...Employee Empowerment Exploring employee empowerment is a management decision based on proven capability and demonstrated trust by the employee. Transformed organizations introduce empowerment over rules and regulations through smart governance and guidelines supporting organizational culture. These practices promote improved customer service through employee decision-making extended by management authority and flexibility. Demonstrating customer-focused programs and practices through skilled and knowledgeable employees with authority and responsibility to move the organization forward in its mission. Power and Empowerment By definition and context, power is “possession of control, authority, or influence over others” (Merriam-Webster's Third New International Dictionary Unabridged, 2002). A good manager can have power and influence over others and lead well. The definition of empowerment is “to give authority, to enable, and to promote influence” (Merriam-Webster's Third New International Dictionary Unabridged, 2002). The act of empowerment allows a manager to enable individuals to think and act in a way that will enhance their performance, and demonstrate trust in the employee’s abilities. This does not remove power from the manager but instead increases his or her potential to gain power by an effective team. Flat Organization Model Organizational structure is the key difference in reporting processes in organizations. Big organizations have vertical organizational...
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...The Employee Empowerment 1 Running head: THE EMPLOYEE EMPOWERMENT IN IT DEPARTMENT The Employee Empowerment in Information Technology Department Arman Kanooni Capella University COMP8004 – Managing and Organizing People Professor: Dr. Will I Reed November 7, 2005 The Employee Empowerment 2 Abstract Many Information Technology (IT) Departments in major corporations are trying to shift the management practices from a traditional style of command and control toward the participatory management style. They encourage virtual teams, global mobile telecommuting, flexible hours, and greater participation of employees in the decision-making process in work groups. In this paper, we examine an employee versus a manager conceptual model of employee empowerment program and examine this issue in light of relevant theories of leadership, motivation theories, and cognitive science. The barriers to employee involvement are reviewed and some effective methods to remove these obstacles will be explored. Finally, the notion of delegation of decision making from managers to employees will be addressed in the context of the employee empowerment program. The Employee Empowerment 3 Table of Contents Introduction..................................................................................................................................... 4 What is empowerment?................................................................................................................... 5 Goals and...
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...Introduction What are motivation and empowerment? Motivation is the set Internal and external factors that stimulate desire and energy in people to be continually interested and committed to a job, role or subject, or to make an effort to achieve the goal. It can be result from the interaction of both conscious and unconscious factor such as intensity of need, incentive or reward of the goal and expectation of the individual or peers. Empowerment is a process that provides greater autonomy to employee through sharing information and the provision of control over factor affecting job performance, like delegate the power or authority to the subordinate in the organization. Motivational methods – Goal Setting Theory Goal Setting Theory is involves the department or supervisor plan to motivate an employee toward the goals. This theory helps employee to be motivated and they are stimulated and interested to achieve the goal. For example if the sale team can achieve the sale target. The team will get a 10% bonus of their wage. Motivational methods - Job Enrichment Job Enrichment is a theory that changes in job duties to increase employee’s authority and responsibility, the employees feel like their work has meaning and is important to the company. There are two different way, the first is vertical loading. It involves increasing job depth by adding responsibilities, like planning and controlling, previously held by the supervisors. The second is horizontal loading...
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...CHAPTER 7 Power, Politics, and Leadership The purpose of this chapter is to provide readers with new insights into power and politics so that they can make better use of power and politics and thus lead others effectively. Chapter 8 is a continuation of this topic, but with a description of various influence tactics. CHAPTER OUTLINE AND LECTURE NOTES To function effectively, leaders must use power effectively, including applying political tactics to acquire and retain power. I. SOURCES AND TYPES OF POWER To exercise influence, a leader must have power, the potential or ability to influence decisions and control resources. A. Position Power A standard method of classifying power is based on whether the power stems from the organization or the individual. 1. Legitimate Power. Power granted by the organization is referred to as legitimate power. This power increases as one moves up the organization ladder. 2. Reward Power. The authority to give employees rewards for compliance is referred to as reward power. 3. Coercive Power. The power to punish for noncompliance is referred to as coercive power. It is based on fear. 4. Information Power. Having formal control over information that people need to do their work is referred to as information power. B. Personal Power Three sources of power stem from characteristics or behaviors of the power actor: expert power, referent power, and prestige power. All are...
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...Motivation and Empowerment Team B CJA/474 May 5, 2014 Ashley Webb Motivation and Empowerment Motivation and empowerment are very important aspects of leadership in any organization. Halting someone with ambition serves no purpose; however, many in leadership roles who do not understand the front line theories involved serve to offer nothing but confusion and discourse among their men. According to “More, Vito, and Walsh” (2012), “Motivation is a predictor of overall effort as an individuals ability, and an organizations support will determine the level of an officers job performance (p. 181). Knowing this concept wins, in this paper we will compare motivation and empowerment, discuss components of empowerment, and implications of empowerment to an organization, as well as the roles of trust with personnel issues. Comparing Motivation and Empowerment Motivation and empowerment go hand and hand, let’s start by defining what is Motivation? The process, by which a person’s efforts are energized, directed and sustained toward attaining a goal. Someone who is motivated will forth effort and work hard to accomplish their goal, and they will channel their energy in doing what is best the company, and one will stay the course and be diligent and persistent in achieving the goal. What is Empowerment? It involves helping others build their own power bases, most company will go all out by empowering their workers with tools that will benefit their business and help the company...
