Recognising Employees
Employees can be recognized in different ways and not just the monetary portion. Most leading companies boost employees’ morale by,
1. Inviting their suggestions and rewarding for higher productivity and rewarding them by making a token payment for suggestion.
2. Involving them in key decisions.
Organizations are under severe cost pressure in today’s Global economy. This make the employee recognition particularly attractive. Employee Recognition as superior performes which costs no money is the best form of motivators as compared to other motivators. A survey of 3000 employers it was found that about 2000 of them use or plan to use special recognition awards. One of the most well known and wildly used recognition devices in the use for employee recognition is “Suggestion Systems”. The suggestions are sought from the employees by the management which they encourage them to drop in the boxes kept at various locations in their plants and offices. The suggestions are called for for improving processes for better quality and productivity and also for cast cutting in the form lesser inputs of raw materials and additives or consumables by using materials of better yield.
In the Global scenariono it appears Japanese industry is at the top with 47 suggestions per year per employee and they pay out equivalent of USD 35 per suggestion. In comparision western countries average 1 (one) suggestion per year per employee and payout USD 90 per suggestion. India and China are better than western countries in this respect and are fast catching up wiith Japanese.
Another method adopted for recognition is employee involvement. The Donnel corporation, a major supplier of Glass Products to automobile manufacturers, uses committees for elected representatitives to make all key decisions affecting their employees. At the General Elrctric lighting plant in Ohio , U.S.A. work teams perform many tasks and assume many of the responsibilities once handled by their supervisors. When the demand for their Tubes has gone down the workers team first decided to slow production and later on laid themselves off. Some examples of involvement:
· Marketing people at a large insurance co., meet for an hour every week to discuss ways in which they can improve the quality of their work and increase productivity.
· An automobile dealer in Phoenix allowas its salespeople to negotiate and finalise deals with customers.
· Germany, France, Denmark, Sweden and Austria require companies to have elected representatives from their employee groups as members of their Board of Directors.
The above with the Managements’ approval illustrates an indepth involvement of employees.
Employees involvement can be defined as a participative process that uses the entire capacity of employees and is designed to encourage increased commitment to the organization success.
By increasing the autonomy and control over their work lives, employees will become more motivated, more commited to the organization, more productive, and more satisfied with their jobs.
Four forms of employee involvement is reviewed here which is considered to be common, Participative management, representative participation, Quality Circles and Employee stock ownership plans.
Participative management is already discussed in detail above.
Representative participation: Workers are represented by a small group of employees who actually participate. This has been called the most”widely legislated form of employee involvement around the world”.
Quality circles: It is a work group of 8 to 10 employees and supervisors who have a shared area of responsibility. They meet regularly- on company’s time and premises- to discuss their Quality problems recommend solutions and take corrective actions. They take responsibility for solving quality problems, and evaluate their own feed back. However Management has the control over implementing the decision.
Employee stock ownership plans (ESOP) are company-established benefit plans in which employees acquire stock as a part of their benefit.. The ESOP ids controlled by a Trust and the employees cannot take physical possession of the stocks or sell them. Sometimes the company may also stipulate a time period for selling them . The objective is on one side to motivate the employees and on the other retaining them for a longer period of time.
Employers are coming out with more and more innovative ways of employee involvement with the objective of Quality and Cost competitiveness so as to increase the company’s market share.
From India, New Delhi
7Employees can be recognized in different ways and not just the monetary portion. Most leading companies boost employees’ morale by,
1. Inviting their suggestions and rewarding for higher productivity and rewarding them by making a token payment for suggestion.
2. Involving them in key decisions.
Organizations are under severe cost pressure in today’s Global economy. This make the employee recognition particularly attractive. Employee Recognition as superior performes which costs no money is the best form of motivators as compared to other motivators. A survey of 3000 employers it was found that about 2000 of them use or plan to use special recognition awards. One of the most well known and wildly used recognition devices in the use for employee recognition is “Suggestion Systems”. The suggestions are sought from the employees by the management which they encourage them to drop in the boxes kept at various locations in their plants and offices. The suggestions are called for for improving processes for better quality and productivity and also for cast cutting in the form lesser inputs of raw materials and additives or consumables by using materials of better yield.
In the Global scenariono it appears Japanese industry is at the top with 47 suggestions per year per employee and they pay out equivalent of USD 35 per suggestion. In comparision western countries average 1 (one) suggestion per year per employee and payout USD 90 per suggestion. India and China are better than western countries in this respect and are fast catching up wiith Japanese.
Another method adopted for recognition is employee involvement. The Donnel corporation, a major supplier of Glass Products to automobile manufacturers, uses committees for elected representatitives to make all key decisions affecting their employees. At the General Elrctric lighting plant in Ohio , U.S.A. work teams perform many tasks and assume many of the responsibilities once handled by their supervisors. When the demand for their Tubes has gone down the workers team first decided to slow production and later on laid themselves off. Some examples of involvement:
· Marketing people at a large insurance co., meet for an hour every week to discuss ways in which they can improve the quality of their work and increase productivity.
· An automobile dealer in Phoenix allowas its salespeople to negotiate and finalise deals with customers.
· Germany, France, Denmark, Sweden and Austria require companies to have elected representatives from their employee groups as members of their Board of Directors.
The above with the Managements’ approval illustrates an indepth involvement of employees.
Employees involvement can be defined as a participative process that uses the entire capacity of employees and is designed to encourage increased commitment to the organization success.
By increasing the autonomy and control over their work lives, employees will become more motivated, more commited to the organization, more productive, and more satisfied with their jobs.
Four forms of employee involvement is reviewed here which is considered to be common, Participative management, representative participation, Quality Circles and Employee stock ownership plans.
Participative management is already discussed in detail above.
Representative participation: Workers are represented by a small group of employees who actually participate. This has been called the most”widely legislated form of employee involvement around the world”.
Quality circles: It is a work group of 8 to 10 employees and supervisors who have a shared area of responsibility. They meet regularly- on company’s time and premises- to discuss their Quality problems recommend solutions and take corrective actions. They take responsibility for solving quality problems, and evaluate their own feed back. However Management has the control over implementing the decision.
Employee stock ownership plans (ESOP) are company-established benefit plans in which employees acquire stock as a part of their benefit.. The ESOP ids controlled by a Trust and the employees cannot take physical possession of the stocks or sell them. Sometimes the company may also stipulate a time period for selling them . The objective is on one side to motivate the employees and on the other retaining them for a longer period of time.
Employers are coming out with more and more innovative ways of employee involvement with the objective of Quality and Cost competitiveness so as to increase the company’s market share.
From India, New Delhi
hi cite write,
i m a new member in this forum. i just come across ur ariticle while surfing other things. It seems that u have a clear idea about diffrent types of employee involvement. would u pls explain and compare those mechanisms and the conditions that r needed to increase the likelihood of success.
if any other frnd want to contribute on this topic .........most welcome.
From United Kingdom, Bedford
i m a new member in this forum. i just come across ur ariticle while surfing other things. It seems that u have a clear idea about diffrent types of employee involvement. would u pls explain and compare those mechanisms and the conditions that r needed to increase the likelihood of success.
if any other frnd want to contribute on this topic .........most welcome.
From United Kingdom, Bedford
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