Employee Involvement How to involve employees in decision making and continuous improvement activities is the strategic aspect of involvement

and can include such methods as suggestion systems, manufacturing cells, work teams, continuous improvement meetings, Kaizen (continuous improvement) events, corrective action processes, and periodic discussions with the supervisor. Intrinsic to most employee involvement processes is training in team effectiveness, communication, and problem solving, the development of reward and recognition systems and frequently, the sharing of gains made through employee involvement efforts. Employee Involvement Model: For people and organizations who desire a model to apply, one of the best works was developed by Tannenbaum and Schmidt (1958) and Sadler (1970). They provide a continuum for leadership and involvement that includes an increasing role for employees and a decreasing role for supervisors in the decision process. The continuum includes this progression.

Tell: The supervisor makes the decision and announces it to staff. The supervisor provides complete direction. Sell: The supervisor makes the decision and then attempts to gain commitment from staff by "selling" the positive aspects of the decision. Consult: The supervisor invites input into a decision while retaining authority to make the final decision herself. Join: The supervisor invites employees to make the decision with the supervisor. The supervisor considers her voice equal in the decision process. Delegate: The supervisor turns the decision over to another party. Motivational Theory Links to EI Programs: 1) Theory Y: In this theory, management assumes employees may be ambitious and selfmotivated and exercise self-control. It is believed that employees enjoy

their mental and physical work duties. This theory is a positive view to the employees, meaning that the employer is under a lot less pressure than someone who is influenced by a theory X management style. 2) Two Factor Theory: Herzberg's Two Factor Theory is a "content theory" of motivation" (the other main one is Maslow's Hierarchy of Needs).He suggested a two-step approach to understanding employee motivation and satisfaction:

a) Hygiene Factors: Hygiene factors are based on the need to for a business to avoid unpleasantness at work. If these factors are considered inadequate by employees, then they can cause dissatisfaction with work. Hygiene factors include: - Company policy and administration - Wages, salaries and other financial remuneration - Quality of supervision - Quality of inter-personal relations

- Working conditions - Feelings of job security

b) Motivator Factors Motivator factors are based on an individual's need for personal growth. When they exist, motivator factors actively create job satisfaction. If they are effective, then they can motivate an individual to achieve above-average performance and effort`. Motivator factors include: - Status - Opportunity for advancement - Gaining recognition - Responsibility - Challenging / stimulating work - Sense of personal achievement & personal growth in a job According to Herzberg, management should focus on rearranging work so that motivator factors can take effect. He suggested three ways in which this could be done: - Job enlargement - Job rotation - Job enrichment 3) ERG Theory of Motivation: To bring Maslows need hierarchy theory of motivation in synchronization with empirical research, Clayton Alderfer redefined it in his own terms. His rework is called as ERG theory of motivation. He recategorized Maslows hierarchy of needs into three simpler and broader classes of needs:

Existence needs- These include need for basic material necessities. In short, it includes an individuals physiological and physical safety needs. Relatedness needs- These include the aspiration individuals have for maintaining significant interpersonal relationships (be it with family, peers or superiors), getting public fame and recognition. Maslows social needs and external component of esteem needs fall under this class of need. Growth needs- These include need for self-development and personal growth and advancement. Maslows self-actualization needs and intrinsic component of esteem needs fall under this category of need.