048710 The silent leaders may be clashing for control of the group1048710 People disagree and may blame the team concept saying it doesnrsquot work1048710 Management needs to do a lot of coaching to get people to work past their differences may take separate 1ndashonndash1rsquos with people

Norming1048710The team is starting to work well together and has turned around from the lsquostormingrdquophase 1048710They may start to ldquobrag uprdquothe team

concept to others who arenrsquot in the team and will be very positive about their roleteam group 1048710Often the team will bounce back and forth

between ldquostormingrdquoand ldquonormingrdquowhen issues crop up

Performing1048710This is the level where the team is a highndashperformance team1048710They can be given new projects and tasks and accomplish them successfully and very seldom fall back into the ldquostormingrdquophase

Adjourning1048710The team briefs and shares the improved process during this phase 1048710When the team finally completes that last briefing there is always a bittersweet sense of accomplishment coupled with the reluctance to say goodndashbye 1048710Many relationships formed within these teams continue long after the team disbands

1048710 Forming ndashteam members are introduced1048710 Storming ndashthe team transitions from ldquoas is to ldquoto berdquo1048710 Norming ndashthe team reaches consensus on the ldquoto be process1048710 Performing ndashthe team has settled its

relationships and expectations1048710 Adjourning ndashthe team shares the improved processes with others

A team has ldquoA small number of people

with complementary skills who are committed to a common purpose performance goals and a common approach for which they hold themselves mutually accountablerdquo

Common People Problems and Their SolutionsFloundering (Trouble doing

something)Overbearing Participants

(controlling in an unpleasant way)

Dominating ParticipantsReluctant Participants (unwilling

and hesitant)Un-Questioned acceptance of

Opinions as facts

Barriers To Team Process Insufficient training Lack of management support Lack of planning Trapped in Groupthink No clear measures of success Team is too large

TrainingEssential for an Effective TeamThe Training must be Experimental

Four Steps of Training1 Make awareness every one2 Get acceptance3 Adapt the Program4 Adapt to what has been

agreed upon

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 10: Employeeinvolvement

EMPLOYEES WANTS TEND TO FOLLOW THE THEORIES OF MASLOW

Employee Wants

ACHIEVING A MOTIVATED WORK FORCE

1 Know thyself2 Know your employees3 Establish a positive attitude4 Share the goals5 Monitor progress6 Develop interesting work7 Communicate effectively8 Celebrate success

Farrukh is Here Irsquoll Try my best to explain my topic

Surveys Includecurren Personality Characteristicscurren Management Styles curren Job Attitudescurren The Work

Employee Surveys

Increasing the spiritual political social or economic strength of individuals and communities

What is Empowerment

Employee Empowerment

Requires individuals to be held responsible for accomplishing a whole taskIn order to create the empowered

three conditions are necessary1 Everyone must understand the

need for change2 The system needs to change to the

new paradigm3 The organization must enable its

employees

CHARACTERISTICS OF EMPOWERED EMPLOYEES

They feel responsible for their own task

They balance their own goals with the organization

They are challenged and encouragedThey monitor and improve their work continuously

They find new goals and change challenges

Irsquom Shahbaz Hussain Now I will continue the presentation

TEAMS AND TEAMWORK

TEAMS AND TEAMWORK

TEAM - Group of people working together to perform common achievement goalTEAMWORK - Cumulative actions of the team during the achievement of goalBENEFITS OF TEAMWORKbull Improved solutions to quality problemsbull improved communication

Why Teams Work

Teams work for the following 3 reasons

1 Many heads are more knowledgeable than one

2 Each member has the ability solve problems

3 Each member develop characteristics of subconscious communication with each other that allows them to do a better job

TYPES OF TEAMProcess improvement Team- Improvement of process

Cross functional Team- solving complex problems

Natural work Team- normal routine work

Self Directed self managed Team- plan execute amp direct

Characteristics of successful Teams Sponsor- person from qty council Team charter- document person indicating

mission Team composition- shouldnrsquot exceed 10

members Training- members are well trained Ground rules- basic rules Clear Objectives- Stated clearly Accountability- periodic status report

Well defined decision procedures Resources- tools Trust ndash management trust on team Effective problem solving- efficient methods Open communication- everyone should talk Appropriate leadership- leader who leads Balanced participation Cohesiveness- single unit not in subgroups

25

DECISION-MAKING METHOD

No DecisionUnilateral DecisionHand Clasp DecisionMinority- Rule DecisionMajority- Rule DecisionConsensus

Effective Team Meetings

Meeting should be regularly scheduledAn agenda should be developedAgenda usually listMeetings should be periodically

evaluated

Now I will continue the presentation

Naeem

Stages of Team Development

Forming Storming Norming Performing and Adjourning

Forming

1048710The ldquopoliterdquostage in which the team starts to form1048710Everyone is trying to figure out what the team concept is1048710Initial ldquosilentrdquoleaders may take the rein1048710The team is usually positive ndashfor the most part ndashfor the initial meetings1048710No one has offended anyone at this point yet

Storming1048710 The silent leaders may be clashing for control of the group1048710 People disagree and may blame the team concept saying it doesnrsquot work1048710 Management needs to do a lot of coaching to get people to work past their differences may take separate 1ndashonndash1rsquos with people

Norming1048710The team is starting to work well together and has turned around from the lsquostormingrdquophase 1048710They may start to ldquobrag uprdquothe team

concept to others who arenrsquot in the team and will be very positive about their roleteam group 1048710Often the team will bounce back and forth

between ldquostormingrdquoand ldquonormingrdquowhen issues crop up

Performing1048710This is the level where the team is a highndashperformance team1048710They can be given new projects and tasks and accomplish them successfully and very seldom fall back into the ldquostormingrdquophase

Adjourning1048710The team briefs and shares the improved process during this phase 1048710When the team finally completes that last briefing there is always a bittersweet sense of accomplishment coupled with the reluctance to say goodndashbye 1048710Many relationships formed within these teams continue long after the team disbands

1048710 Forming ndashteam members are introduced1048710 Storming ndashthe team transitions from ldquoas is to ldquoto berdquo1048710 Norming ndashthe team reaches consensus on the ldquoto be process1048710 Performing ndashthe team has settled its

relationships and expectations1048710 Adjourning ndashthe team shares the improved processes with others

A team has ldquoA small number of people

with complementary skills who are committed to a common purpose performance goals and a common approach for which they hold themselves mutually accountablerdquo

Common People Problems and Their SolutionsFloundering (Trouble doing

something)Overbearing Participants

(controlling in an unpleasant way)

Dominating ParticipantsReluctant Participants (unwilling

and hesitant)Un-Questioned acceptance of

Opinions as facts

Barriers To Team Process Insufficient training Lack of management support Lack of planning Trapped in Groupthink No clear measures of success Team is too large

TrainingEssential for an Effective TeamThe Training must be Experimental

Four Steps of Training1 Make awareness every one2 Get acceptance3 Adapt the Program4 Adapt to what has been

agreed upon

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 11: Employeeinvolvement

ACHIEVING A MOTIVATED WORK FORCE

1 Know thyself2 Know your employees3 Establish a positive attitude4 Share the goals5 Monitor progress6 Develop interesting work7 Communicate effectively8 Celebrate success

Farrukh is Here Irsquoll Try my best to explain my topic

Surveys Includecurren Personality Characteristicscurren Management Styles curren Job Attitudescurren The Work

Employee Surveys

Increasing the spiritual political social or economic strength of individuals and communities

What is Empowerment

Employee Empowerment

Requires individuals to be held responsible for accomplishing a whole taskIn order to create the empowered

three conditions are necessary1 Everyone must understand the

need for change2 The system needs to change to the

new paradigm3 The organization must enable its

employees

CHARACTERISTICS OF EMPOWERED EMPLOYEES

They feel responsible for their own task

They balance their own goals with the organization

They are challenged and encouragedThey monitor and improve their work continuously

They find new goals and change challenges

Irsquom Shahbaz Hussain Now I will continue the presentation

TEAMS AND TEAMWORK

TEAMS AND TEAMWORK

TEAM - Group of people working together to perform common achievement goalTEAMWORK - Cumulative actions of the team during the achievement of goalBENEFITS OF TEAMWORKbull Improved solutions to quality problemsbull improved communication

Why Teams Work

Teams work for the following 3 reasons

1 Many heads are more knowledgeable than one

2 Each member has the ability solve problems

3 Each member develop characteristics of subconscious communication with each other that allows them to do a better job

TYPES OF TEAMProcess improvement Team- Improvement of process

Cross functional Team- solving complex problems

Natural work Team- normal routine work

Self Directed self managed Team- plan execute amp direct

Characteristics of successful Teams Sponsor- person from qty council Team charter- document person indicating

mission Team composition- shouldnrsquot exceed 10

members Training- members are well trained Ground rules- basic rules Clear Objectives- Stated clearly Accountability- periodic status report

Well defined decision procedures Resources- tools Trust ndash management trust on team Effective problem solving- efficient methods Open communication- everyone should talk Appropriate leadership- leader who leads Balanced participation Cohesiveness- single unit not in subgroups

25

DECISION-MAKING METHOD

No DecisionUnilateral DecisionHand Clasp DecisionMinority- Rule DecisionMajority- Rule DecisionConsensus

Effective Team Meetings

Meeting should be regularly scheduledAn agenda should be developedAgenda usually listMeetings should be periodically

evaluated

Now I will continue the presentation

Naeem

Stages of Team Development

Forming Storming Norming Performing and Adjourning

Forming

1048710The ldquopoliterdquostage in which the team starts to form1048710Everyone is trying to figure out what the team concept is1048710Initial ldquosilentrdquoleaders may take the rein1048710The team is usually positive ndashfor the most part ndashfor the initial meetings1048710No one has offended anyone at this point yet

Storming1048710 The silent leaders may be clashing for control of the group1048710 People disagree and may blame the team concept saying it doesnrsquot work1048710 Management needs to do a lot of coaching to get people to work past their differences may take separate 1ndashonndash1rsquos with people

Norming1048710The team is starting to work well together and has turned around from the lsquostormingrdquophase 1048710They may start to ldquobrag uprdquothe team

concept to others who arenrsquot in the team and will be very positive about their roleteam group 1048710Often the team will bounce back and forth

between ldquostormingrdquoand ldquonormingrdquowhen issues crop up

Performing1048710This is the level where the team is a highndashperformance team1048710They can be given new projects and tasks and accomplish them successfully and very seldom fall back into the ldquostormingrdquophase

