when we are talking about quality management, team work and participation of employees is very important

1. Participation & Team Work
 Team Members
 M. Faheem Siddiqui
 Kanwar Kashif Ali
 Khazeena Siddiqui
 Hassan Siddiqui
 Danish Khan
 Ghulam Ali
 Muhammad Panjal

2. Participation and Team work are key elements of an
effective quality management system

3. E.I. offers many advantages over traditional
managerial practices

4. Employee Involvement (E.I.)
 Replacing the adversarial
mentality-with
trust and cooperation
 Developing the leadership capability of
individuals, creating a sense of mission and
fostering trust
 Increasing
employee
morale
and
commitment to the organization

5. Employee Involvement (E.I.)
 Offering creativity and innovation, the
source of competitive advantage
 Helping people understand the quality
principles and infuse these principles into
corporate culture
 Allowing employees to solve problems at the
source immediately and………..
 Improving quality and productivity

6. Psychological Basis for E.I.
 Maslow and Hertzberg
proposed
best
models of Human needs
 Douglas McGregor presented Theory X and
Theory Y

7. Employee Involvement Practices
Employee Involvement is based on four
Fundamental Practices
 Sharing Information
 Increasing Knowledge
 Rewarding Performance
 Redistributing Power

8. Sharing Information
 Employee must understand how the
business is doing to make meaningful
contribution
 Most of the companies do not provide
information about financial results, New
technologies and Planning System which
suggests that they do not consider
employees as important stakeholder

9. Increasing Knowledge
 The inherent talent of employee to be used by
providing
training
improvement
for
continuous
 Effective training for E.I. include decision
making skills , problem solving skills , quality
and statistics tools, basic business skills , team
building, job skills

10. Rewarding Performance
 Rewards on performance is one way of E.I.
 Five popular approaches for rewarding
performance are
 Individual incentives
 Team incentives
 Profit sharing
 Gain sharing
 Stock ownership

11. Redistributing Power
 Methods to move power downward
 Suggestion system
 Individual empowerment (most common practice)
 Joint union/management committees
 Quality circles
 Self managed teams
 Work redesign programs/Job enrichment

12. E.I. Resistance to Change
 In many organizations both management
and unions are dead set against the Change

13. Resistance to Change
 Managers:
 Work as team rat and loose control over your
destiny
 They do not allow because of sharing of Power
with employees
 1st line Managers’ interests tend to be ignored
in E.I.

14. Resistance to Change
 Union naturally resist
 They think E.I. will reduce their bargaining
power
 May result in break up of union
 They will have to work hard

15. Resistance to Change
Resistance to E.I. is driven by fears
Fear of reprisal by management
Fear of providing information
Fear of change
Fear of failure
Fear of others

16. Techniques to Overcome Resistance
Eliminate Fear
 Open and honest dialogues among all parties
 Good Planning and transparent change process
 Significant management
implementation
involvement
to
it’s
 Create significant dissatisfaction with the status
quo stimulating need for change

17. Techniques to Overcome Resistance
 Provide support to raise comfort level with new
concepts
 Be consistent in the pursuit of participative
management and continuously modeling the
desired behavior
 Be intolerant of insubordination
 Deal immediately and decisively with flagrant
resisters

18. Thank you

All images/pictures in this presentation are obtained from Google