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...EMPLOYEE EMPOWERMENT Employee empowerment is creating a working environment where an employee is allowed to make his own decisions in specific work-related situations. It helps in giving platform to the employees for their words. It makes a healthy environment in a organization. Guidelines for effective employee empowerment • Select the right managers. • Choose the right employees. • Provide training. • Offer guidance. • Hold everyone accountable. • Build trust. • Focus on relationships. • Transform mistakes into opportunities. • Reward and recognize. • Share authority instead of giving it up. • Encourage disagree. • Give it time. • Share information. • Realize that empowerment has its limitations. • Watch for mixed messages. • Involve employees in decision-making. • Be prepared for increased variation. Employee empowerment is good because of job satisfaction, motivation, productivity, creativity and innovation. Whilst it increases the efficiency in employees. Employees when empowered become more entrepreneurial and start taking more risks. Greater the risk, greater are the chances to succeed. As with the positivity there exist negativity, similarly there are many disadvantages of empowerment. • Egotism / arrogance • Security • Risks • Industrial democracy Therefore the best executives are one who has the sense enough to pick good men to do what he wants done, and self-restraint enough to keep from meddling with them while they do it. WHAT’S BEHIND...
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...Papers Series 2006 Vol. 3, No. 3, 210-231 © 2006 Eastern Academy of Management ISSN 1541-6518 www.omj-online.org Effective Empowerment in Organizations GARY A. YUKL University at Albany WENDY S. BECKER University at Albany Psychological empowerment is the perception that workers can help determine their own work roles, accomplish meaningful work, and influence important decisions. Empowerment has been studied from different perspectives, including employee perceptions, leadership behaviors, and management programs. Despite positive rhetoric, programs designed to increase empowerment seldom achieve the benefits promised. Inconclusive and seemingly contradictory outcomes stem from the fact that few companies give employees significant control and access to management information. A half century of research suggests that empowerment strategies can offer real benefits. We outline facilitating conditions for effective empowerment, including characteristics of organizations, leaders, employees, and the work itself. Keywords: Empowerment, Leadership, Teams, Power Sharing Effective Empowerment in Organizations Psychological empowerment in organizations is the perception by members that they have the opportunity to help determine work roles, accomplish meaningful work, and influence important decisions. Over the past several decades an interest in empowerment can be seen in many subject areas within psychology and management, including motivation, leadership, group processes, decision...
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...clearly as a cross-cutting socio-cultural variable. It is an overarching variable in the sense that gender can also be applied to all other cross-cutting variables such as race, class, age, ethnic group, etc. Gender systems are established in different socio-cultural contexts which determine what is expected, allowed and valued in a woman/man and girl/boy in these specific contexts. Gender roles are learned through socialization processes; they are not fixed but are changeable. Gender systems are institutionalized through education systems, political and economic systems, legislation, and culture and traditions. In utilizing a gender approach the focus is not on individual women and men but on the system which determines gender roles / responsibilities, access to and control over resources, and decision-making potentials. It is also important to emphasize that the concept of gender is not interchangeable with women. Gender refers to both women and men, and the relations between them. Promotion of gender equality should concern and engage men as well as women. In recent years there has been a much stronger direct focus on men in research on gender perspectives. There are three main approaches taken in the increased focus on men. Firstly, the need to identify men as allies for gender equality and involve them more actively in this work. Secondly, the recognition that gender equality is not possible unless men change their attitudes and behaviour in many areas, for example in relation...
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...Empowerment is a concept which is commonly used in management in various organizations. According to Ongori (2009), employee empowerment have benefited many organizations through managing and taking care especially enhancing employee commitment and reducing employee turnover. As the case of the Regency Grand Hotel, the new management introduced the empowerment practice while at the same time expecting the employees to go beyond guidelines and standards to consider guest needs on a case to case basis (McShane & Travaglione 2007). Employees’ empowerment is needed in organization in order to expect employees to be in position to make quick decision and respond quickly to any changes. However, in order to effective and efficient, empowerment is required trust, motivation, decision making and breaking the inner boundaries between manager and employees (Thite 2004). There are internal and external factors which affecting the employee empowerment in the organization. Employee empowerment often fails due to various patterns and attitudes of employees. Most of people would feel uncomfortable and do not want to accept the change in management. Ongori (2009) stated that people may believe they want greater freedom and responsibility, while on the other hand, after years of being restricted, people may be unwilling and unable to take advantage of empowerment. In the case of Regency Grand Hotel, the previous management enforce employee to always work according to the management’s instruction...
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...is the right or power assigned to an executive or a manager in order to achieve certain organizational objectives. A manager will not be able to function efficiently without proper authority. Authority is the genesis of organizational framework. Without authority, a manager ceases to be a manager, because he cannot get his policies carried out through others. Authority is one of the founding stones of formal and informal organizations. An Organization cannot survive without authority. It indicates the right and power of making decisions, giving orders and instructions to subordinates. Authority is delegated from above but must be accepted from below i.e. by the subordinates. In other words, authority flows downwards....
