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Empowerment

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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 grow to the next level. (Mooney, N.D) Empowerment is the process of allowing an individual to think, behave, and take action, of his or her own destiny, empowerment come from within an individual. An empowered organization is one where an individual have the knowledge, skill, and desire to succeed that will lead to collective organizational success. (“What Is Empowerment?” N.D.) Most company today like to hire people who bring with them a positive attitude, this is a powerful approach to contributing to companywide empowerment. It can be very difficult trying to change someone personality or attitude on the job rather than teaching them new skill sets that are required for the job. Companies also offer monetary rewards as a way of motivating their employee’s, such as profit sharing or bonuses, when an employee has done a good job, as well as providing additional training to enhance their skills, and providing an employee with time off is always a bonus. When employee’s feel appreciated and are rewarded for the hard work they do this gives them a since of empowerment, and they will always do their best. In a company leaders have to demonstrate good leadership, this is very important on all levels in any organization, its motivating and also empowerment for employee’s, also employees who are involved the growth and goal setting of a company is also motivational, because chances are you’re going to grow with the company. (Fisher, N.D.) The benefits of empowerment and motivating individuals within the workplace is to incline that individual to be the best they can be, employee’s want to know they are valued, and that they have something to contribute to company, they want to feel like their ideals and opinion matter, this want to feel like they are apart of and grow with the company they work for. Also when a company has good leadership in positions, they will know just how to be positive role models and that is less time spending micromanaging their employee’s and they are able to spend more time on making sure the company goals are met, and this will make a positive work environment for everyone and you will see less of a turnover rate in the company. People will learn to build positive and trustworthy relationships with one another. (Duran, 2014)

Components of Empowerment Many individuals use the word empowerment without knowing exactly what it means. There are many definitions for empowerment, but there is really no clear definition.
Empowerment has been defined as giving power or authority to (Dictionary.com, 2014). Empowerment has also been defined as being a multi-dimensional process that aids individuals in gaining control over their own lives (Page & Czuba, 1999). Empowerment is a method that promotes the power in individuals to better their lives, communities, and their societies by pursuing the things that they find most important. Empowerment is a method that questions our acceptance for the way things could be and the way that they are. It questions our assumptions about succeeding, achieving, helping, and power. The construct of empowerment is shared among various arenas and disciplines, such as, studies of social organization and movements, economics, education, psychology, community development, and etc. (Page & Czuba, 1999). There are three components suggested in order to understand the meaning of empowerment. They are as follows: a process, social, and multi-dimensional (Page & Czuba, 1999). Empowerment is a process that happens to be similar to a journey or a path that an individual would develop as they worked through it. By definition, empowerment is a social process, since it happens within a relationship with other individuals. It is considered to be multi-dimensional because it happens within economic, psychological, sociological, as well as, other dimensions.
Organizational Implications of Empowerment and Delegation
One important and proven strategy with organizational impact would be empowering your people. In a law enforcement organization, officers are expected to answer calls, write tickets and reports, keep their districts clean, and know the law. This may seem all encompassing to some; however, with the right attitude, and organizational motivation, it is rather seamless. The stakeholders are the citizens and the government they hold responsible. Over time values change, and so do the leaders in charge of empowerment and delegation. No one likes change; however, management and workers have to be aware it will happen. Delegating authority must not be taken lightly; knowing who can handle this responsibility is key to the mission, as if the wrong person handles a situation wrong it could have far reaching implications. Empowering someone does not give the person authority necessarily. Empowerment can mean something as simple as allowing an officer to consider options in their district to lower crime. Empowering officers has not always been routine. It began when officers were assigned duties as a school resource officer (Whisenand & Ferguson, 2009). Officers were now the direct stakeholders in an environment they were empowered with protecting. Officers are also to a large extent stakeholder’s in their communities. Members of their communities empower them unknowingly to be their civil protectors (Whisenand & Ferguson, 2009). Officers today are far more educated than their predecessors; this in and of itself provides a level of empowerment to them as many of their supervisors lean on them for new information. Supervisors will then in turn empower officers to be innovative (Whisenand & Ferguson, 2009). Supervisors will also enjoy the fruits of the officer’s labors as such. Social networking, and the empowerment that comes from this technology is far reaching. Responsibilities today are far greater, and the mark is much higher than that of past circumstances. We can see just how empowerment can be beneficial to organizations if used properly, and supervisors of yesterday have much to lose if they do not utilize the skills and abilities of their junior officers (Whisenand & Ferguson, 2009).

