Employee Empowerment, Leadership & Change, Team building & Teamwork,

Communication & Interpersonal Relations, Education & Training

Major Topics

Employee Empowerment

Leadership and Change

Team Building & Team Work

Effective Communication

Education & Training

Employee Empowerment

Employee Empowerment Defined…

Employee Empowerment is Employee Involvement that matters.

It could also be defined as controlled transfer of authority to make decisions and take actions.

What is needed? Successful implementation of empowerment requires change in

corporate culture.

Does this mean Abdication? NO. Empowerment involves actively soliciting input from those

closest to the work and giving careful thought to that input.

Rationale

An aspect of Working Smart

Empowerment is the key to motivation & Productivity.

It enables a person to develop personally & professionally.

Inhibitors of Empowerment

Resistance from Employees & Unions

Resistance from Management Insecurity Personal Values Ego Management Training Personality Characteristics of Managers Exclusion of Managers

Workforce Readiness

Organizational Structure & Management Practices

Management’s Role in Empowerment & Implementing

Empowerment Management’s Role: Commitment Leadership Facilitation

Implementing Empowerment: Development of Suggestion Systems (Fig 8.3) Considering the Employees Point of View Putting Vehicles in Place

Brainstorming Nominal Group Technique (fig 8.4) Quality Circles Suggestion Boxes Walking & Talking

Suggestion Systems - 1

Management’s Role: Establishing Policy Setting Up the System Promoting the Suggestion System Evaluating & Implementing suggestions Rewarding employees

Improving the system.. Improving Suggestion Processing Improving Individual Suggestions

Problem Identification Research Idea Development

Suggestion Systems - 2

Evaluating Suggestions Though Employees make suggestions, final analysis is still to be

made by manager. Thus, Establish a formal rating system for evaluating suggestion

systems.

Handling Poor Suggestions Listen Carefully Express Appreciation Carefully explain your position Encourage feedback Look for Compromise

Achieving Full Participation

Removing Hidden Barriers Negative Behavior Poor Writing Skills Fear of Rejection Inconvenience

Encouraging new Employees

Coaching Reluctant Employees Assess Investigate Match Choose Manage

How to Recognize Empowered Employees

Taking Initiative

Identifying Opportunities

Thinking Critically

Building Consensus

Empowerment

Avoiding Traps: Defining Power as Discretion & Self- Reliance Failing to Properly Define Empowerment for

Managers & Supervisors Assuming Employees Have the skills to be

Empowered Getting Impatient Making the Transition from

Traditional Approach

Beyond Empowerment

Leadership & Change

Leadership Defined

Leadership is the ability to inspire people to make a total, willing and voluntary commitment to accomplish or exceeding organizational goals.

Leaders must Overcome resistance to change Broker the needs of Constituency groups Establish an ethical framework

Characteristics Balanced Commitment Positive Role Model Good Communication Skills Persuasiveness

Leadership for Quality

Principles: Customer Focus Obsession with Quality Freedom through Control Looking for Faults in Systems Teamwork Continuing Education & Training

The Juran Trilogy: Quality Planning Quality Control Quality Improvement

Leadership

Motivation & Inspiration: Understanding Individual Needs Understanding Individual Beliefs

Leadership Styles: In a total Quality setting, the most appropriate

style might be called participative leadership taken to a higher level

Building & Maintaining a Following

Popularity & the Leader Not all good leaders are popular. Vice Versa applies.

Leadership Characteristics Sense of Purpose, Self-Discipline, Honesty, Credibility,

Commonsense, Stamina, Commitment, Steadfastness.

Pitfalls Trying to be a buddy, Having an Intimate relationship with an

employee, Trying to keep the same when supervising former peers.

Paradigms of Human Interaction Win/Win, Win/Lose, Lose/Lose, Win

Leadership Vs Management

Leadership & Management are two distinctive and Complementary systems of action.

Management Coping with Complexity

Planning & Budgeting for Complexity

Develops capacity to carry out plans through organizing & staffing

Ensures accomplishment of plans through controlling & Problem Solving

Leadership Coping with Change

Setting the Direction for change

Aligns people to work toward the vision

Motivates & Inspires people to want to accomplish the plan

Leadership, Ethics, Change

Leadership & Ethics: Setting high standards of ethical behavior is an essential task of

leaders in a total quality setting.