Adjourning1048710The team briefs and shares the improved process during this phase 1048710When the team finally completes that last briefing there is always a bittersweet sense of accomplishment coupled with the reluctance to say goodndashbye 1048710Many relationships formed within these teams continue long after the team disbands

1048710 Forming ndashteam members are introduced1048710 Storming ndashthe team transitions from ldquoas is to ldquoto berdquo1048710 Norming ndashthe team reaches consensus on the ldquoto be process1048710 Performing ndashthe team has settled its

relationships and expectations1048710 Adjourning ndashthe team shares the improved processes with others

A team has ldquoA small number of people

with complementary skills who are committed to a common purpose performance goals and a common approach for which they hold themselves mutually accountablerdquo

Common People Problems and Their SolutionsFloundering (Trouble doing

something)Overbearing Participants

(controlling in an unpleasant way)

Dominating ParticipantsReluctant Participants (unwilling

and hesitant)Un-Questioned acceptance of

Opinions as facts

Barriers To Team Process Insufficient training Lack of management support Lack of planning Trapped in Groupthink No clear measures of success Team is too large

TrainingEssential for an Effective TeamThe Training must be Experimental

Four Steps of Training1 Make awareness every one2 Get acceptance3 Adapt the Program4 Adapt to what has been

agreed upon

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 12: Employeeinvolvement

Farrukh is Here Irsquoll Try my best to explain my topic

Surveys Includecurren Personality Characteristicscurren Management Styles curren Job Attitudescurren The Work

Employee Surveys

Increasing the spiritual political social or economic strength of individuals and communities

What is Empowerment

Employee Empowerment

Requires individuals to be held responsible for accomplishing a whole taskIn order to create the empowered

three conditions are necessary1 Everyone must understand the

need for change2 The system needs to change to the

new paradigm3 The organization must enable its

employees

CHARACTERISTICS OF EMPOWERED EMPLOYEES

They feel responsible for their own task

They balance their own goals with the organization

They are challenged and encouragedThey monitor and improve their work continuously

They find new goals and change challenges

Irsquom Shahbaz Hussain Now I will continue the presentation

TEAMS AND TEAMWORK

TEAMS AND TEAMWORK

TEAM - Group of people working together to perform common achievement goalTEAMWORK - Cumulative actions of the team during the achievement of goalBENEFITS OF TEAMWORKbull Improved solutions to quality problemsbull improved communication

Why Teams Work

Teams work for the following 3 reasons

1 Many heads are more knowledgeable than one

2 Each member has the ability solve problems

3 Each member develop characteristics of subconscious communication with each other that allows them to do a better job

TYPES OF TEAMProcess improvement Team- Improvement of process

Cross functional Team- solving complex problems

Natural work Team- normal routine work

Self Directed self managed Team- plan execute amp direct

Characteristics of successful Teams Sponsor- person from qty council Team charter- document person indicating

mission Team composition- shouldnrsquot exceed 10

members Training- members are well trained Ground rules- basic rules Clear Objectives- Stated clearly Accountability- periodic status report

Well defined decision procedures Resources- tools Trust ndash management trust on team Effective problem solving- efficient methods Open communication- everyone should talk Appropriate leadership- leader who leads Balanced participation Cohesiveness- single unit not in subgroups

25

DECISION-MAKING METHOD

No DecisionUnilateral DecisionHand Clasp DecisionMinority- Rule DecisionMajority- Rule DecisionConsensus

Effective Team Meetings

Meeting should be regularly scheduledAn agenda should be developedAgenda usually listMeetings should be periodically

evaluated

Now I will continue the presentation

Naeem

Stages of Team Development

Forming Storming Norming Performing and Adjourning

Forming

1048710The ldquopoliterdquostage in which the team starts to form1048710Everyone is trying to figure out what the team concept is1048710Initial ldquosilentrdquoleaders may take the rein1048710The team is usually positive ndashfor the most part ndashfor the initial meetings1048710No one has offended anyone at this point yet

Storming1048710 The silent leaders may be clashing for control of the group1048710 People disagree and may blame the team concept saying it doesnrsquot work1048710 Management needs to do a lot of coaching to get people to work past their differences may take separate 1ndashonndash1rsquos with people

Norming1048710The team is starting to work well together and has turned around from the lsquostormingrdquophase 1048710They may start to ldquobrag uprdquothe team

concept to others who arenrsquot in the team and will be very positive about their roleteam group 1048710Often the team will bounce back and forth

between ldquostormingrdquoand ldquonormingrdquowhen issues crop up

Performing1048710This is the level where the team is a highndashperformance team1048710They can be given new projects and tasks and accomplish them successfully and very seldom fall back into the ldquostormingrdquophase

Adjourning1048710The team briefs and shares the improved process during this phase 1048710When the team finally completes that last briefing there is always a bittersweet sense of accomplishment coupled with the reluctance to say goodndashbye 1048710Many relationships formed within these teams continue long after the team disbands

1048710 Forming ndashteam members are introduced1048710 Storming ndashthe team transitions from ldquoas is to ldquoto berdquo1048710 Norming ndashthe team reaches consensus on the ldquoto be process1048710 Performing ndashthe team has settled its

relationships and expectations1048710 Adjourning ndashthe team shares the improved processes with others

A team has ldquoA small number of people

with complementary skills who are committed to a common purpose performance goals and a common approach for which they hold themselves mutually accountablerdquo

Common People Problems and Their SolutionsFloundering (Trouble doing

something)Overbearing Participants

(controlling in an unpleasant way)

Dominating ParticipantsReluctant Participants (unwilling

and hesitant)Un-Questioned acceptance of

Opinions as facts

Barriers To Team Process Insufficient training Lack of management support Lack of planning Trapped in Groupthink No clear measures of success Team is too large

TrainingEssential for an Effective TeamThe Training must be Experimental

Four Steps of Training1 Make awareness every one2 Get acceptance3 Adapt the Program4 Adapt to what has been

agreed upon

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 13: Employeeinvolvement

Surveys Includecurren Personality Characteristicscurren Management Styles curren Job Attitudescurren The Work

Employee Surveys

Increasing the spiritual political social or economic strength of individuals and communities

What is Empowerment

Employee Empowerment

Requires individuals to be held responsible for accomplishing a whole taskIn order to create the empowered

three conditions are necessary1 Everyone must understand the

need for change2 The system needs to change to the

new paradigm3 The organization must enable its

employees

CHARACTERISTICS OF EMPOWERED EMPLOYEES

They feel responsible for their own task

They balance their own goals with the organization

They are challenged and encouragedThey monitor and improve their work continuously

They find new goals and change challenges

Irsquom Shahbaz Hussain Now I will continue the presentation

TEAMS AND TEAMWORK

TEAMS AND TEAMWORK

TEAM - Group of people working together to perform common achievement goalTEAMWORK - Cumulative actions of the team during the achievement of goalBENEFITS OF TEAMWORKbull Improved solutions to quality problemsbull improved communication

Why Teams Work

Teams work for the following 3 reasons

1 Many heads are more knowledgeable than one

2 Each member has the ability solve problems

3 Each member develop characteristics of subconscious communication with each other that allows them to do a better job

TYPES OF TEAMProcess improvement Team- Improvement of process

Cross functional Team- solving complex problems

Natural work Team- normal routine work

Self Directed self managed Team- plan execute amp direct

Characteristics of successful Teams Sponsor- person from qty council Team charter- document person indicating

mission Team composition- shouldnrsquot exceed 10

members Training- members are well trained Ground rules- basic rules Clear Objectives- Stated clearly Accountability- periodic status report

Well defined decision procedures Resources- tools Trust ndash management trust on team Effective problem solving- efficient methods Open communication- everyone should talk Appropriate leadership- leader who leads Balanced participation Cohesiveness- single unit not in subgroups

25

DECISION-MAKING METHOD

No DecisionUnilateral DecisionHand Clasp DecisionMinority- Rule DecisionMajority- Rule DecisionConsensus

Effective Team Meetings

Meeting should be regularly scheduledAn agenda should be developedAgenda usually listMeetings should be periodically

evaluated

Now I will continue the presentation

Naeem

Stages of Team Development

Forming Storming Norming Performing and Adjourning

Forming

1048710The ldquopoliterdquostage in which the team starts to form1048710Everyone is trying to figure out what the team concept is1048710Initial ldquosilentrdquoleaders may take the rein1048710The team is usually positive ndashfor the most part ndashfor the initial meetings1048710No one has offended anyone at this point yet

Storming1048710 The silent leaders may be clashing for control of the group1048710 People disagree and may blame the team concept saying it doesnrsquot work1048710 Management needs to do a lot of coaching to get people to work past their differences may take separate 1ndashonndash1rsquos with people

Norming1048710The team is starting to work well together and has turned around from the lsquostormingrdquophase 1048710They may start to ldquobrag uprdquothe team

concept to others who arenrsquot in the team and will be very positive about their roleteam group 1048710Often the team will bounce back and forth

between ldquostormingrdquoand ldquonormingrdquowhen issues crop up

Performing1048710This is the level where the team is a highndashperformance team1048710They can be given new projects and tasks and accomplish them successfully and very seldom fall back into the ldquostormingrdquophase

Adjourning1048710The team briefs and shares the improved process during this phase 1048710When the team finally completes that last briefing there is always a bittersweet sense of accomplishment coupled with the reluctance to say goodndashbye 1048710Many relationships formed within these teams continue long after the team disbands

1048710 Forming ndashteam members are introduced1048710 Storming ndashthe team transitions from ldquoas is to ldquoto berdquo1048710 Norming ndashthe team reaches consensus on the ldquoto be process1048710 Performing ndashthe team has settled its

relationships and expectations1048710 Adjourning ndashthe team shares the improved processes with others

A team has ldquoA small number of people

with complementary skills who are committed to a common purpose performance goals and a common approach for which they hold themselves mutually accountablerdquo

Common People Problems and Their SolutionsFloundering (Trouble doing

something)Overbearing Participants

(controlling in an unpleasant way)

Dominating ParticipantsReluctant Participants (unwilling

and hesitant)Un-Questioned acceptance of

Opinions as facts

Barriers To Team Process Insufficient training Lack of management support Lack of planning Trapped in Groupthink No clear measures of success Team is too large

