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It is the concept of intrinsic motivation and Involvement in decision making. Employee
involvement is the process of empowering members of an organization to make decisions & to solve
problems appropriate to their levels in the organization.

  

Increased involvement means more responsibility which requires higher skill level. This can be
achieved through training.

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x.| Improved Communication
2.| Change of corporate culture
3.| Demonstration of Management commitment to quality

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x.| Yeinforcement of quality message & basic skill remediation.
2.| Job Skill requirements.
3.| Knowledge about principles of whichincludes
i.| Groblem Solving Techniques
ii.| Groblem Analysis
iii.| Statistical Grocess control
iv.| Quality Measurement
v.| Group Grocess & Group Decision Making

   

!| Quality Awareness
!| Quality measurement
!| Grocess management & Defect prevention
!| Team building & Quality circle training
!| Œocus on customers & Markets
!| Statistics & statistical methods
!| Teguchi methods

 

It is choosing from a group of potential employees/placement, the specific person to perform a
given job.

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!| Decide what the Job Involves & abilities required
!| èse established selection techniques like
V| Ability tests
V| Gersonality test
V| Interviews
V| Assessment centers
V| In TQM Organization (Additional Yequirements)
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!| Quality Work the first time
!| Œocus on Customers
!| Strategic holistic Approach to improvement
!| Continuous improvement as a way of life
!| Mutual respect and teamwork

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!| It is to serve as a diagnostic tool & review process for development of individual, team &
organization.
!| It is used to determine reward levels. Validate test, aid career development, improve
communication, and facilitate understanding of job duties.

 
 
!| It encourages short term goals rather than long term planning
!| It undermine team work & encourages competition for reward
!| The cause of non quality is not the employee but the system
!| It is attempt by management to pin the blame for poor organizational performance on lower
level employees rather than system which is responsibility of upper management.

Gerformance appraisal is most effective when they focus on the objectives of the company which is
quality work and customer satisfaction. It should be aligned with the principle of shared responsibility
for quality. The integration of total quality & Gerformance appraisal is necessary.

Gr

 
!| Customer expectations, not the job description, generate the individual͛s job
expectations.
!| Yesult expectations meet different criteria than management by objective statements.
!| Gerformance expectations include behavioral skills that make the real difference in
achieving quality performance & total customer satisfaction
!| The rating scales reflects the actual performance not a ͞grading curve͟
!| Employees are active participants in the process not merely ͞drawn in͟