Employee Empowerment, Leadership

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Employee Empowerment, Leadership Change, Team
building Teamwork, Communication
Interpersonal Relations, Education Training

• Course Instructor
• Dr. Syed M. Ahmed, Ph.D.
• College of Engineering Computing
• Florida International University, Miami, Florida

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Major Topics

• Employee Empowerment
• Leadership and Change
• Team Building Team Work
• Effective Communication
• Education Training

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Employee Empowerment
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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.

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Rationale

• An aspect of Working Smart
• Empowerment is the key to motivation
  Productivity.
• It enables a person to develop personally
  professionally.

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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

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Managements Role in Empowerment Implementing
Empowerment

• Managements 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

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Suggestion Systems - 1

• Managements 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

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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

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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

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How to Recognize Empowered Employees

• Taking Initiative
• Identifying Opportunities
• Thinking Critically
• Building Consensus

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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

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Leadership Change
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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

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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

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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

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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

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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

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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

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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

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How to Lead Change?

• Change Facilitation Model
• A critical aspect of leadership in todays
  globally oriented organization involves leading
  change.

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Team Building Team Work
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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 teams mission
• Members adhere to the team ground rules
• Fair distribution of responsibility authority
  exists.

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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 Teams mission, Be
  well prepared and participate, Stay in Touch.

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Overview of Team Building Teamwork - 3

• How to be a Leader?
• Be clear on the teams 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.

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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

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Four Step Approach to Team Building

• Assessing Team Needs
• Planning Team-Building Activities
• Executing Team-Building Activities
• Evaluating Team-Building Activities

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Character Traits Teamwork

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

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Teams are not Bossed They are Coached

• Bosses approach the job from
• Im 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

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Handling Conflict in Teams

• Resolution Strategies for Team Conflicts
• Plan Work to establish a balanced culture
• Establish clear criteria
• Dont 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

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Structural Inhibitors of Teamwork

• Commonly found structural inhibitors to teamwork
  in organizations are
• Unit Structure
• Accountability
• Unit Goals
• Responsibility
• Compensation Recognition
• Planning Control

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Rewarding Team Individual Performance

• An organizations attempt to institutionalize
  teamwork will fail unless it includes
  implementation of an appropriate compensation
  system

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• Effective Communication

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Defnition of Communication

• Communication is the transfer of message
• ( information,idea,emotion,intent,feeling or
  something else) that is both received and
  understood.

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Effective Communication

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

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Strategies to communicate the importance of
quality

• 1) Be optimistic and tie quality to the
  organizations 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.

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Defnition of Listening

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

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Inhibitors of effective listening

• Lack of concentration
• Interruption
• Preconceived ideas
• Thinking ahead
• Interference

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Improving the listening skills

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

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Communicating in Writing (Helpful Rules)

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

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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

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Education Training
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Overview of Education, Training Learning - 1

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

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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 dont yet match those
  found in European and Pacific Rim countries,
  attitude towards training in North America are
  changing for better.

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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.

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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.

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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.

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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?

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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.

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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

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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.

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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

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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 organizations mission culture
• Have a system for improving updating

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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.

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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, dont preach
• Integrate ethics training
• Highlight practical applications

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Questions/Queries