TrainingEssential for an Effective TeamThe Training must be Experimental

Four Steps of Training1 Make awareness every one2 Get acceptance3 Adapt the Program4 Adapt to what has been

agreed upon

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 14: Employeeinvolvement

Increasing the spiritual political social or economic strength of individuals and communities

What is Empowerment

Employee Empowerment

Requires individuals to be held responsible for accomplishing a whole taskIn order to create the empowered

three conditions are necessary1 Everyone must understand the

need for change2 The system needs to change to the

new paradigm3 The organization must enable its

employees

CHARACTERISTICS OF EMPOWERED EMPLOYEES

They feel responsible for their own task

They balance their own goals with the organization

They are challenged and encouragedThey monitor and improve their work continuously

They find new goals and change challenges

Irsquom Shahbaz Hussain Now I will continue the presentation

TEAMS AND TEAMWORK

TEAMS AND TEAMWORK

TEAM - Group of people working together to perform common achievement goalTEAMWORK - Cumulative actions of the team during the achievement of goalBENEFITS OF TEAMWORKbull Improved solutions to quality problemsbull improved communication

Why Teams Work

Teams work for the following 3 reasons

1 Many heads are more knowledgeable than one

2 Each member has the ability solve problems

3 Each member develop characteristics of subconscious communication with each other that allows them to do a better job

TYPES OF TEAMProcess improvement Team- Improvement of process

Cross functional Team- solving complex problems

Natural work Team- normal routine work

Self Directed self managed Team- plan execute amp direct

Characteristics of successful Teams Sponsor- person from qty council Team charter- document person indicating

mission Team composition- shouldnrsquot exceed 10

members Training- members are well trained Ground rules- basic rules Clear Objectives- Stated clearly Accountability- periodic status report

Well defined decision procedures Resources- tools Trust ndash management trust on team Effective problem solving- efficient methods Open communication- everyone should talk Appropriate leadership- leader who leads Balanced participation Cohesiveness- single unit not in subgroups

25

DECISION-MAKING METHOD

No DecisionUnilateral DecisionHand Clasp DecisionMinority- Rule DecisionMajority- Rule DecisionConsensus

Effective Team Meetings

Meeting should be regularly scheduledAn agenda should be developedAgenda usually listMeetings should be periodically

evaluated

Now I will continue the presentation

Naeem

Stages of Team Development

Forming Storming Norming Performing and Adjourning

Forming

1048710The ldquopoliterdquostage in which the team starts to form1048710Everyone is trying to figure out what the team concept is1048710Initial ldquosilentrdquoleaders may take the rein1048710The team is usually positive ndashfor the most part ndashfor the initial meetings1048710No one has offended anyone at this point yet

Storming1048710 The silent leaders may be clashing for control of the group1048710 People disagree and may blame the team concept saying it doesnrsquot work1048710 Management needs to do a lot of coaching to get people to work past their differences may take separate 1ndashonndash1rsquos with people

Norming1048710The team is starting to work well together and has turned around from the lsquostormingrdquophase 1048710They may start to ldquobrag uprdquothe team

concept to others who arenrsquot in the team and will be very positive about their roleteam group 1048710Often the team will bounce back and forth

between ldquostormingrdquoand ldquonormingrdquowhen issues crop up

Performing1048710This is the level where the team is a highndashperformance team1048710They can be given new projects and tasks and accomplish them successfully and very seldom fall back into the ldquostormingrdquophase

Adjourning1048710The team briefs and shares the improved process during this phase 1048710When the team finally completes that last briefing there is always a bittersweet sense of accomplishment coupled with the reluctance to say goodndashbye 1048710Many relationships formed within these teams continue long after the team disbands

1048710 Forming ndashteam members are introduced1048710 Storming ndashthe team transitions from ldquoas is to ldquoto berdquo1048710 Norming ndashthe team reaches consensus on the ldquoto be process1048710 Performing ndashthe team has settled its

relationships and expectations1048710 Adjourning ndashthe team shares the improved processes with others

A team has ldquoA small number of people

with complementary skills who are committed to a common purpose performance goals and a common approach for which they hold themselves mutually accountablerdquo

Common People Problems and Their SolutionsFloundering (Trouble doing

something)Overbearing Participants

(controlling in an unpleasant way)

Dominating ParticipantsReluctant Participants (unwilling

and hesitant)Un-Questioned acceptance of

Opinions as facts

Barriers To Team Process Insufficient training Lack of management support Lack of planning Trapped in Groupthink No clear measures of success Team is too large

TrainingEssential for an Effective TeamThe Training must be Experimental

Four Steps of Training1 Make awareness every one2 Get acceptance3 Adapt the Program4 Adapt to what has been

agreed upon

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 15: Employeeinvolvement

Employee Empowerment

Requires individuals to be held responsible for accomplishing a whole taskIn order to create the empowered

three conditions are necessary1 Everyone must understand the

need for change2 The system needs to change to the

new paradigm3 The organization must enable its

employees

CHARACTERISTICS OF EMPOWERED EMPLOYEES

They feel responsible for their own task

They balance their own goals with the organization

They are challenged and encouragedThey monitor and improve their work continuously

They find new goals and change challenges

Irsquom Shahbaz Hussain Now I will continue the presentation

TEAMS AND TEAMWORK

TEAMS AND TEAMWORK

TEAM - Group of people working together to perform common achievement goalTEAMWORK - Cumulative actions of the team during the achievement of goalBENEFITS OF TEAMWORKbull Improved solutions to quality problemsbull improved communication

Why Teams Work

Teams work for the following 3 reasons

1 Many heads are more knowledgeable than one

2 Each member has the ability solve problems

3 Each member develop characteristics of subconscious communication with each other that allows them to do a better job

TYPES OF TEAMProcess improvement Team- Improvement of process

Cross functional Team- solving complex problems

Natural work Team- normal routine work

Self Directed self managed Team- plan execute amp direct

Characteristics of successful Teams Sponsor- person from qty council Team charter- document person indicating

mission Team composition- shouldnrsquot exceed 10

members Training- members are well trained Ground rules- basic rules Clear Objectives- Stated clearly Accountability- periodic status report

Well defined decision procedures Resources- tools Trust ndash management trust on team Effective problem solving- efficient methods Open communication- everyone should talk Appropriate leadership- leader who leads Balanced participation Cohesiveness- single unit not in subgroups

25

DECISION-MAKING METHOD

No DecisionUnilateral DecisionHand Clasp DecisionMinority- Rule DecisionMajority- Rule DecisionConsensus

Effective Team Meetings

Meeting should be regularly scheduledAn agenda should be developedAgenda usually listMeetings should be periodically

evaluated

Now I will continue the presentation

Naeem

Stages of Team Development

Forming Storming Norming Performing and Adjourning

Forming

1048710The ldquopoliterdquostage in which the team starts to form1048710Everyone is trying to figure out what the team concept is1048710Initial ldquosilentrdquoleaders may take the rein1048710The team is usually positive ndashfor the most part ndashfor the initial meetings1048710No one has offended anyone at this point yet

Storming1048710 The silent leaders may be clashing for control of the group1048710 People disagree and may blame the team concept saying it doesnrsquot work1048710 Management needs to do a lot of coaching to get people to work past their differences may take separate 1ndashonndash1rsquos with people

Norming1048710The team is starting to work well together and has turned around from the lsquostormingrdquophase 1048710They may start to ldquobrag uprdquothe team

concept to others who arenrsquot in the team and will be very positive about their roleteam group 1048710Often the team will bounce back and forth

between ldquostormingrdquoand ldquonormingrdquowhen issues crop up

Performing1048710This is the level where the team is a highndashperformance team1048710They can be given new projects and tasks and accomplish them successfully and very seldom fall back into the ldquostormingrdquophase

Adjourning1048710The team briefs and shares the improved process during this phase 1048710When the team finally completes that last briefing there is always a bittersweet sense of accomplishment coupled with the reluctance to say goodndashbye 1048710Many relationships formed within these teams continue long after the team disbands

1048710 Forming ndashteam members are introduced1048710 Storming ndashthe team transitions from ldquoas is to ldquoto berdquo1048710 Norming ndashthe team reaches consensus on the ldquoto be process1048710 Performing ndashthe team has settled its

relationships and expectations1048710 Adjourning ndashthe team shares the improved processes with others

A team has ldquoA small number of people

with complementary skills who are committed to a common purpose performance goals and a common approach for which they hold themselves mutually accountablerdquo

Common People Problems and Their SolutionsFloundering (Trouble doing

something)Overbearing Participants

(controlling in an unpleasant way)

Dominating ParticipantsReluctant Participants (unwilling

and hesitant)Un-Questioned acceptance of

Opinions as facts

Barriers To Team Process Insufficient training Lack of management support Lack of planning Trapped in Groupthink No clear measures of success Team is too large

TrainingEssential for an Effective TeamThe Training must be Experimental

Four Steps of Training1 Make awareness every one2 Get acceptance3 Adapt the Program4 Adapt to what has been

agreed upon

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 16: Employeeinvolvement

CHARACTERISTICS OF EMPOWERED EMPLOYEES

They feel responsible for their own task

They balance their own goals with the organization

They are challenged and encouragedThey monitor and improve their work continuously

They find new goals and change challenges

Irsquom Shahbaz Hussain Now I will continue the presentation

TEAMS AND TEAMWORK

TEAMS AND TEAMWORK

TEAM - Group of people working together to perform common achievement goalTEAMWORK - Cumulative actions of the team during the achievement of goalBENEFITS OF TEAMWORKbull Improved solutions to quality problemsbull improved communication

Why Teams Work

Teams work for the following 3 reasons

1 Many heads are more knowledgeable than one

2 Each member has the ability solve problems

3 Each member develop characteristics of subconscious communication with each other that allows them to do a better job

TYPES OF TEAMProcess improvement Team- Improvement of process

Cross functional Team- solving complex problems

Natural work Team- normal routine work

Self Directed self managed Team- plan execute amp direct

Characteristics of successful Teams Sponsor- person from qty council Team charter- document person indicating

mission Team composition- shouldnrsquot exceed 10

members Training- members are well trained Ground rules- basic rules Clear Objectives- Stated clearly Accountability- periodic status report

Well defined decision procedures Resources- tools Trust ndash management trust on team Effective problem solving- efficient methods Open communication- everyone should talk Appropriate leadership- leader who leads Balanced participation Cohesiveness- single unit not in subgroups

