...EMPOWERING LEADERSHIP AND EMPLOYEE CREATIVITY Abstract: This paper is organized as follows. First we explain the theory on psychological empowerment and various leadership theories to develop a relationship between empowering leadership and employee creativity. Secondly it provides case studies to support the empowerment theories. We argue that the use positive psychology, specifically empowering leadership, contributes to employee success within an organization. The paper cites research by various highly esteemed professors and the primary sources were various internet articles, journals and websites. Introduction The use of positive psychology, originally proposed by Martin Seligman in his 1998 Presidential Address to the American Psychological Association, has been garnering support in recent studies. It focuses not on why people fail, but rather why they flourish and excel. Recent studies have shown that Empowering Leadership can affect employee creativity. By use of the word “creativity” we refer to the “out of the box’ ideas used in production and problem solving. Professor Alex Linley of the University of Leicester maintained that part of the empowering process calls for the leader to delegate authority which empowers the employee to make decisions and implement actions without direct supervision. This expression of confidence in the employee results in developing the employees feeling of self-efficacy which manifest “in four cognitions: meaning, competence...
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...In a criminal justice organization delegation and empowerment is needed. In order to analyze the role empowerment and delegation serves in this field is simple. When working as a police officer or supportive staff plays two different roles when empowering and delegating the work. For police officers you have to truly motivate them to be passionate about people and convincing them to put their lives on the line to save another. However, for supportive staff in the criminal justice organization empowering them so, they can make a difference behind the lines. To show them how important it is to make sure a file is not misplaced or evidence is not lost. Empowering in a criminal justice organization has to build one’s courage to do the job to the best of their ability. The delegation of work in the criminal justice organization requires trusting an individual to make a decision no matter how small or large it is. When the chief of police sets a task force together to solve a case he is trusting that these individuals will follow the rules and regulations of the department as well as the law. This group will be given a certain amount of power to close the case without always going to the chief for direction. For the supportive staff in a criminal justice organization the department manager may delegate specific people to certain administrative tasks. One person may file, payroll, or secure the evidence, etc. In all a department manager must also trust these individual’s...
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...EMPOWERING NURSES 2 Abstract The author examines three published studies validating the concept that a supportive professional practice environment allows for an empowering and successful nursing practice. All but one of the studies, reference Rosabeth Moss Kanter's model of organizational empowerment and further outline how utilization of this model can be useful in creating meaningful work environments for professional nurses. Two studies discuss newly graduated nurses, their organizational commitment and reasons for possible burnout while the other study considers the empowerment needs of the advanced practice nurse. Generally defined, empowerment is a multidimensional social process that helps people gain control over their own lives. It is a process that encourages power (that is, the ability to influence) in people, for use in their own lives, their communities, and in their society, encouraging action on those issues that are found to be of importance. As stated by Chinn and Kramer (2011) it is the growing ability of individuals and groups to exercise their will to have their voices heard, and to claim their full human potential. The author acknowledges the importance of empowering professional nurses for successful practice and finds Kanter’s model an excellent tool to achieve positive outcomes. EMPOWERING NURSES 3 The Importance of Empowering Nurses Imagine reporting to work and being informed that the supervisor has called for...
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...“An expression commonly used in Japanese companies is, Total Quality begins with education and ends with education. Any organization hoping for long-term success must adhere to this philosophy, educating and re-educating everyone from the corporate officers and top executives down to hourly employees. These efforts will reap rewards when every employee- alone or with others- is busy studying and improving some part of the organization” (Scholtes, P.R. 1988). In summary, as a healthcare quality professional, if you want to improve the way you lead, it is important to understand the concepts and ideas behind great leadership and push yourself to improve your own leadership abilities. One way to do this is by learning about the theories and ideas behind great leadership. By empowering yourself first through knowledge, then through role modeling, it will help you empower others so that the organizational goals can be met. Leaders develop the structure of their practice and interpret their role to others. A leader should initiate actions of many different kinds including planning and organizing work, guiding and evaluating others, calling meetings, mobilizing support systems, risk taking, and confrontation. The leader should use the basic skills of problem solving, critical thinking, and communication to carry out performance improvement effectively. Teamwork and group development are very important in performance improvement. Tuckman and Jensen identified five stages of...