Leadership & Change Have a clear vision & corresponding goals Exhibit a strong sense of responsibility Be an effective communicator Have a high energy level Have the will to change

Change

Employees & Mangers on Change Difficulty in Change Different perceptions of employees &

managers. Hence, proper atmosphere should be created to accommodate

change.

Restructuring & Change: Be smart & Empathetic Have a Clear Vision Establish Incentives that Promote the Change Continue to Train

How to Lead Change?

Change Facilitation Model:

A critical aspect of leadership in today’s globally oriented organization involves leading change.

Team Building & Team Work

Overview of Team Building & Teamwork - 1

What is a Team? A team is a group of people with a common, collective goal.

Rationale for Teams Primary reasons for advocating teamwork are:

Two or more heads are better than one. People in teams get to know each other better, build trust & as a result help

each other. Teamwork promotes better communication.

A group of people become a team when the following conditions exist: Agreement exists as to the team’s mission Members adhere to the team ground rules Fair distribution of responsibility & authority exists.

Overview of Team Building & Teamwork - 2

Types of Teams Department Improvement Team Process Improvement Team Task Force

Learning to Work Together Factors influencing teamwork:

Personal Identity of Team members Relationships among Team members Identity within the organization

How to be a Member? Gain Entry, Be Clear on the Team’s mission, Be well prepared and

participate, Stay in Touch.

Overview of Team Building & Teamwork - 3

How to be a Leader? Be clear on the team’s mission Identify success criteria Be action centered Establish the ground rules Share Information Cultivate Team Unity

Team Excellence & Performance Interdependence, Stretching tasks, Alignment, Common Language,

Trust/Respect, Shared Leadership/ Followership, Problem-solving skills, Confrontation/ Conflict-handling skills, Assessment/Action, Celebration.

Building Teams & Making them Work

Following are the factors that influence team building & should be taken care of: Makeup & Size of Teams Choosing Team Members Responsibilities of Team Leaders Other Team Members Creating Teams Mission Statement Developing Collegial Relationships Promoting Diversity in Teams

Four Step Approach to Team Building

Assessing Team Needs

Planning Team-Building Activities

Executing Team-Building Activities

Evaluating Team-Building Activities

Character Traits & Teamwork

Following are few character traits required for Teamwork: Honesty Selflessness Dependability Enthusiasm Responsibility Cooperativeness Initiative Patience Resourcefulness Punctuality Perseverance

Teams are not Bossed – They are Coached

Bosses approach the job from “I’m in charge – do as you are told perspective”.

Coaches are facilitators of team development and continually improved

performance.

Following are a few characteristics of a Coach: Clearly Defined Character Team Development/Team Building Mentoring Mutual respect Human Diversity

Handling Conflict in Teams

Resolution Strategies for Team Conflicts:

Plan & Work to establish a balanced culture

Establish clear criteria

Don’t allow individuals to build personal empires

Encourage & Recognize risk-taking behavior

Value constructive dissent

Assign people of widely differing perspectives

Reward and recognize both dissent & teamwork

Structural Inhibitors of Teamwork

Commonly found structural inhibitors to teamwork in organizations are:

Unit Structure

Accountability

Unit Goals

Responsibility

Compensation & Recognition

Planning & Control

Rewarding Team & Individual Performance

An organization’s attempt to institutionalize teamwork will fail unless it includes implementation of an appropriate compensation system

Effective Communication

Defnition of Communication

Communication is the transfer of message( information,idea,emotion,intent,feeling or

something else) that is both received and understood.

Effective Communication

Effective Communication means that the message is received ,understood and acted on in the desired manner. It is higher order of communication.

Strategies to communicate the importance of quality

1) Be optimistic and tie quality to the organization’s strategic direction

2) Consider the points of view of all sides when formulating your message.

3) Be positive ,honest and consistent-give every one the same message.

Defnition of Listening

Listening means receiving the message,corretly decoding it and accurately perceiving what it means.

Inhibitors of effective listening

Lack of concentration Interruption Preconceived ideas Thinking ahead Interference

Improving the listening skills

Upgrade your desire to listen Ask the right question Judge what is really being said Eliminate listening errors

Communicating in Writing (Helpful Rules)

Plan before you write. Be brief. Be direct. Be accurate. Practice self – editing.