25

DECISION-MAKING METHOD

No DecisionUnilateral DecisionHand Clasp DecisionMinority- Rule DecisionMajority- Rule DecisionConsensus

Effective Team Meetings

Meeting should be regularly scheduledAn agenda should be developedAgenda usually listMeetings should be periodically

evaluated

Now I will continue the presentation

Naeem

Stages of Team Development

Forming Storming Norming Performing and Adjourning

Forming

1048710The ldquopoliterdquostage in which the team starts to form1048710Everyone is trying to figure out what the team concept is1048710Initial ldquosilentrdquoleaders may take the rein1048710The team is usually positive ndashfor the most part ndashfor the initial meetings1048710No one has offended anyone at this point yet

Storming1048710 The silent leaders may be clashing for control of the group1048710 People disagree and may blame the team concept saying it doesnrsquot work1048710 Management needs to do a lot of coaching to get people to work past their differences may take separate 1ndashonndash1rsquos with people

Norming1048710The team is starting to work well together and has turned around from the lsquostormingrdquophase 1048710They may start to ldquobrag uprdquothe team

concept to others who arenrsquot in the team and will be very positive about their roleteam group 1048710Often the team will bounce back and forth

between ldquostormingrdquoand ldquonormingrdquowhen issues crop up

Performing1048710This is the level where the team is a highndashperformance team1048710They can be given new projects and tasks and accomplish them successfully and very seldom fall back into the ldquostormingrdquophase

Adjourning1048710The team briefs and shares the improved process during this phase 1048710When the team finally completes that last briefing there is always a bittersweet sense of accomplishment coupled with the reluctance to say goodndashbye 1048710Many relationships formed within these teams continue long after the team disbands

1048710 Forming ndashteam members are introduced1048710 Storming ndashthe team transitions from ldquoas is to ldquoto berdquo1048710 Norming ndashthe team reaches consensus on the ldquoto be process1048710 Performing ndashthe team has settled its

relationships and expectations1048710 Adjourning ndashthe team shares the improved processes with others

A team has ldquoA small number of people

with complementary skills who are committed to a common purpose performance goals and a common approach for which they hold themselves mutually accountablerdquo

Common People Problems and Their SolutionsFloundering (Trouble doing

something)Overbearing Participants

(controlling in an unpleasant way)

Dominating ParticipantsReluctant Participants (unwilling

and hesitant)Un-Questioned acceptance of

Opinions as facts

Barriers To Team Process Insufficient training Lack of management support Lack of planning Trapped in Groupthink No clear measures of success Team is too large

TrainingEssential for an Effective TeamThe Training must be Experimental

Four Steps of Training1 Make awareness every one2 Get acceptance3 Adapt the Program4 Adapt to what has been

agreed upon

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 17: Employeeinvolvement

Irsquom Shahbaz Hussain Now I will continue the presentation

TEAMS AND TEAMWORK

TEAMS AND TEAMWORK

TEAM - Group of people working together to perform common achievement goalTEAMWORK - Cumulative actions of the team during the achievement of goalBENEFITS OF TEAMWORKbull Improved solutions to quality problemsbull improved communication

Why Teams Work

Teams work for the following 3 reasons

1 Many heads are more knowledgeable than one

2 Each member has the ability solve problems

3 Each member develop characteristics of subconscious communication with each other that allows them to do a better job

TYPES OF TEAMProcess improvement Team- Improvement of process

Cross functional Team- solving complex problems

Natural work Team- normal routine work

Self Directed self managed Team- plan execute amp direct

Characteristics of successful Teams Sponsor- person from qty council Team charter- document person indicating

mission Team composition- shouldnrsquot exceed 10

members Training- members are well trained Ground rules- basic rules Clear Objectives- Stated clearly Accountability- periodic status report

Well defined decision procedures Resources- tools Trust ndash management trust on team Effective problem solving- efficient methods Open communication- everyone should talk Appropriate leadership- leader who leads Balanced participation Cohesiveness- single unit not in subgroups

25

DECISION-MAKING METHOD

No DecisionUnilateral DecisionHand Clasp DecisionMinority- Rule DecisionMajority- Rule DecisionConsensus

Effective Team Meetings

Meeting should be regularly scheduledAn agenda should be developedAgenda usually listMeetings should be periodically

evaluated

Now I will continue the presentation

Naeem

Stages of Team Development

Forming Storming Norming Performing and Adjourning

Forming

1048710The ldquopoliterdquostage in which the team starts to form1048710Everyone is trying to figure out what the team concept is1048710Initial ldquosilentrdquoleaders may take the rein1048710The team is usually positive ndashfor the most part ndashfor the initial meetings1048710No one has offended anyone at this point yet

Storming1048710 The silent leaders may be clashing for control of the group1048710 People disagree and may blame the team concept saying it doesnrsquot work1048710 Management needs to do a lot of coaching to get people to work past their differences may take separate 1ndashonndash1rsquos with people

Norming1048710The team is starting to work well together and has turned around from the lsquostormingrdquophase 1048710They may start to ldquobrag uprdquothe team

concept to others who arenrsquot in the team and will be very positive about their roleteam group 1048710Often the team will bounce back and forth

between ldquostormingrdquoand ldquonormingrdquowhen issues crop up

Performing1048710This is the level where the team is a highndashperformance team1048710They can be given new projects and tasks and accomplish them successfully and very seldom fall back into the ldquostormingrdquophase

Adjourning1048710The team briefs and shares the improved process during this phase 1048710When the team finally completes that last briefing there is always a bittersweet sense of accomplishment coupled with the reluctance to say goodndashbye 1048710Many relationships formed within these teams continue long after the team disbands

1048710 Forming ndashteam members are introduced1048710 Storming ndashthe team transitions from ldquoas is to ldquoto berdquo1048710 Norming ndashthe team reaches consensus on the ldquoto be process1048710 Performing ndashthe team has settled its

relationships and expectations1048710 Adjourning ndashthe team shares the improved processes with others

A team has ldquoA small number of people

with complementary skills who are committed to a common purpose performance goals and a common approach for which they hold themselves mutually accountablerdquo

Common People Problems and Their SolutionsFloundering (Trouble doing

something)Overbearing Participants

(controlling in an unpleasant way)

Dominating ParticipantsReluctant Participants (unwilling

and hesitant)Un-Questioned acceptance of

Opinions as facts

Barriers To Team Process Insufficient training Lack of management support Lack of planning Trapped in Groupthink No clear measures of success Team is too large

TrainingEssential for an Effective TeamThe Training must be Experimental

Four Steps of Training1 Make awareness every one2 Get acceptance3 Adapt the Program4 Adapt to what has been

agreed upon

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 18: Employeeinvolvement

TEAMS AND TEAMWORK

TEAMS AND TEAMWORK

TEAM - Group of people working together to perform common achievement goalTEAMWORK - Cumulative actions of the team during the achievement of goalBENEFITS OF TEAMWORKbull Improved solutions to quality problemsbull improved communication

Why Teams Work

Teams work for the following 3 reasons

1 Many heads are more knowledgeable than one

2 Each member has the ability solve problems

3 Each member develop characteristics of subconscious communication with each other that allows them to do a better job

TYPES OF TEAMProcess improvement Team- Improvement of process

Cross functional Team- solving complex problems

Natural work Team- normal routine work

Self Directed self managed Team- plan execute amp direct

Characteristics of successful Teams Sponsor- person from qty council Team charter- document person indicating

mission Team composition- shouldnrsquot exceed 10

members Training- members are well trained Ground rules- basic rules Clear Objectives- Stated clearly Accountability- periodic status report

Well defined decision procedures Resources- tools Trust ndash management trust on team Effective problem solving- efficient methods Open communication- everyone should talk Appropriate leadership- leader who leads Balanced participation Cohesiveness- single unit not in subgroups

25

DECISION-MAKING METHOD

No DecisionUnilateral DecisionHand Clasp DecisionMinority- Rule DecisionMajority- Rule DecisionConsensus

Effective Team Meetings

Meeting should be regularly scheduledAn agenda should be developedAgenda usually listMeetings should be periodically

evaluated

Now I will continue the presentation

Naeem

Stages of Team Development

Forming Storming Norming Performing and Adjourning

Forming

1048710The ldquopoliterdquostage in which the team starts to form1048710Everyone is trying to figure out what the team concept is1048710Initial ldquosilentrdquoleaders may take the rein1048710The team is usually positive ndashfor the most part ndashfor the initial meetings1048710No one has offended anyone at this point yet

Storming1048710 The silent leaders may be clashing for control of the group1048710 People disagree and may blame the team concept saying it doesnrsquot work1048710 Management needs to do a lot of coaching to get people to work past their differences may take separate 1ndashonndash1rsquos with people

Norming1048710The team is starting to work well together and has turned around from the lsquostormingrdquophase 1048710They may start to ldquobrag uprdquothe team

concept to others who arenrsquot in the team and will be very positive about their roleteam group 1048710Often the team will bounce back and forth

between ldquostormingrdquoand ldquonormingrdquowhen issues crop up

Performing1048710This is the level where the team is a highndashperformance team1048710They can be given new projects and tasks and accomplish them successfully and very seldom fall back into the ldquostormingrdquophase

Adjourning1048710The team briefs and shares the improved process during this phase 1048710When the team finally completes that last briefing there is always a bittersweet sense of accomplishment coupled with the reluctance to say goodndashbye 1048710Many relationships formed within these teams continue long after the team disbands

1048710 Forming ndashteam members are introduced1048710 Storming ndashthe team transitions from ldquoas is to ldquoto berdquo1048710 Norming ndashthe team reaches consensus on the ldquoto be process1048710 Performing ndashthe team has settled its

relationships and expectations1048710 Adjourning ndashthe team shares the improved processes with others

A team has ldquoA small number of people

with complementary skills who are committed to a common purpose performance goals and a common approach for which they hold themselves mutually accountablerdquo

Common People Problems and Their SolutionsFloundering (Trouble doing

something)Overbearing Participants

(controlling in an unpleasant way)

Dominating ParticipantsReluctant Participants (unwilling

and hesitant)Un-Questioned acceptance of

Opinions as facts

Barriers To Team Process Insufficient training Lack of management support Lack of planning Trapped in Groupthink No clear measures of success Team is too large