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... General Products Britain Carl Mitchell recently accepted a position with General Products Inc. in Britain. General Products is a multinational consumer corporation. George Garrow is the general manager in charge of the British branch (Daft, 2011). Mr. Garrow is the type of manager who does not provide motivation to his employees. He is not a servant leader. He seems to be more interested in his own career than those that he leads. Mr. Mitchell reports to Mr. Garrow. Empowering leadership is to encourage followers to take initiative, to manage and control their own behavior that is to engage in self-leadership (Thoroughgood, 2011). Mr. Garrow does not know this skill. Empowering leaders, delegate significant responsibilities related to their followers’ own jobs. An empowering leader is one who leads others to influence themselves to achieve high performance, not one who leaves others doing whatever they want to do (Seokhwa Yun, 2006). Empowering leaders believe that followers themselves are an influential source of wisdom and direction, and strive to develop followers who are effective at self-leadership. They create the context within followers so they may fully utilize their capabilities. Carl Mitchell’s style is best described as self-leadership (Seokhwa Yun, 2006). As a follower, Mr. Mitchell was hopeful and willing to follow his leader but Mr. Garrow let Carl Mitchell down as a leader. I can imagine that Mr. Mitchell’s motivation has been...
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...only option; refuses to take no as the only answer when there is always the possibilities for yes; and who understands that being successful alone is never acceptable because it is with others that one truly obtains success. There are six characteristics that I possess that make me an HBCU ALL-STAR and if others possess these characteristics as well, they can also be ALL-STARS. In this statement I will share with you my strengths because of the characteristics of passion, ability to persuade, concern/care, empowering, fearlessness and confidence. Although passion is often defined as the feeling one has for another, it is also a driving force in making dreams come true. When you have passion for something you live it. When you have passion for something you breathe it. When you have passion for something you get up with it on your mind and go to sleep with it on your mind. Passion is a strong desire, embedded in your inner-being that drives you to keep on task as your mission unfolds. Passion is what makes me an HBCU ALL-STAR. The power of persuasion, the ability to convince people that what you are saying is true with credibility and integrity is essential in being an ALL-STAR. Individuals who have the power of persuasion have proven to be individuals who can motivate team members and others to move in a particular direction. This characteristic is a great one as long as the individual who possesses it is one who does not use it for personal gain, but the good of the...
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...The 5 Practices of Progressive Leaders Posted on February 12, 2013 by TSGSITE2011 Today, many organizations are not only at risk financially, but are at risk of losing their relevance, of becoming the dinosaurs of our modern world. We can talk all we want about needed change, but unless we have progressive leaders who are willing to think in new ways and venture into new territory, our organizations are likely to stay stuck in the status quo. So, what makes a leader exceptional in today’s organizational environment? Following are five practices for progressive leadership, each one key to moving organizations forward effectively in today’s world: Progressive Leadership Practice #1: Model the Way We’ve all heard the expression, “Do as I say, not as I do.” While typically verbalized within the context of parenting, it also shows up in organizations – much to the detriment of trust and morale. Exceptional leaders walk their talk. In their daily lives, they align their deeds and actions with their personal values and, in the workplace, they align their deeds and actions with organizational values. This means that the leadership practice of modeling the way starts with clarifying organizational values and communicating them to all staff and stakeholders. Once organizational values are clarified and communicated, it’s up to you as a progressive leader to be steadfast to your commitment to them, as well as being alert to discrepancies. This is how leaders earn the right and respect...
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...Matin Associate Professor, University of Tehran, Iran Golamreza Jandaghi Associate Professor, University of Tehran, Iran Fateme Haj Karimi Graduate, Public Management, University of Tehran, Iran Ali Hamidizadeh Graduate, Public Management, University of Tehran, Iran Abstract The aim of this paper is to identify the interpersonal communication skills that enhance organizational commitment. To do so in a descriptive survey, the models provided by Robbins and Hunsaker and by Allen and Meyer were used to measure interpersonal communication skills and organizational commitment respectively. The used tool was questionnaire. The statistical community included public organizations in Qom city among which two organizations were selected randomly. Sampling was also conducted randomly in both organizations. Finally, 106 individuals responded to questionnaire items. The findings of the research show that among existing skills in the model, just team building skill has a significant relation with organizational commitment. Keywords: Interpersonal Communication Skill, Organizational Commitment, Robbins and Hunsaker, Team building 1. Introduction The need for thoughtful, effective communication in the workplace is paramount. Seldom does an employee work in absolute isolation, instead, workers interact with consumers, peers, and management on a daily basis; this makes interpersonal communication an essential skill for today's employees. Today's employers look for quality...
