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Empowerment
Participation
JMCs
Employee Empowerment Defined…
Employee Empowerment is Employee
Involvement that matters.
It could also be defined as controlled transfer of
authority to make decisions and take actions.
What is needed?
Successful implementation of empowerment
requires change in corporate culture.
Does this mean Abdication?
NO. Empowerment involves actively soliciting
input from those closest to the work and
giving careful thought to that input.
Rationale
An aspect of Working
Smart
Empowerment is the key
to motivation &
Productivity.
It enables a person to
develop personally &
professionally.
Theoretical Framework
Relationship of Concepts in Rosabeth Kanter’s (1979) Structural Theory of Power in
Organizations
ACCESS TO JOB WORK
SYSTEMIC POWER PERSONAL IMPACT
RELATED EMPOWERMENT EFFECTIVENESS
FACTORS ON EMPLOYEES
STRUCTURES
Location in formal &
informal systems (Psychological
Empowerment)
Formal Power
Connections outside
the organization
Formal Power
“...results from jobs that afford flexibility, visibility
and are relevant to key organizational process...”
Informal Power
“...evolves from an individual’s network of
alliances with sponsors, peers and subordinates
both within and outside of the organization...”
Opportunity
“...includes autonomy, growth, a sense of challenge
and the chance to learn and grow...”
Information
“...the data, technical knowledge and expertise
required to function effectively in one’s
position...”
Support
“...feedback and guidance received from
superiors, peers and subordinates...”
Resources
“...the materials, money, supplies, equipment and time
necessary to accomplish organizational goals...”
Psychological Empowerment
“…psychological state that employees must experience for
empowerment interventions to be successful…” (Spreitzer, 1995)
Four components:
meaning - congruence between job requirements and beliefs
competence - confidence in abilities
self-determination - feelings of control over one’s work
impact - sense of being able to influence important outcomes
within the organization
Information
Changes in
Support
Changes in Psychological Changes
Structural Empowerment In Job
Resources Empowerment Satisfaction
Formal Power
Happy to
Informal Power retire here Satisfied
with job
Co-workers Supportive
satisfied environment
Inhibitors of Empowerment
Workforce Readiness
Organizational Structure & Management
Practices
Management’s Role in Empowerment &
Implementing Empowerment
Management’s Role:
Commitment
Leadership
Facilitation
Implementing Empowerment:
Development of Suggestion Systems
Considering the Employees Point of View
Putting Vehicles in Place
Brainstorming
Nominal Group Technique
Quality Circles
Suggestion Boxes
Walking & Talking
Suggestion Systems - 1
Management’s Role:
Establishing Policy
Setting Up the System
Promoting the Suggestion System
Evaluating & Implementing suggestions
Rewarding employees
Improving the system..
Improving Suggestion Processing
Improving Individual Suggestions
Problem Identification
Research
Idea Development
Suggestion Systems - 2
Evaluating Suggestions
Though Employees make suggestions, final analysis
is still to be made by manager.
Thus, Establish a formal rating system for evaluating
suggestion systems
Handling Poor Suggestions
Listen Carefully
Express Appreciation
Carefully explain your position
Encourage feedback
Look for Compromise
Achieving Full Participation
Removing Hidden Barriers
Negative Behavior
Poor Writing Skills
Fear of Rejection
Inconvenience
Encouraging new Employees
Coaching Reluctant Employees
Assess
Investigate
Match
Choose
Manage
How to Recognize Empowered
Employees
Taking Initiative
Identifying Opportunities
Thinking Critically
Building Consensus
Empowerment
Avoiding Traps:
Defining Power as Discretion & Self- Reliance
Failing to Properly Define Empowerment for
Managers & Supervisors
Assuming Employees Have the skills to be
Empowered
Getting Impatient Making the Transition from
Traditional Approach
Beyond Empowerment
How to Empower
Demonstrate You Value People.
Share Leadership Vision .
Share Goals and Direction.
Trust People.
Provide Information for Decision
Making.
Delegate Authority and Impact
Opportunities, Not Just More Work.
Provide Frequent Feedback.
•Solve Problems: Don't Pinpoint Problem
People.
•Listen to Learn and Ask Questions to
Provide Guidance.
•Help Employees Feel Rewarded and
Recognized for Empowered Behavior.
Why empowerment fails
Managers pay lip service to empowerment,
but do not really believe in its power.
Managers don’t really understand what
empowerment means.
Managers fail to establish boundaries for
empowerment.
Managers have defined the decision making
authority and boundaries with staff, but then
micromanage the work of employees.
Second guess the decisions of
employees you have given the
authority to make a decision.