Empowerment-Definition, Guidelines for implementing and impact

Hello Respected Researchers and HR managers, In this section we will discuss about “Empowerment-Definition, Guidelines for implementing and impact “. It is very much important for a Researcher as well as HR Concern person/ manager to know the definition of empowerment with What Guidelines for implementing and impact. If researcher or HR Manager could follow the Points accordingly,it would easier to reach the goal. Let’s have a look…

 

Empowerment:

Empowerment means sharing or giving employees the authority, opportunity, and motivation to solve organisational problems using independent decisions.

♦ One of the changes within organisations that prompted the need for empowerment was the elimination of layers of management as well as the emergence of self-managed teams. Fewer managers with larger spans of control must share power in order to facilitate timely decisions. Empowerment changes the dynamics of traditional power within an organisation and employees must adopt a new perspective of power. It is something that is shared in an effort to be both efficient and effective in meeting planned organisational objectives, rather than something that few possess and exercise over others.

⇒ Guidelines for implementing empowerment include:

  • Delegation of authority to lower levels should be clear and unambiguous
  • Planning must be integrated and participative at all levels
    • Managers at all levels, especially top levels, should emphasise strong communication skills.

 

⇒ Impact of Empowerment: 

Robert Quinn and Gretchen Spreitzer identified through their research what empowered people tend to have in common:

  • Empowered people have a sense of self-determination. They have freedom in their ability to select what work they will do, without being micromanaged.
  • Empowered people have a sense of meaning. They believe in the importance of their work, and are interested and care about that work.
  • Empowered people have a sense of competence in their work. They believe that they are able to do their work effectively and are confident that they can perform.
  • Empowered people have a sense of impact. They believe in their ability to influence their work unit and also understand that others listen to their ideas.

Professor Dan Ondrack of the University of Toronto in Canada argues that four conditions must be met in order to empower employees:

  • There must be a clear definition of the values and mission of the company;
  • The company must help employees acquire the relevant skills;
  • Employees need to be supported in their decision, and not criticised when they try something extraordinary;
  • Workers need to be recognised for their efforts.

 

There may be some more documents on Empowerment-Definition, Guidelines for implementing and impact , this article is written by taking the help from Internet and other resources like Books, journals etc.

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