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...1&2 When the need of wanting to be different arises, the need to innovate takes a strong hold in one’s mind to bring about new changes that are often challenged in many different styles, manner, methods and modes. To my understanding different types of innovations requires and employs different innovative strategy or strategies. Which in turn determines the growth phase of the organization and its strategic approach and desired outcome of the innovation. Developing an Innovation Strategy Frame Work The Innovative ideas and strategy plans and developments can only take valuable shape and growth with the right leadership and driving force. Therefore with the discussions developed and generated, I have come to an understanding that successful innovation strategy is determined by the true leadership of an innovative leader with an innovative mindset who wants to achieve success for his organization, employees and himself. Instead of being comfortable and clustering around a few achieved strategies, a successful innovative leader begins by setting high targets and aspirations for the organization. Followed by recruiting qualified candidates and instilling tremendous positive energy, spirit and enthusiasm in the work environment. Although this may be good, but it is certainly not good enough to stay or sustain the many challenges and surprises that lies ahead in the ever changing and demanding industry. Therefore an innovative leader should never be afraid to deconstruct the...
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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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...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 classified as personal power because they are derived from the person rather than the organization. Prestige power is the power stemming from one’s status and reputation. C. Power Stemming from Ownership The strength of ownership power depends on how closely the owner is linked to shareholders and board members. A leader’s ownership power is also associated with how...
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...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 grow to the next level. (Mooney, N.D) Empowerment...
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...a transition in the last year. I will attempt to explain this transition and what it has meant to our organization. Political behavior is defined by Nelson and Quick (2013) as actions that are not officially authorized by an organization that are taken to influence others in order to meet one’s personal goals. Political behavior can be negative as well as positive, which I will show that our organization has experienced in the past year. A person must have the political skill in order to get things done through positive interpersonal relationships outside the formal organization (Nelson & Quick, 2013). Nelson and Quick (2013) describe power and empowerment, power being the ability to influence another person. Empowerment is sharing power within an organization. I will show how our organization has transitioned from a company with a few people thinking they had the power to a company of people with empowerment. It has been a good year for my organization; we are healthier than we have been in a very long time. POLITICS IN THE WORKPLACE Political power can have negative consequences in an organization when behaviors are tactically undertaken to capitalize on self-interest (Nelson & Quick, 2013). This was happening in our organization a year ago. We had two leaders in our organization who were not team players and did not have the best interest of our organization, but only their own interests were of concern to them. For the sake of this story I will refer to the former...
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...productivity. Non-Financial Benefits: 1. Improved understanding of competitors strategies. 2. Enhanced awareness of threats. 3. Reduced resistance to change. 4. Enhanced problem-prevention capabilities. The Main Advantages of Strategic Management 1. Discharges Board Responsibility The first reason that most organizations state for having a strategic management process is that it discharges the responsibility of the Board of Directors. 2. Forces An Objective Assessment Strategic management provides a discipline that enables the board and senior management to actually take a step back from the day-to-day business to think about the future of the organization. Without this discipline, the organization can become solely consumed with working through the next issue or problem without consideration of the larger picture. 3. Provides a Framework For Decision-Making Strategy provides a framework within which all staff can make day-to-day operational decisions and understand that those decisions are all moving the organization in a single direction. It is not possible (nor realistic or...
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...analysis systems and empowering their employees, Google has been able to create a successful workforce that focuses on work/life balance and transparency for all of their employees. An Inside Look at Google Out of thousands of employees surveyed, Google has been named the Best Company to Work For by Fortune Magazine for the last four years (Surwood, 2013). The survey is based upon factors such as work life balance, pay, benefits and additional perks. Their streak of success comes from their creation of the Googleplex at their corporate headquarters, their reputation for their work environment and philosophy on developing their employees that makes it a great place to work. Google was founded by Larry Page and Sergey Brin in 1998. The basis of the company was to create a search engine that would return reputable sources of information, quickly and accurately (Blumenstein, 2002). Through the years the company has used data analysis and strategic positions to help them perfect their people management skills and culture. Google is a very transparent company to all of their employees; they are a very free company that encourages risk taking, goal setting and open innovation. Jack Welch explains that once you have the right players, you have to get them to work together steadily improve their performance, be motivated and stay with company and grow as leaders (Winning, 2005). The Google approach to management is to lead with your ideas and not with your authority. Management...
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