TrainingEssential for an Effective TeamThe Training must be Experimental

Four Steps of Training1 Make awareness every one2 Get acceptance3 Adapt the Program4 Adapt to what has been

agreed upon

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 19: Employeeinvolvement

TEAMS AND TEAMWORK

TEAM - Group of people working together to perform common achievement goalTEAMWORK - Cumulative actions of the team during the achievement of goalBENEFITS OF TEAMWORKbull Improved solutions to quality problemsbull improved communication

Why Teams Work

Teams work for the following 3 reasons

1 Many heads are more knowledgeable than one

2 Each member has the ability solve problems

3 Each member develop characteristics of subconscious communication with each other that allows them to do a better job

TYPES OF TEAMProcess improvement Team- Improvement of process

Cross functional Team- solving complex problems

Natural work Team- normal routine work

Self Directed self managed Team- plan execute amp direct

Characteristics of successful Teams Sponsor- person from qty council Team charter- document person indicating

mission Team composition- shouldnrsquot exceed 10

members Training- members are well trained Ground rules- basic rules Clear Objectives- Stated clearly Accountability- periodic status report

Well defined decision procedures Resources- tools Trust ndash management trust on team Effective problem solving- efficient methods Open communication- everyone should talk Appropriate leadership- leader who leads Balanced participation Cohesiveness- single unit not in subgroups

25

DECISION-MAKING METHOD

No DecisionUnilateral DecisionHand Clasp DecisionMinority- Rule DecisionMajority- Rule DecisionConsensus

Effective Team Meetings

Meeting should be regularly scheduledAn agenda should be developedAgenda usually listMeetings should be periodically

evaluated

Now I will continue the presentation

Naeem

Stages of Team Development

Forming Storming Norming Performing and Adjourning

Forming

1048710The ldquopoliterdquostage in which the team starts to form1048710Everyone is trying to figure out what the team concept is1048710Initial ldquosilentrdquoleaders may take the rein1048710The team is usually positive ndashfor the most part ndashfor the initial meetings1048710No one has offended anyone at this point yet

Storming1048710 The silent leaders may be clashing for control of the group1048710 People disagree and may blame the team concept saying it doesnrsquot work1048710 Management needs to do a lot of coaching to get people to work past their differences may take separate 1ndashonndash1rsquos with people

Norming1048710The team is starting to work well together and has turned around from the lsquostormingrdquophase 1048710They may start to ldquobrag uprdquothe team

concept to others who arenrsquot in the team and will be very positive about their roleteam group 1048710Often the team will bounce back and forth

between ldquostormingrdquoand ldquonormingrdquowhen issues crop up

Performing1048710This is the level where the team is a highndashperformance team1048710They can be given new projects and tasks and accomplish them successfully and very seldom fall back into the ldquostormingrdquophase

Adjourning1048710The team briefs and shares the improved process during this phase 1048710When the team finally completes that last briefing there is always a bittersweet sense of accomplishment coupled with the reluctance to say goodndashbye 1048710Many relationships formed within these teams continue long after the team disbands

1048710 Forming ndashteam members are introduced1048710 Storming ndashthe team transitions from ldquoas is to ldquoto berdquo1048710 Norming ndashthe team reaches consensus on the ldquoto be process1048710 Performing ndashthe team has settled its

relationships and expectations1048710 Adjourning ndashthe team shares the improved processes with others

A team has ldquoA small number of people

with complementary skills who are committed to a common purpose performance goals and a common approach for which they hold themselves mutually accountablerdquo

Common People Problems and Their SolutionsFloundering (Trouble doing

something)Overbearing Participants

(controlling in an unpleasant way)

Dominating ParticipantsReluctant Participants (unwilling

and hesitant)Un-Questioned acceptance of

Opinions as facts

Barriers To Team Process Insufficient training Lack of management support Lack of planning Trapped in Groupthink No clear measures of success Team is too large

TrainingEssential for an Effective TeamThe Training must be Experimental

Four Steps of Training1 Make awareness every one2 Get acceptance3 Adapt the Program4 Adapt to what has been

agreed upon

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 20: Employeeinvolvement

Why Teams Work

Teams work for the following 3 reasons

1 Many heads are more knowledgeable than one

2 Each member has the ability solve problems

3 Each member develop characteristics of subconscious communication with each other that allows them to do a better job

TYPES OF TEAMProcess improvement Team- Improvement of process

Cross functional Team- solving complex problems

Natural work Team- normal routine work

Self Directed self managed Team- plan execute amp direct

Characteristics of successful Teams Sponsor- person from qty council Team charter- document person indicating

mission Team composition- shouldnrsquot exceed 10

members Training- members are well trained Ground rules- basic rules Clear Objectives- Stated clearly Accountability- periodic status report

Well defined decision procedures Resources- tools Trust ndash management trust on team Effective problem solving- efficient methods Open communication- everyone should talk Appropriate leadership- leader who leads Balanced participation Cohesiveness- single unit not in subgroups

25

DECISION-MAKING METHOD

No DecisionUnilateral DecisionHand Clasp DecisionMinority- Rule DecisionMajority- Rule DecisionConsensus

Effective Team Meetings

Meeting should be regularly scheduledAn agenda should be developedAgenda usually listMeetings should be periodically

evaluated

Now I will continue the presentation

Naeem

Stages of Team Development

Forming Storming Norming Performing and Adjourning

Forming

1048710The ldquopoliterdquostage in which the team starts to form1048710Everyone is trying to figure out what the team concept is1048710Initial ldquosilentrdquoleaders may take the rein1048710The team is usually positive ndashfor the most part ndashfor the initial meetings1048710No one has offended anyone at this point yet

Storming1048710 The silent leaders may be clashing for control of the group1048710 People disagree and may blame the team concept saying it doesnrsquot work1048710 Management needs to do a lot of coaching to get people to work past their differences may take separate 1ndashonndash1rsquos with people

Norming1048710The team is starting to work well together and has turned around from the lsquostormingrdquophase 1048710They may start to ldquobrag uprdquothe team

concept to others who arenrsquot in the team and will be very positive about their roleteam group 1048710Often the team will bounce back and forth

between ldquostormingrdquoand ldquonormingrdquowhen issues crop up

Performing1048710This is the level where the team is a highndashperformance team1048710They can be given new projects and tasks and accomplish them successfully and very seldom fall back into the ldquostormingrdquophase

Adjourning1048710The team briefs and shares the improved process during this phase 1048710When the team finally completes that last briefing there is always a bittersweet sense of accomplishment coupled with the reluctance to say goodndashbye 1048710Many relationships formed within these teams continue long after the team disbands

1048710 Forming ndashteam members are introduced1048710 Storming ndashthe team transitions from ldquoas is to ldquoto berdquo1048710 Norming ndashthe team reaches consensus on the ldquoto be process1048710 Performing ndashthe team has settled its

relationships and expectations1048710 Adjourning ndashthe team shares the improved processes with others

A team has ldquoA small number of people

with complementary skills who are committed to a common purpose performance goals and a common approach for which they hold themselves mutually accountablerdquo

Common People Problems and Their SolutionsFloundering (Trouble doing

something)Overbearing Participants

(controlling in an unpleasant way)

Dominating ParticipantsReluctant Participants (unwilling

and hesitant)Un-Questioned acceptance of

Opinions as facts

Barriers To Team Process Insufficient training Lack of management support Lack of planning Trapped in Groupthink No clear measures of success Team is too large

TrainingEssential for an Effective TeamThe Training must be Experimental

Four Steps of Training1 Make awareness every one2 Get acceptance3 Adapt the Program4 Adapt to what has been

agreed upon

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 21: Employeeinvolvement

TYPES OF TEAMProcess improvement Team- Improvement of process

Cross functional Team- solving complex problems

Natural work Team- normal routine work

Self Directed self managed Team- plan execute amp direct

Characteristics of successful Teams Sponsor- person from qty council Team charter- document person indicating

mission Team composition- shouldnrsquot exceed 10

members Training- members are well trained Ground rules- basic rules Clear Objectives- Stated clearly Accountability- periodic status report

Well defined decision procedures Resources- tools Trust ndash management trust on team Effective problem solving- efficient methods Open communication- everyone should talk Appropriate leadership- leader who leads Balanced participation Cohesiveness- single unit not in subgroups

25

DECISION-MAKING METHOD

No DecisionUnilateral DecisionHand Clasp DecisionMinority- Rule DecisionMajority- Rule DecisionConsensus

Effective Team Meetings

Meeting should be regularly scheduledAn agenda should be developedAgenda usually listMeetings should be periodically

evaluated

Now I will continue the presentation

Naeem

Stages of Team Development

Forming Storming Norming Performing and Adjourning

Forming

1048710The ldquopoliterdquostage in which the team starts to form1048710Everyone is trying to figure out what the team concept is1048710Initial ldquosilentrdquoleaders may take the rein1048710The team is usually positive ndashfor the most part ndashfor the initial meetings1048710No one has offended anyone at this point yet

Storming1048710 The silent leaders may be clashing for control of the group1048710 People disagree and may blame the team concept saying it doesnrsquot work1048710 Management needs to do a lot of coaching to get people to work past their differences may take separate 1ndashonndash1rsquos with people

Norming1048710The team is starting to work well together and has turned around from the lsquostormingrdquophase 1048710They may start to ldquobrag uprdquothe team

concept to others who arenrsquot in the team and will be very positive about their roleteam group 1048710Often the team will bounce back and forth

between ldquostormingrdquoand ldquonormingrdquowhen issues crop up

Performing1048710This is the level where the team is a highndashperformance team1048710They can be given new projects and tasks and accomplish them successfully and very seldom fall back into the ldquostormingrdquophase

Adjourning1048710The team briefs and shares the improved process during this phase 1048710When the team finally completes that last briefing there is always a bittersweet sense of accomplishment coupled with the reluctance to say goodndashbye 1048710Many relationships formed within these teams continue long after the team disbands

1048710 Forming ndashteam members are introduced1048710 Storming ndashthe team transitions from ldquoas is to ldquoto berdquo1048710 Norming ndashthe team reaches consensus on the ldquoto be process1048710 Performing ndashthe team has settled its

relationships and expectations1048710 Adjourning ndashthe team shares the improved processes with others

A team has ldquoA small number of people

with complementary skills who are committed to a common purpose performance goals and a common approach for which they hold themselves mutually accountablerdquo

Common People Problems and Their SolutionsFloundering (Trouble doing

something)Overbearing Participants

(controlling in an unpleasant way)

