Understanding Motivation Organization Structure Traditional Overpower One way

Understanding Motivation & Organization Structure Traditional • Overpower • One way communication • Micro-management • Management by exception • No clear policies • No clear job description • Committees • Resist change Modern • Empowerment • Two way communication • Employee Engagement • Autonomy • Clear policies • Clear job description • Teamwork • Knowledge management

Understanding Motivation Traditional Organization Structure

Understanding Motivation Modern Organization Structure

Understanding Motivation Modern vs. Traditional Organization Structure

Understanding Motivation & Organization Structure Who is the most important person in your organization? The natural inclination is to point toward the CEO. But if that’s how you’re thinking about it, you’re not putting yourselves in the shoes of your customers — and it could be hurting your brand your bottom-line. The most important person in your organization? It’s your customer. And if this is the right hierarchy, who is closest to your customers? Your frontline employees.

Understanding Motivation & Organization Structure Who is the most important person in your organization? The natural inclination is to point toward the CEO. But if that’s how you’re thinking about it, you’re not putting yourselves in the shoes of your customers — and it could be hurting your brand your bottom-line. The most important person in your organization? It’s your customer. And if this is the right hierarchy, who is closest to your customers? Your frontline employees.

Understanding Motivation & Organization Structure Flatten Organizational Structure

Understanding Motivation & Quality • Balanced Scorecard is a performance metric used in strategic management to identify and improve various internal functions of a business

A Balanced HR Scorecard

Understanding Motivation & Quality • ISO 9000 &HR • is defined as the international standard that specifies requirements for a quality management system (QMS). Organizations use the standard to demonstrate the ability to consistently provide products and services that meet customer and regulatory requirements.

Understanding Motivation & Quality • ISO 9000 &HR • is defined as the international standard that specifies requirements for a quality management system (QMS). Organizations use the standard to demonstrate the ability to consistently provide products and services that meet customer and regulatory requirements.

ISO 9000: 2000 Quality Management Principles • • Customer Focus Leadership Involvement of People Process Approach System Approach to Management Continual Improvement Factual Approach to Decision Making Mutually Beneficial Supplier Relationships

Understanding Motivation & Quality • ISO 9000 &HR • Personnel performing work affecting product quality shall be competent on the basis of appropriate education, training, skills, and experience. • Organizations should determine the level of competence that employees need, provide training or other means to ensure competency, evaluate the effectiveness of training or othe actions taken, ensure that employees are aware of how their work contributes to quality objectives, and maintain appropriate records of education, training, and experience. • The standards address the work environment from the standpoint of providing buildings, workspace, utilities, equipment, and supporting services needed to achieve conformity to product requirements, as well as determining and managing the work environment, includin safety, ergonomics, and environmental factors.

Understanding Motivation & Quality • ISO 9000 &HR Key Workforce-Focused Practices for Performance Excellence • Develop a performance management system based on compensation, recognition, reward, and incentives that supports high performance work and workforce engagement. • Assess workforce engagement and satisfaction and use results for improvement. • Assess workforce capability and capacity needs and use the results to capitalize on core competencies, address strategic challenges, recruit and retain skilled and competent people, and accomplish the work of the organization. • Manage career progression for the entire workforce and succession planning for managemen and leadership positions.