Strategies for improving communication

Keep up to date. Prioritize and determine time constrains. Decide whom to inform. Determine how to communicate. Communicate and follow up. Check understanding and obtain feedback

Education & Training

Overview of Education, Training & Learning - 1

Training is An organized, systematic series of activities designed to enhance

an individual’s work-related knowledge, skills, and understanding.

Corporate America invests more than $45 billion per year in training.

Sources of Training: In house training External Training or a combination of both.

Numerous Instructional methods like video tapes, lecture, demonstration etc., are used to provide

training to employees

Overview of Education, Training & Learning - 1

Types of training by Industry: Customer Education Sales Skills Employee relations etc.,

Changing Role of Training Mission of corporate Training is becoming the maximization

of competitiveness through continual improvements.

Attitudes towards Training Although interest levels don’t yet match those found in

European and Pacific Rim countries, attitude towards training in North America are changing for better.

Rationale for Training

The rationale for training can be found in the need to compete.

Following are the important factors for “need for training” Quality of the existing labor pool Global Competition Rapid & Continual Change Technological Transfer Problems Changing Demographics

Any kind of learning can benefit employees & employers alike in ways that cannot be predicted.

Training needs Assessment

It is most important to: Train those who need it most Ensure that the training provided is designed to promote the

goals of the organization

Managers may become involved in assessing training needs at two levels: Organizational Level Individual Level

The most structured approach managers can use to assess training needs is the job task analysis survey.

Providing Training

Strategies for maximizing training resources: Build in Quality from the start Design Small Think Creatively Shop around Preview & Customize

Internal Approaches Computer Based training, Group instruction etc.

External Approaches Enrolling employees in programs provided by public institutions.

Partnership Approaches Training partnerships combine characteristics of the above two

approaches.

Evaluating Training

Evaluating Training begins with a clear statement of purpose.

To know where training has improved performance, managers need to know three things: Was the training provided valid? Did the Employees learn? Has the learning made a difference?

Managers as Trainers & Trainees - 1

Principles of Learning:

People learn best when they are ready to learn People learn more easily when what they are learning can be

related to something they already know People learn best in a step-by-step manner People learn by doing The more often people use what they are learning, the better

they will remember and understand it Success in learning tends to stimulate additional learning People need immediate and continual feedback to know if they

have learned.

Managers as Trainers & Trainees - 2

Four Step Teaching Method: Preparation Presentation Application Evaluation

Managers as Trainees: Quality basics Strategic Quality management Quality Planning Quality Improvement Quality Control

Workforce Literacy

Impact of Illiteracy on Industry: Difficulty in filling high-skill jobs, lower levels of

productivity, higher levels of waste etc.,

What Industry Can Do Industry in United States has found it necessary to confront

the literacy problem head-on. Companies are doing this by providing remedial education in

the workplace.

What Managers Should Know about Literacy Training The need for workforce literacy will be a fact of life with

which managers will have to deal for some time to come.

Improving Learning

Teaching Study Skills Make a schedule and stick to it Have a special place to study Listen and take notes Read assertively Improve test-taking skills

Using Humor in Training Properly used relevant humor can produce a more favorable audience

for the trainer.

Why Training Sometime fails? Lack of participation in planning by management Too narrow in scope

Orientation Training

Recurring errors associated with orientation training: Insufficient Information Too much Information Conflicting Information

Principles for providing effective training: Base orientation topics on a needs assessment Establish an organizing framework Establish learner control Make orientation a process, not just an event Allow people and personalities to emerge Reflect organization’s mission & culture Have a system for improving & updating

Customer Training

An old adage states “The customer is always right”

Customer education has several aspects: Shaping customer expectations Providing user support Marketing

Customer expectations are shaped by the promotional literature used in marketing the product.

Customer training can also help market a product.

Ethics Training

Ethical behavior and the rationale for it can be taught.

Ethics training is becoming increasingly important As the pressures of succeeding in an intensely competitive

global marketplace grow.

Following are a few recommendations: Stimulate discussion Facilitate, don’t preach Integrate ethics training Highlight practical applications