Employee Motivation, Involvement, and Recognition

1. Employee Motivation, Involvement, and Recognition

2. Requirements For Today’s Managers • In alignment (to be on the team) • Thinking out the box (be creative) • Empowering employees • Maintaining core competencies • Managing change

3. Requirements For Today’s Employees (1 of 2) • Flexibility - accept change readily • Clock speed - move faster, think faster • Accept ambiguity & uncertainty • Stay current - commit to life-long learning • Contribute - add more value than you take

4. Requirements For Today’s Employees (2 of 2) • Manage yourself - fixer not finger pointer • Don’t get a job, make a job

5. How Does the Workforce Affect Productivity?

6. How Does the Workforce Affect Productivity? • Composition of the workforce • Characteristics of life off the job • Personal well-being of workers • Job characteristics • Workplace characteristics • Employee satisfaction and motivation

7. How Can An Organization Motivate Its Employees?

8. Strategies for Improving Motivation • Implement effective performance evaluation systems • Implement individual rewards & recognition systems • Improve work design and job design • Promote employee involvement • Solicit employee feedback systematically

9. Work Design Techniques for Improving Productivity • Streamline work processes • Adopt team (group) concepts • Deploy Quality of Work Life (QWL) practices • Implement group reward & recognition systems • Design effective layouts and work cells

10. Job Design Techniques for Improving Productivity • Job simplification • Job rotation • Job enlargement • Job enrichment • Job sharing

11. Teams and Productivity • Content (goals and outcomes) and process (how the team accomplishes tasks) - productive teams pay attention to both. • Cohesion - Team must be cohesive but must not want agreement more than accuracy (or quality of outcome).

12. Undercurrents in Team Dynamics • Personal identity in the group • Membership, inclusion • Influence, control, mutual trust • Getting along, mutual loyalty • Identity with the work unit • Effects on relationships with co-workers and loyalty to work unit

13. Undercurrents in Team Dynamics (Continued) • Relationships between team members • Effects on rank and positions • Friendship and formality • Openness • Personality preferences

14. Employee Involvement • Employee involvement means allowing employees to participate in work-related decisions and improvement activities that affect them. • This doesn’t mean anarchy, but it means that management shares its responsibilities in decision-making with employees.

15. What Are the Potential Benefits of Employee Involvement?

16. Benefits of Employee Involvement • Increases trust and commitment. • Improves employee communications and attitudes. • Involved employees are more likely to generate new ideas and achieve a higher quality of work life • Reduce the workload of managers

17. Information sharing Dialogue Individual problem solving Intra-groupproblem solving Inter-group problem solving Focused problem solving Limited self-direction Total self-direction Levels of Employee Involvement

18. Approaches to Involving Employees • Commitment from management • Must be long-term, ongoing attempts • Communications efforts • feedback • “bottom-up” communications • employee surveys and suggestion systems • Training and education

19. What Are Characteristics of An Effective Recognition System?

20. Characteristics of An Effective Recognition System • Meaningful and fair • Fun and non-threatening • Publicize extensively • Input from employees on the system • Tied to performance evaluation system • Allow nomination from employees and customers

21. Conclusions • Productivity improvement (PI) is critical to every organization for survival • Every employee should have basic knowledge and skills to contribute to PI • Organizations need to have clear PI strategies • Successful PI does not ensure long-term profitability nor competitiveness