Dominating ParticipantsReluctant Participants (unwilling

and hesitant)Un-Questioned acceptance of

Opinions as facts

Barriers To Team Process Insufficient training Lack of management support Lack of planning Trapped in Groupthink No clear measures of success Team is too large

TrainingEssential for an Effective TeamThe Training must be Experimental

Four Steps of Training1 Make awareness every one2 Get acceptance3 Adapt the Program4 Adapt to what has been

agreed upon

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 22: Employeeinvolvement

Characteristics of successful Teams Sponsor- person from qty council Team charter- document person indicating

mission Team composition- shouldnrsquot exceed 10

members Training- members are well trained Ground rules- basic rules Clear Objectives- Stated clearly Accountability- periodic status report

Well defined decision procedures Resources- tools Trust ndash management trust on team Effective problem solving- efficient methods Open communication- everyone should talk Appropriate leadership- leader who leads Balanced participation Cohesiveness- single unit not in subgroups

25

DECISION-MAKING METHOD

No DecisionUnilateral DecisionHand Clasp DecisionMinority- Rule DecisionMajority- Rule DecisionConsensus

Effective Team Meetings

Meeting should be regularly scheduledAn agenda should be developedAgenda usually listMeetings should be periodically

evaluated

Now I will continue the presentation

Naeem

Stages of Team Development

Forming Storming Norming Performing and Adjourning

Forming

1048710The ldquopoliterdquostage in which the team starts to form1048710Everyone is trying to figure out what the team concept is1048710Initial ldquosilentrdquoleaders may take the rein1048710The team is usually positive ndashfor the most part ndashfor the initial meetings1048710No one has offended anyone at this point yet

Storming1048710 The silent leaders may be clashing for control of the group1048710 People disagree and may blame the team concept saying it doesnrsquot work1048710 Management needs to do a lot of coaching to get people to work past their differences may take separate 1ndashonndash1rsquos with people

Norming1048710The team is starting to work well together and has turned around from the lsquostormingrdquophase 1048710They may start to ldquobrag uprdquothe team

concept to others who arenrsquot in the team and will be very positive about their roleteam group 1048710Often the team will bounce back and forth

between ldquostormingrdquoand ldquonormingrdquowhen issues crop up

Performing1048710This is the level where the team is a highndashperformance team1048710They can be given new projects and tasks and accomplish them successfully and very seldom fall back into the ldquostormingrdquophase

Adjourning1048710The team briefs and shares the improved process during this phase 1048710When the team finally completes that last briefing there is always a bittersweet sense of accomplishment coupled with the reluctance to say goodndashbye 1048710Many relationships formed within these teams continue long after the team disbands

1048710 Forming ndashteam members are introduced1048710 Storming ndashthe team transitions from ldquoas is to ldquoto berdquo1048710 Norming ndashthe team reaches consensus on the ldquoto be process1048710 Performing ndashthe team has settled its

relationships and expectations1048710 Adjourning ndashthe team shares the improved processes with others

A team has ldquoA small number of people

with complementary skills who are committed to a common purpose performance goals and a common approach for which they hold themselves mutually accountablerdquo

Common People Problems and Their SolutionsFloundering (Trouble doing

something)Overbearing Participants

(controlling in an unpleasant way)

Dominating ParticipantsReluctant Participants (unwilling

and hesitant)Un-Questioned acceptance of

Opinions as facts

Barriers To Team Process Insufficient training Lack of management support Lack of planning Trapped in Groupthink No clear measures of success Team is too large

TrainingEssential for an Effective TeamThe Training must be Experimental

Four Steps of Training1 Make awareness every one2 Get acceptance3 Adapt the Program4 Adapt to what has been

agreed upon

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 23: Employeeinvolvement

Well defined decision procedures Resources- tools Trust ndash management trust on team Effective problem solving- efficient methods Open communication- everyone should talk Appropriate leadership- leader who leads Balanced participation Cohesiveness- single unit not in subgroups

25

DECISION-MAKING METHOD

No DecisionUnilateral DecisionHand Clasp DecisionMinority- Rule DecisionMajority- Rule DecisionConsensus

Effective Team Meetings

Meeting should be regularly scheduledAn agenda should be developedAgenda usually listMeetings should be periodically

evaluated

Now I will continue the presentation

Naeem

Stages of Team Development

Forming Storming Norming Performing and Adjourning

Forming

1048710The ldquopoliterdquostage in which the team starts to form1048710Everyone is trying to figure out what the team concept is1048710Initial ldquosilentrdquoleaders may take the rein1048710The team is usually positive ndashfor the most part ndashfor the initial meetings1048710No one has offended anyone at this point yet

Storming1048710 The silent leaders may be clashing for control of the group1048710 People disagree and may blame the team concept saying it doesnrsquot work1048710 Management needs to do a lot of coaching to get people to work past their differences may take separate 1ndashonndash1rsquos with people

Norming1048710The team is starting to work well together and has turned around from the lsquostormingrdquophase 1048710They may start to ldquobrag uprdquothe team

concept to others who arenrsquot in the team and will be very positive about their roleteam group 1048710Often the team will bounce back and forth

between ldquostormingrdquoand ldquonormingrdquowhen issues crop up

Performing1048710This is the level where the team is a highndashperformance team1048710They can be given new projects and tasks and accomplish them successfully and very seldom fall back into the ldquostormingrdquophase

Adjourning1048710The team briefs and shares the improved process during this phase 1048710When the team finally completes that last briefing there is always a bittersweet sense of accomplishment coupled with the reluctance to say goodndashbye 1048710Many relationships formed within these teams continue long after the team disbands

1048710 Forming ndashteam members are introduced1048710 Storming ndashthe team transitions from ldquoas is to ldquoto berdquo1048710 Norming ndashthe team reaches consensus on the ldquoto be process1048710 Performing ndashthe team has settled its

relationships and expectations1048710 Adjourning ndashthe team shares the improved processes with others

A team has ldquoA small number of people

with complementary skills who are committed to a common purpose performance goals and a common approach for which they hold themselves mutually accountablerdquo

Common People Problems and Their SolutionsFloundering (Trouble doing

something)Overbearing Participants

(controlling in an unpleasant way)

Dominating ParticipantsReluctant Participants (unwilling

and hesitant)Un-Questioned acceptance of

Opinions as facts

Barriers To Team Process Insufficient training Lack of management support Lack of planning Trapped in Groupthink No clear measures of success Team is too large

TrainingEssential for an Effective TeamThe Training must be Experimental

Four Steps of Training1 Make awareness every one2 Get acceptance3 Adapt the Program4 Adapt to what has been

agreed upon

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 24: Employeeinvolvement

25

DECISION-MAKING METHOD

No DecisionUnilateral DecisionHand Clasp DecisionMinority- Rule DecisionMajority- Rule DecisionConsensus

Effective Team Meetings

Meeting should be regularly scheduledAn agenda should be developedAgenda usually listMeetings should be periodically

evaluated

Now I will continue the presentation

Naeem

Stages of Team Development

Forming Storming Norming Performing and Adjourning

Forming

1048710The ldquopoliterdquostage in which the team starts to form1048710Everyone is trying to figure out what the team concept is1048710Initial ldquosilentrdquoleaders may take the rein1048710The team is usually positive ndashfor the most part ndashfor the initial meetings1048710No one has offended anyone at this point yet

Storming1048710 The silent leaders may be clashing for control of the group1048710 People disagree and may blame the team concept saying it doesnrsquot work1048710 Management needs to do a lot of coaching to get people to work past their differences may take separate 1ndashonndash1rsquos with people

Norming1048710The team is starting to work well together and has turned around from the lsquostormingrdquophase 1048710They may start to ldquobrag uprdquothe team

concept to others who arenrsquot in the team and will be very positive about their roleteam group 1048710Often the team will bounce back and forth

between ldquostormingrdquoand ldquonormingrdquowhen issues crop up

Performing1048710This is the level where the team is a highndashperformance team1048710They can be given new projects and tasks and accomplish them successfully and very seldom fall back into the ldquostormingrdquophase

Adjourning1048710The team briefs and shares the improved process during this phase 1048710When the team finally completes that last briefing there is always a bittersweet sense of accomplishment coupled with the reluctance to say goodndashbye 1048710Many relationships formed within these teams continue long after the team disbands

1048710 Forming ndashteam members are introduced1048710 Storming ndashthe team transitions from ldquoas is to ldquoto berdquo1048710 Norming ndashthe team reaches consensus on the ldquoto be process1048710 Performing ndashthe team has settled its

relationships and expectations1048710 Adjourning ndashthe team shares the improved processes with others

A team has ldquoA small number of people

with complementary skills who are committed to a common purpose performance goals and a common approach for which they hold themselves mutually accountablerdquo

Common People Problems and Their SolutionsFloundering (Trouble doing

something)Overbearing Participants

(controlling in an unpleasant way)

Dominating ParticipantsReluctant Participants (unwilling

and hesitant)Un-Questioned acceptance of

Opinions as facts

Barriers To Team Process Insufficient training Lack of management support Lack of planning Trapped in Groupthink No clear measures of success Team is too large

TrainingEssential for an Effective TeamThe Training must be Experimental

Four Steps of Training1 Make awareness every one2 Get acceptance3 Adapt the Program4 Adapt to what has been

agreed upon

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 25: Employeeinvolvement

Effective Team Meetings

Meeting should be regularly scheduledAn agenda should be developedAgenda usually listMeetings should be periodically

evaluated

Now I will continue the presentation

Naeem

Stages of Team Development

Forming Storming Norming Performing and Adjourning

Forming

1048710The ldquopoliterdquostage in which the team starts to form1048710Everyone is trying to figure out what the team concept is1048710Initial ldquosilentrdquoleaders may take the rein1048710The team is usually positive ndashfor the most part ndashfor the initial meetings1048710No one has offended anyone at this point yet

Storming1048710 The silent leaders may be clashing for control of the group1048710 People disagree and may blame the team concept saying it doesnrsquot work1048710 Management needs to do a lot of coaching to get people to work past their differences may take separate 1ndashonndash1rsquos with people