Role of Trust
In analyzing the theory of trust, it takes various main dimensions. These theories of interpersonal trust has broaden among three fronts, which are understanding the dimensions of being trustworthy, explaining the differences in the individual propensity to trust, and development a level of trust. The phenomenon of trust arises from our interdependence with others. As a society we often depend on others to help us, with the interest of intertwining with one another. Trust can be very valuable in social interaction; trust requires a relationship, which can be a complicated issue. All relationship are based on trust, to trust someone, you generally need to have a relationship with them. Understanding the dimensions of trustworthy behavior is the ability, integrity, and benevolence of self. Our trust for another person is grounded in our own evaluation, the more we observe these characteristics in another individual the more our trust level is likely to grow. The perspective on trust, some will argue that many individuals are more likely to trust than others. Generally, levels of trust take time to develop; the most effective way to build trust is to work together. There are no simple solutions when it comes to trusting, it cannot be created, and it can only be generated through fairness, honesty, and teamwork. Although, trust and productivity are issues that represent interpersonal relationship, in a relationship of two people, group, team, or organization there are three attribute that pertains or appear to have a positive effect on trust. Building a team or organization on trust one must have common goal and purpose to work together towards commitment. For a team to be successfully they must be willing to trust each other. To be successful, team members must be honest, eliminate conflict, and avoid talking about one another in a negative way. Roles of trust and being familiar with the responsibility can creates flexibility, efficiency for team members, learning, and figuring out how to help one another service an overall purpose of clarifying responsibilities. Taking responsibility for being understood and heard, helps create openly and effective communication. Miscommunication can create undermine the success of other and hard feelings, according to (Fisher, 1997) “team members need to recognize that they should measure and monitor the products and services the team provides as well as the team's internal group dynamics and relationships, sometimes team members get so involved in the process of becoming a team they forget the reason they were made a team in the first place, or vice versa”. Trust can always be defined as a logical reaction to consistent actions of another. People trust those who exhibit trustworthy behavior. People you trust somewhat share many characteristic as you do. Trust is an important issue that has become an economic platform that is unpredictable and uneven within the work force.
Conclusion
Being a successful employer is not an easy task, especially in the Criminal justice field. Motivation, empowerment, and trust are all factors that weigh heavily on decision-making tactics of a manager in the field. We have discussed in this paper that motivation is not simply doing things for our employees. We have determined that motivation is what allows our employees to reach empowerment. If an employee is constantly motivated by rewards they will come to expect those rewards and they will no longer be a motivational factor. Effective managers in the criminal justice have relationships with their employees that include trust. Trust is an important factor in the workplace not only between the staff and the public it protects but trust within the department as well. As a manager to motivate your people to do the best they can you have to provide them with the environment, recognition, compensation, and advancement. A manager who can motivate and empower his subordinates effectively while taking the responsibilities that come with will ultimately succeed in his/her career.
References
Duran, D. (2014). What Does Employee Empowerment Mean & How Is It Productive?. Retrieved from http://www.ehow.com/info_8001351_employee-empowerment-mean-productive.html
Fisher, C. (N.D.). Motivational Approaches to Empowerment. Retrieved from http://yourbusiness.azcentral.com/motivational-approaches-empowerment-11198.html
Fisher, K. (1997). Performance Management: Building a Collaborative Team Environment Retrieved from http://www.opm.gov/policy-data-oversight/performance-management/teams/building-a- collaborative-team-environment/
Mooney, L. (N.D). How Does Empowerment Affect an Employee's Motivation & Performance? Retrieved from http://yourbusiness.azcentral.com/empowerment-affect-employees-motivation-performance-3783.html
More, H. Vito, G. and Walsh W. (2012). Organizational behavior and management in law enforcement (3rd ed.). Upper Saddle River, NJ. Prentice Hall.
Page, N., & Czuba, C.E. (1999, October). Empowerment: What is it? Journal of Extension, 37(5).
What is empowerment?. (N.D.). Retrieved from http://www.ap-partners.ie/index.php?download=What%20is%20empowerment...‎ http://yourbusiness.azcentral.com/empowerment-affect-employees-motivation- performance-3783.html

Whisenand & Ferguson. (2009). Managing police organizations (7th ed.) Upper Saddle River,

NJ: Prentice Hall

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