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...Empowerment is a concept we all have heard at one time or another it is utilized in numerous professions and specialties. Analysis of this concept will further understanding of empowerment for nursing professionals in areas from research, theory development or practice. Exploring the attributes, consequences, implications and model cases of empowerment can assist the nursing professional in utilizing empowerment to its fullest potential. Within the scope of nursing, empowerment can be seen not purely as how it relates to the client, or the nurse but also how it relates to both the client and the nurse (Rodwell 1996). The Walker-Avant method was used to analyze this concept, as it was the most commonly seen in nursing literature (McEwen & Willis, 2007). Aim This paper’s aim is to clarify the concept of empowerment and its implications for the nursing profession, by exploring how it pertains to nursing as well as other disciplines, its essential attributes, antecedents, consequences and empirical referents. Definition What is empowerment, and what does it mean? American Heritage dictionary defines empowerment as “To invest with power, especially legal power or official authority” or “To equip or supply with an ability; enable”. Dictionary.com defines it as “to give power or authority to; authorize, especially by legal or official means” or “to enable or permit”. Synonyms for empower include capacitate, entrust, permit and privilege according to Rogets Thesaurus. Understanding...
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...M1 – Synthesis Essay #1 Delegation Versus Empowerment In today’s business world what makes empowerment differ from delegation? By definition empowerment means to give power or authority to; authorize, especially by legal or official means: “I empowered my agent to make the deal for me”. “The local ordinance empowers the board of health to close unsanitary restaurants”. “Wealth empowered him to live a comfortable life”. While delegation is defined as the assignment of responsibility or authority to another person (normally from a manager to a subordinate) to carry out specific activities. It is one of the core concepts of management leadership. However, the person who delegated the work remains accountable for the outcome of the finished product. Delegation empowers a subordinate to make decisions, this in turn, is a shift of decision-making authority from one organizational level to a lower one. The opposite of effective delegation is micromanagement, there this where a manager provides too much input, direction, and review of delegated work. In general, delegation is beneficial and can save money and time, help in building skills, and motivate people. Poor delegation, on the other hand, might cause frustration and confusion to all the involved parties. Some agents however do not favor a delegation and consider the power of making a decision rather burdensome. Empowerment on the other hand allows for the subordinate in some cases identify the concern and address the concern...
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...personal, interpersonal, and political empowerment, the way individuals are involved in multiple social systems. I will also discussing the macro systems response to child maltreatment sexual abuse and delinquency and compare and contrast the application of functionalism and interactionist theory to poverty. Lastly, I will discuss the role and responsibility of the human service worker in the macro environment. Personal empowerment can be defined as the power within a person. It consequences in self-confidence, which means an individual is assuming his or her responsibilities; you have enough confidence to make decisions, and you realizes that you are in a position to change. The change could be anything, it could be to seek career advancement, work on a failing relationship or to become a better parent. Personal empowerment gives a person a better sense of responsibility and holds ourselves more accountable for the things we do. It is meant to make us better individuals. Interpersonal empowerment is when a organization or a person work together to meet their targets. The combined power of the group will help all of the members to achieve their goals. Each member will contribute, understand, and support their other group members to increase their collective empowerment. Empowerment can be improved by working as one unit with other peoples of the group but not for the peoples of the community. Another meaning of interpersonal empowerment is to share authority within the group...
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...styles, and the cultural and societal values to analyse the problems at The Regency Grand Hotel. The analysis undertaken brought about a wider and clearer image of the situation both as a whole (macro) and in terms of dissected attributes (micro). The macro problem revolves around cultural differences and imposition of a participative leadership style that did not associate with the socio-cultural dimensions of the organisation. In essence, the case study lead to a common platform entitling that cultural backgrounds and societal factors are the most important factors to be considered before enforcing any managerial strategy. Moreover, a certain level of hierarchy is quiet indispensable in organisations where highly scattered responsibilities are prevalent, which can lead to uncertainty and consequently might turn out to be detrimental for the performance and profitability of the organisation. Our long term strategic recommendation is to introduce task-oriented structure, change to Autocratic leadership style and implementation of an employee incentive program in The Regency Grand...
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...have input and control over their work, and the ability to openly share suggestions and ideas about their work and the organization as a whole. Empowered employees are committed, loyal and conscientious” (Richards, 2013). As global expansion and local availability combine and require the need for knowledge and competence in a more technically demanding workplace; operations managers are answering this need by moving more of the decision-making ability to the individual worker. This means giving up some of the power traditionally held by management, through a restructuring of an organization’s hierarchy to provide a more customer-focused organization; this is “viewed as an inverted triangle of organizational power”, where “customers are at the top while management is in a support role at the bottom” (Okes & Westcott, 2001). Also, some of the requirements of employee empowerment are: * Training in the skills necessary to carry out the additional responsibilities * Access to information on which decisions...
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