Norming1048710The team is starting to work well together and has turned around from the lsquostormingrdquophase 1048710They may start to ldquobrag uprdquothe team

concept to others who arenrsquot in the team and will be very positive about their roleteam group 1048710Often the team will bounce back and forth

between ldquostormingrdquoand ldquonormingrdquowhen issues crop up

Performing1048710This is the level where the team is a highndashperformance team1048710They can be given new projects and tasks and accomplish them successfully and very seldom fall back into the ldquostormingrdquophase

Adjourning1048710The team briefs and shares the improved process during this phase 1048710When the team finally completes that last briefing there is always a bittersweet sense of accomplishment coupled with the reluctance to say goodndashbye 1048710Many relationships formed within these teams continue long after the team disbands

1048710 Forming ndashteam members are introduced1048710 Storming ndashthe team transitions from ldquoas is to ldquoto berdquo1048710 Norming ndashthe team reaches consensus on the ldquoto be process1048710 Performing ndashthe team has settled its

relationships and expectations1048710 Adjourning ndashthe team shares the improved processes with others

A team has ldquoA small number of people

with complementary skills who are committed to a common purpose performance goals and a common approach for which they hold themselves mutually accountablerdquo

Common People Problems and Their SolutionsFloundering (Trouble doing

something)Overbearing Participants

(controlling in an unpleasant way)

Dominating ParticipantsReluctant Participants (unwilling

and hesitant)Un-Questioned acceptance of

Opinions as facts

Barriers To Team Process Insufficient training Lack of management support Lack of planning Trapped in Groupthink No clear measures of success Team is too large

TrainingEssential for an Effective TeamThe Training must be Experimental

Four Steps of Training1 Make awareness every one2 Get acceptance3 Adapt the Program4 Adapt to what has been

agreed upon

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 26: Employeeinvolvement

Now I will continue the presentation

Naeem

Stages of Team Development

Forming Storming Norming Performing and Adjourning

Forming

1048710The ldquopoliterdquostage in which the team starts to form1048710Everyone is trying to figure out what the team concept is1048710Initial ldquosilentrdquoleaders may take the rein1048710The team is usually positive ndashfor the most part ndashfor the initial meetings1048710No one has offended anyone at this point yet

Storming1048710 The silent leaders may be clashing for control of the group1048710 People disagree and may blame the team concept saying it doesnrsquot work1048710 Management needs to do a lot of coaching to get people to work past their differences may take separate 1ndashonndash1rsquos with people

Norming1048710The team is starting to work well together and has turned around from the lsquostormingrdquophase 1048710They may start to ldquobrag uprdquothe team

concept to others who arenrsquot in the team and will be very positive about their roleteam group 1048710Often the team will bounce back and forth

between ldquostormingrdquoand ldquonormingrdquowhen issues crop up

Performing1048710This is the level where the team is a highndashperformance team1048710They can be given new projects and tasks and accomplish them successfully and very seldom fall back into the ldquostormingrdquophase

Adjourning1048710The team briefs and shares the improved process during this phase 1048710When the team finally completes that last briefing there is always a bittersweet sense of accomplishment coupled with the reluctance to say goodndashbye 1048710Many relationships formed within these teams continue long after the team disbands

1048710 Forming ndashteam members are introduced1048710 Storming ndashthe team transitions from ldquoas is to ldquoto berdquo1048710 Norming ndashthe team reaches consensus on the ldquoto be process1048710 Performing ndashthe team has settled its

relationships and expectations1048710 Adjourning ndashthe team shares the improved processes with others

A team has ldquoA small number of people

with complementary skills who are committed to a common purpose performance goals and a common approach for which they hold themselves mutually accountablerdquo

Common People Problems and Their SolutionsFloundering (Trouble doing

something)Overbearing Participants

(controlling in an unpleasant way)

Dominating ParticipantsReluctant Participants (unwilling

and hesitant)Un-Questioned acceptance of

Opinions as facts

Barriers To Team Process Insufficient training Lack of management support Lack of planning Trapped in Groupthink No clear measures of success Team is too large

TrainingEssential for an Effective TeamThe Training must be Experimental

Four Steps of Training1 Make awareness every one2 Get acceptance3 Adapt the Program4 Adapt to what has been

agreed upon

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 27: Employeeinvolvement

Stages of Team Development

Forming Storming Norming Performing and Adjourning

Forming

1048710The ldquopoliterdquostage in which the team starts to form1048710Everyone is trying to figure out what the team concept is1048710Initial ldquosilentrdquoleaders may take the rein1048710The team is usually positive ndashfor the most part ndashfor the initial meetings1048710No one has offended anyone at this point yet

Storming1048710 The silent leaders may be clashing for control of the group1048710 People disagree and may blame the team concept saying it doesnrsquot work1048710 Management needs to do a lot of coaching to get people to work past their differences may take separate 1ndashonndash1rsquos with people

Norming1048710The team is starting to work well together and has turned around from the lsquostormingrdquophase 1048710They may start to ldquobrag uprdquothe team

concept to others who arenrsquot in the team and will be very positive about their roleteam group 1048710Often the team will bounce back and forth

between ldquostormingrdquoand ldquonormingrdquowhen issues crop up

Performing1048710This is the level where the team is a highndashperformance team1048710They can be given new projects and tasks and accomplish them successfully and very seldom fall back into the ldquostormingrdquophase

Adjourning1048710The team briefs and shares the improved process during this phase 1048710When the team finally completes that last briefing there is always a bittersweet sense of accomplishment coupled with the reluctance to say goodndashbye 1048710Many relationships formed within these teams continue long after the team disbands

1048710 Forming ndashteam members are introduced1048710 Storming ndashthe team transitions from ldquoas is to ldquoto berdquo1048710 Norming ndashthe team reaches consensus on the ldquoto be process1048710 Performing ndashthe team has settled its

relationships and expectations1048710 Adjourning ndashthe team shares the improved processes with others

A team has ldquoA small number of people

with complementary skills who are committed to a common purpose performance goals and a common approach for which they hold themselves mutually accountablerdquo

Common People Problems and Their SolutionsFloundering (Trouble doing

something)Overbearing Participants

(controlling in an unpleasant way)

Dominating ParticipantsReluctant Participants (unwilling

and hesitant)Un-Questioned acceptance of

Opinions as facts

Barriers To Team Process Insufficient training Lack of management support Lack of planning Trapped in Groupthink No clear measures of success Team is too large

TrainingEssential for an Effective TeamThe Training must be Experimental

Four Steps of Training1 Make awareness every one2 Get acceptance3 Adapt the Program4 Adapt to what has been

agreed upon

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 28: Employeeinvolvement

Forming

1048710The ldquopoliterdquostage in which the team starts to form1048710Everyone is trying to figure out what the team concept is1048710Initial ldquosilentrdquoleaders may take the rein1048710The team is usually positive ndashfor the most part ndashfor the initial meetings1048710No one has offended anyone at this point yet

Storming1048710 The silent leaders may be clashing for control of the group1048710 People disagree and may blame the team concept saying it doesnrsquot work1048710 Management needs to do a lot of coaching to get people to work past their differences may take separate 1ndashonndash1rsquos with people

Norming1048710The team is starting to work well together and has turned around from the lsquostormingrdquophase 1048710They may start to ldquobrag uprdquothe team

concept to others who arenrsquot in the team and will be very positive about their roleteam group 1048710Often the team will bounce back and forth

between ldquostormingrdquoand ldquonormingrdquowhen issues crop up

Performing1048710This is the level where the team is a highndashperformance team1048710They can be given new projects and tasks and accomplish them successfully and very seldom fall back into the ldquostormingrdquophase

Adjourning1048710The team briefs and shares the improved process during this phase 1048710When the team finally completes that last briefing there is always a bittersweet sense of accomplishment coupled with the reluctance to say goodndashbye 1048710Many relationships formed within these teams continue long after the team disbands

1048710 Forming ndashteam members are introduced1048710 Storming ndashthe team transitions from ldquoas is to ldquoto berdquo1048710 Norming ndashthe team reaches consensus on the ldquoto be process1048710 Performing ndashthe team has settled its

relationships and expectations1048710 Adjourning ndashthe team shares the improved processes with others

A team has ldquoA small number of people

with complementary skills who are committed to a common purpose performance goals and a common approach for which they hold themselves mutually accountablerdquo

Common People Problems and Their SolutionsFloundering (Trouble doing

something)Overbearing Participants

(controlling in an unpleasant way)

Dominating ParticipantsReluctant Participants (unwilling

and hesitant)Un-Questioned acceptance of

Opinions as facts

Barriers To Team Process Insufficient training Lack of management support Lack of planning Trapped in Groupthink No clear measures of success Team is too large

TrainingEssential for an Effective TeamThe Training must be Experimental

Four Steps of Training1 Make awareness every one2 Get acceptance3 Adapt the Program4 Adapt to what has been

agreed upon

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 29: Employeeinvolvement

Storming1048710 The silent leaders may be clashing for control of the group1048710 People disagree and may blame the team concept saying it doesnrsquot work1048710 Management needs to do a lot of coaching to get people to work past their differences may take separate 1ndashonndash1rsquos with people

Norming1048710The team is starting to work well together and has turned around from the lsquostormingrdquophase 1048710They may start to ldquobrag uprdquothe team

concept to others who arenrsquot in the team and will be very positive about their roleteam group 1048710Often the team will bounce back and forth

between ldquostormingrdquoand ldquonormingrdquowhen issues crop up

Performing1048710This is the level where the team is a highndashperformance team1048710They can be given new projects and tasks and accomplish them successfully and very seldom fall back into the ldquostormingrdquophase

Adjourning1048710The team briefs and shares the improved process during this phase 1048710When the team finally completes that last briefing there is always a bittersweet sense of accomplishment coupled with the reluctance to say goodndashbye 1048710Many relationships formed within these teams continue long after the team disbands

1048710 Forming ndashteam members are introduced1048710 Storming ndashthe team transitions from ldquoas is to ldquoto berdquo1048710 Norming ndashthe team reaches consensus on the ldquoto be process1048710 Performing ndashthe team has settled its

relationships and expectations1048710 Adjourning ndashthe team shares the improved processes with others

A team has ldquoA small number of people

with complementary skills who are committed to a common purpose performance goals and a common approach for which they hold themselves mutually accountablerdquo

Common People Problems and Their SolutionsFloundering (Trouble doing

something)Overbearing Participants

(controlling in an unpleasant way)

Dominating ParticipantsReluctant Participants (unwilling

and hesitant)Un-Questioned acceptance of

Opinions as facts

Barriers To Team Process Insufficient training Lack of management support Lack of planning Trapped in Groupthink No clear measures of success Team is too large

