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Enhancing Employee Participation Strategies

The document discusses employee participation in organizations. It defines employee participation as involving employees in how work is done, making suggestions for improvement, goal setting, planning, and performance monitoring. Examples of employee participation given include quality circles, consultation meetings, suggestion schemes, and multichannel decision making. Employee involvement means valuing each employee's input and recognizing their role in running the business. Employee empowerment refers to giving employees more decision-making authority over their own jobs. The document also lists some potential drawbacks and provides nine tips for developing employee participation.

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sajjadbh
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127 views15 pages

Enhancing Employee Participation Strategies

The document discusses employee participation in organizations. It defines employee participation as involving employees in how work is done, making suggestions for improvement, goal setting, planning, and performance monitoring. Examples of employee participation given include quality circles, consultation meetings, suggestion schemes, and multichannel decision making. Employee involvement means valuing each employee's input and recognizing their role in running the business. Employee empowerment refers to giving employees more decision-making authority over their own jobs. The document also lists some potential drawbacks and provides nine tips for developing employee participation.

Uploaded by

sajjadbh
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd

Presented By “EXPLORERS”

Group Members:

Mr. Mehdi
Mr.Ghazanfar
Mr.Sajjad
Miss.Saman

Presented To:
Sir.Shakoor Rizvi
EMPLOYEE PARTICIPATION
NEEDS OF EMPLOYEE
PARTICIPATION
Employee participation is in part a response to the
quality movement within organizations.

Employee participation is also part of the move towards


human resource development in modern organisations.

Employee participation is required to take steps to


ensure their own health and safety and that of others.

Successful management of health and safety issues is


best achieved through good-faith co-operation in the
EXAMPLES OF EMPLOYEE
PARTICIPATION
 Project teams or quality circles in which employees
work on project or tasks with considerable
responsibility being delegated to them.
 Consultation exercises and meetings whereby
employees are encouraged to share ideas.
 Delegation of responsibility within the organization.
EXAMPLES………Cont.
Suggestion schemes where employees are
given channels whereby they can suggests new
ideas to managers within the organization.
Often they will receive rewards for making
appropriate suggestions.

 Multi-channel decision making process. In


such situations decisions are made not only in
a downward direction, they also result from
communications upwards, sideways and in
many other directions within the organization.
EMPLOYEE INVOLVEMENT AND
EMPOWERMENT
Employee involvement
Employee involvement means that every employee is
regarded as a unique human being, not just a cog in a
machine, and each employee is involved in helping
the organization meets its goals. Each employee’s
input is solicited and valued by his/her management.
Employees and management recognize that each
employee is involved in running the business.
Employee involvement……Cont
In other words employee involvement can also
be defined as the regular participation of
employees in :

i.How their work is done,


ii.Making suggestions for improvement,
iii.goal setting,
iv.Planning,
v.Monitoring of their performance.
EMPLOYEE EMPOWERMENT
Employee empowerment refers to
enlargement of an employee’s job
responsibilities by giving him the
authority of decision making about his
own job without approval of his
immediate supervisor.
EMPLOYEE
EMPOWERMENT….Cont
Employee empowerment also means that
management recognizes this ability, and provides
the employees with tools and authority required
to continuously improve their performance. The
management states its expectations about
employees recognizing and solving problems, and
empowers them to do so.
DRAWBACKS
RIVALRY WITHIN AND ACROSS TEAMS
A SHORTAGE OF TIME AND SKILLS IN THE TEAM
TO DEAL WITH CONVENTIONAL MANAGEMANT
CONCERNS LIKE HIRING, TRAINING, AND
RESOLVING INTERPERSONAL DISPUTES.
DIFFICULTY APPRAISING EMPLOYEES IN THE
ABSENCE OF A TRADITIONAL MANAGEMENT
FIGURE.
Nine Tips for Developing Employee
participation
 Find out what parts of their jobs people find the
most rewarding. Provide them with opportunities
to perform these tasks.
 Acknowledge work that is done well. We all want to
be recognized. Employees—and supervisors—need
to know what they are doing is important and
appreciated.
 Be enthusiastic. Demonstrate purpose,
commitment and inspiration to your employees.
Nine Tips for Developing Employee
participation
Create an upbeat work environment. Use patience
and understanding when working with members of
your group.
Create an environment of growth. Encourage
employees to take on new responsibilities within their
capabilities. Give employees opportunity to expand
their capabilities through education and training.
Lead by example. It’s not what you say or believe. It is
about what you do.
Nine Tips for Developing Employee
participation
Be available. Encourage your employees to approach
you with their work-related concerns and suggestions.
Share your authority. Give employees latitude in
solving problems and in performing their tasks.
Share the planning. Include the those responsible for
meeting objectives and goals in the process of
developing them.
THANK YOU

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