TrainingEssential for an Effective TeamThe Training must be Experimental

Four Steps of Training1 Make awareness every one2 Get acceptance3 Adapt the Program4 Adapt to what has been

agreed upon

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 30: Employeeinvolvement

Norming1048710The team is starting to work well together and has turned around from the lsquostormingrdquophase 1048710They may start to ldquobrag uprdquothe team

concept to others who arenrsquot in the team and will be very positive about their roleteam group 1048710Often the team will bounce back and forth

between ldquostormingrdquoand ldquonormingrdquowhen issues crop up

Performing1048710This is the level where the team is a highndashperformance team1048710They can be given new projects and tasks and accomplish them successfully and very seldom fall back into the ldquostormingrdquophase

Adjourning1048710The team briefs and shares the improved process during this phase 1048710When the team finally completes that last briefing there is always a bittersweet sense of accomplishment coupled with the reluctance to say goodndashbye 1048710Many relationships formed within these teams continue long after the team disbands

1048710 Forming ndashteam members are introduced1048710 Storming ndashthe team transitions from ldquoas is to ldquoto berdquo1048710 Norming ndashthe team reaches consensus on the ldquoto be process1048710 Performing ndashthe team has settled its

relationships and expectations1048710 Adjourning ndashthe team shares the improved processes with others

A team has ldquoA small number of people

with complementary skills who are committed to a common purpose performance goals and a common approach for which they hold themselves mutually accountablerdquo

Common People Problems and Their SolutionsFloundering (Trouble doing

something)Overbearing Participants

(controlling in an unpleasant way)

Dominating ParticipantsReluctant Participants (unwilling

and hesitant)Un-Questioned acceptance of

Opinions as facts

Barriers To Team Process Insufficient training Lack of management support Lack of planning Trapped in Groupthink No clear measures of success Team is too large

TrainingEssential for an Effective TeamThe Training must be Experimental

Four Steps of Training1 Make awareness every one2 Get acceptance3 Adapt the Program4 Adapt to what has been

agreed upon

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 31: Employeeinvolvement

Performing1048710This is the level where the team is a highndashperformance team1048710They can be given new projects and tasks and accomplish them successfully and very seldom fall back into the ldquostormingrdquophase

Adjourning1048710The team briefs and shares the improved process during this phase 1048710When the team finally completes that last briefing there is always a bittersweet sense of accomplishment coupled with the reluctance to say goodndashbye 1048710Many relationships formed within these teams continue long after the team disbands

1048710 Forming ndashteam members are introduced1048710 Storming ndashthe team transitions from ldquoas is to ldquoto berdquo1048710 Norming ndashthe team reaches consensus on the ldquoto be process1048710 Performing ndashthe team has settled its

relationships and expectations1048710 Adjourning ndashthe team shares the improved processes with others

A team has ldquoA small number of people

with complementary skills who are committed to a common purpose performance goals and a common approach for which they hold themselves mutually accountablerdquo

Common People Problems and Their SolutionsFloundering (Trouble doing

something)Overbearing Participants

(controlling in an unpleasant way)

Dominating ParticipantsReluctant Participants (unwilling

and hesitant)Un-Questioned acceptance of

Opinions as facts

Barriers To Team Process Insufficient training Lack of management support Lack of planning Trapped in Groupthink No clear measures of success Team is too large

TrainingEssential for an Effective TeamThe Training must be Experimental

Four Steps of Training1 Make awareness every one2 Get acceptance3 Adapt the Program4 Adapt to what has been

agreed upon

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 32: Employeeinvolvement

Adjourning1048710The team briefs and shares the improved process during this phase 1048710When the team finally completes that last briefing there is always a bittersweet sense of accomplishment coupled with the reluctance to say goodndashbye 1048710Many relationships formed within these teams continue long after the team disbands

1048710 Forming ndashteam members are introduced1048710 Storming ndashthe team transitions from ldquoas is to ldquoto berdquo1048710 Norming ndashthe team reaches consensus on the ldquoto be process1048710 Performing ndashthe team has settled its

relationships and expectations1048710 Adjourning ndashthe team shares the improved processes with others

A team has ldquoA small number of people

with complementary skills who are committed to a common purpose performance goals and a common approach for which they hold themselves mutually accountablerdquo

Common People Problems and Their SolutionsFloundering (Trouble doing

something)Overbearing Participants

(controlling in an unpleasant way)

Dominating ParticipantsReluctant Participants (unwilling

and hesitant)Un-Questioned acceptance of

Opinions as facts

Barriers To Team Process Insufficient training Lack of management support Lack of planning Trapped in Groupthink No clear measures of success Team is too large

TrainingEssential for an Effective TeamThe Training must be Experimental

Four Steps of Training1 Make awareness every one2 Get acceptance3 Adapt the Program4 Adapt to what has been

agreed upon

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 33: Employeeinvolvement

1048710 Forming ndashteam members are introduced1048710 Storming ndashthe team transitions from ldquoas is to ldquoto berdquo1048710 Norming ndashthe team reaches consensus on the ldquoto be process1048710 Performing ndashthe team has settled its

relationships and expectations1048710 Adjourning ndashthe team shares the improved processes with others

A team has ldquoA small number of people

with complementary skills who are committed to a common purpose performance goals and a common approach for which they hold themselves mutually accountablerdquo

Common People Problems and Their SolutionsFloundering (Trouble doing

something)Overbearing Participants

(controlling in an unpleasant way)

Dominating ParticipantsReluctant Participants (unwilling

and hesitant)Un-Questioned acceptance of

Opinions as facts

Barriers To Team Process Insufficient training Lack of management support Lack of planning Trapped in Groupthink No clear measures of success Team is too large

TrainingEssential for an Effective TeamThe Training must be Experimental

Four Steps of Training1 Make awareness every one2 Get acceptance3 Adapt the Program4 Adapt to what has been

agreed upon

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 34: Employeeinvolvement

Common People Problems and Their SolutionsFloundering (Trouble doing

something)Overbearing Participants

(controlling in an unpleasant way)

Dominating ParticipantsReluctant Participants (unwilling

and hesitant)Un-Questioned acceptance of

Opinions as facts

Barriers To Team Process Insufficient training Lack of management support Lack of planning Trapped in Groupthink No clear measures of success Team is too large

TrainingEssential for an Effective TeamThe Training must be Experimental

Four Steps of Training1 Make awareness every one2 Get acceptance3 Adapt the Program4 Adapt to what has been

agreed upon

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 35: Employeeinvolvement

Barriers To Team Process Insufficient training Lack of management support Lack of planning Trapped in Groupthink No clear measures of success Team is too large

TrainingEssential for an Effective TeamThe Training must be Experimental

Four Steps of Training1 Make awareness every one2 Get acceptance3 Adapt the Program4 Adapt to what has been

agreed upon

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 36: Employeeinvolvement

TrainingEssential for an Effective TeamThe Training must be Experimental

Four Steps of Training1 Make awareness every one2 Get acceptance3 Adapt the Program4 Adapt to what has been

agreed upon

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 37: Employeeinvolvement

Four Steps of Training1 Make awareness every one2 Get acceptance3 Adapt the Program4 Adapt to what has been

agreed upon

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 38: Employeeinvolvement

IM WAQAS JUST ENDING THE PRESENTATION

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 39: Employeeinvolvement

Suggestion System

Be ProgressiveRemove FearSimplify the ProcessRespond Quickly to SuggestionsReward the Idea

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 40: Employeeinvolvement

Recognition and Rewards

Both go together to form a system for letting people know they are valuable members of the

organization

Recognition is a form of employee motivation in which the organization publicly acknowledges the positive contributions an individual or a team has made

Reward is considered as tangible goods such as increased salaries gain sharing etc

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 41: Employeeinvolvement

NEED FOR RECOGNITION Improve employees moral Create satisfied workplace Stimulate creative efforts

Types of rewardsIntrinsic rewards- Non monetary appraisalsExtrinsic rewards- pay compensation issues

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 42: Employeeinvolvement

Performance Appraisal

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 43: Employeeinvolvement

Performance appraisal is a systematic and objective assessment or evaluation of performance and contribution of an individual

Need for performance appraisalTo identify employees for salary revision

promotion etcTo determine training and development

needsTo motivate employeesTo validate the selection proceduresTo make the supervisors more observant of

their subordinates

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 44: Employeeinvolvement

PROCESS OF PERFORMANCE APPRAISAL

1Establish performance standards

2Communicate performance3Measure actual performance4Compare with standards5Discuss the appraisal with employees

6 If necessary take correction actions

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 45: Employeeinvolvement

Benefits of Employee InvolvementInvolving employees and

empowering them provides the opportunity for continuous process improvement

It also improves quality and increase productivity because employees

bull Make better decisionsbull Implement and support decisionsbull Able to spot areas of improvement bull Take immediate corrective action

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES
Page 46: Employeeinvolvement

48

QUERIES

THANK YOU

  • Slide 1
  • Employee Involvement
  • Involvement
  • Slide 4
  • EMPLOYEE MOTIVATION
  • EMPLOYEE MOTIVATION (2)
  • Motivation
  • Maslows Hierarchy of Needs
  • What is Hierarchy
  • Levels of Hierarchy
  • Employees wants tend to follow the theories of Maslow
  • Achieving a Motivated Work Force
  • Farrukh is Here Irsquoll Try my best to explain my topic
  • Surveys Include curren Personality Characteristics curren Management S
  • What is Empowerment
  • Employee Empowerment
  • Slide 17
  • Irsquom Shahbaz Hussain Now I will continue the presentation
  • Slide 19
  • TEAMS AND TEAMWORK
  • Why Teams Work
  • Slide 22
  • Slide 23
  • Slide 24
  • DECISION-MAKING METHOD
  • Effective Team Meetings
  • Now I will continue the presentation Naeem
  • Slide 28
  • Slide 29
  • Slide 30
  • Slide 31
  • Slide 32
  • Slide 33
  • Slide 34
  • Common People Problems and Their Solutions
  • Slide 36
  • Training
  • Four Steps of Training
  • Im Waqas just ending the presentation
  • Suggestion System
  • Slide 41
  • Recognition and Rewards
  • Slide 43
  • Performance Appraisal
  • Slide 45
  • Slide 46
  • Benefits of Employee Involvement
  • QUERIES