Empowerment ideas for employees. Next step is empowering

         

Empowerment
as an extension of control

 

It’s no secret that human resources are an important
part of any organization. From this it follows that it is very important to
develop and improve these directions in the organization. Nowadays, all
companies need creative employees to survive in a rapidly changing environment.
Consequently for achieving the set goals, workers should have an empowerment.
Empowering employees is one of the most important requirements of
organizations. There are some steps for successful implementation of
Empowerment in organization. At first top-managers should rebuild the whole
structure of organization and make it flexible and dynamic. There will be a
large number of opportunities to show their abilities and realize ideas for employees.
Next step is empowering employees in organization is to involve all employees
in active work, to interest them in the expansion of their tasks. Introduce
guidelines that will describe the empowerment of employees and managers,
conduct training that will train staff. And the last step: predict possible
problems that will arise when implementing empowerment and take action to
address them. If the implementation is correct, then it will have positive
consequences for employees and managers, and for the whole company. Human
resources experts agree that the increase in rights and opportunities will
increase productivity. Many organizations that are interested in increasing the
effectiveness of management encourage and reward employees who offer some new
ideas.

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Introduce.

 

The effectiveness of any organization depends on human
resources. To increase efficiency, it is necessary to improve human resources.
Employees are the key object in any activity of the organization. The growth
and development of any organization depends entirely on the correct use of
manpower resources. Empowerment is a highly effective tool based on a changing
perception of leadership, so that its applying leads to success in
organizations. Achieving the goals of the organization is manpower. Employees
will perform well the assigned tasks if they have sufficient skills, are
motivated and know the clearly stated goal. Here we are helped by an instrument
called empowerment. In this process, the most important thing is not to explain
to employees what to do and when, but to give them a sufficient amount of
knowledge, to clarify the goals and to solve the problem on their own.
Empowerment is a process that makes employees less dependent, but at the same
time gives them space for imagination. This means that empowerment leads to
increased motivation for employees. Empowered 
employees feel a great responsibility to their company. This feeling
leads to the creation of better products or better services. Programs aimed at
changing and improving the organizational structures of the enterprise, namely
empowerment gives employees the opportunity to take responsibility for
themselves. Employers do not like frequent changes of staff, because it takes a
lot of time and money for training. During the change in the organizational
structure of the enterprise, when levels of stress and uncomfort increase
empowerment helps maintain employee loyalty. If employees have the opportunity
to express their opinions and ideas, which will be taken into account when choosing
a stratigraphic direction, they begin to feel part of the organization and
begin to work harder. One of the key roles of introducing an empowerment
program is the opportunity to make employees feel meaningful to the company.
This greatly improves performance.

 

Definition
of Empowerment

 

Empowering is a process of giving power to people. The
result of the introduction is a feeling of self-importance and self-confidence
among workers. People are powerful due to their knowledge and motivation,
empowering means releasing this power. There are some important moments in this
definition:

 

 – Empowerment
is a long and expensive process that starts from top managers and spreads
across all branches of the organization.

 

 – The process
of empowerment will be of high quality only if the employees receive the
necessary knowledge and skills.

 

 – Empowered
employees have enough executive authority to create a product from start to
finish.

 

Such employees are enjoying of freedom of action.
Gradually, there is a change in the economy, from a simple economy we move on
to a complex economic system. Labor productivity increased and capitalized in
such a way that mankind had to create labor laws and human rights. Over time,
ordinary work was transformed into highly skilled work through the empowerment
of workers. Empowerment increases the importance of self-control, self-esteem,
significance and freedom of action. Empowerment is a workflow where employees
and managers value and respect each other’s actions. This helps to extract and
show the best qualities of the team, and also increases the team spirit. Only
empowered teams can produce the highest results in comparison with ordinary
teams without empowerment.

 

The word empowerment in oxford dictionary has been
defined as being powerful, giving authorization, power producing and empowered.
In other words, this definition implies the provision of freedom and choice to
both individual workers and entire organizational structures.

 

Empowerment structures the organization in such a way
that human resources become the main divergent force. In this case, employees
receive full self-control, which they respect and appreciate, and as a result
they will use creative approaches and creativity. This style of work creates a
sense of belonging to the team and a fusion. Moreover, this approach allows
employees to make decisions both individually and collectively. All the above
points increase in the team productivity, self-perception, confidence, energy
and mutual trust. In other words, this approach reveals all the hidden
qualities and the best skills of employees. Empowerment is an alternative
process that has a number of dynamic benefits for both the organization and
employees. With this approach, training and development of personnel are
inevitable. This type of organizational model makes the employees the core of
the company, whose decisions determine the growth or fall of the effect.

 

History
of Empowerment

 

The first applying of this approach is dated between
1980 and 1990. In the last few years, this term has been vigorously discussed
in various books and articles, after which it began to be introduced
everywhere, from small, non-structured organizations to large corporations.
Before this term began to be used in management, it was used in politics to
identify the feminist point of view and to help the countries of the third
world. In addition, this approach was implicitly used to help inefficient
employees express themselves and increase their productivity by giving them
more freedom.

 

This tool is often mentioned in the literature or in
various articles in a particular interpretation. In each of these studies, the
key meaning of this term is the ability to express one’s personality in a way
that is appropriate for the individual, to prove his worth and to satisfy the
need for freedom of choice. In sociology, the basic concepts of most human
rights movements, for example, for human rights, based on the fact that people
will fight for their freedom, for the right to manage their lives and their
social status.

 

In addition, in most scientific papers which inquire
social problems, the researches talk about the need to increase the amount of
tools which helps people to monitor their social life and to struggle for their
rights. Before these views became universally recognized in the political and
social spheres, the protection of human rights was considered only in the
context of feminism and the protection of the population of Third World
countries.

 

Nevertheless, empowerment is not a new concept. Since
1950, the scientific literature has considered the question of how exactly
managers should relate to their subordinates. So, at the beginning it was
enough to be humane and friendly towards employees. In 1960, it was already
said that managers should be sensitive to the needs of employees, their
demands. It was also said about the need to stimulate the employees’ aspiration
to work effectively. In the 1970s, scientific articles urged employers to take
the initiative and ask their employees whether they had any problems, claims,
and what they needed to improve their productivity. In 1980, there was a
conclusion about the need to organize meetings of the whole team. It is
necessary to do this both to improve the relations in the team, and to discuss
and solve the problems that have already arisen. Developing this subject in
1990, researchers came to the conclusion that employers should form a specific
vector of action, which will help people to implement the empowerment
sufficiently. But, despite these findings and all of the trials, a clear tool
for carrying out the actions was not worked out. In the end, now we have only
abstract recommendations, not the instructions to solve the main problems.

 

Empowerment
Objectives

 

The main goal of Empowerment is to create an
organization consisting of employers and willing to work people, who ready to
do the job, because they believe that it’s benefit for the society, also they
should be interested in a specific area and enjoyed with such work. In
addition, it pursues another goal. With the help of unified organization, it is
possible to maximize the potential of employees, their capabilities, while
improving the productivity of the hiring organization, providing a sense of
self-confidence among employees and teaching them to overcome difficulties in
the work process successfully.

In other words, the main idea of ??Empowerment is the
formation of the best intellectual resources associated with any area of ??the
organization’s activity, and providing them with a decent workplace which helps
people to do work comfortable.

 

Scientists, who investigate this area, formulate the
goals in this way: only the development of Empowerment can guarantee employees
that they will succeed in their work if they work within the framework of the
tasks set, the organization’s strategy and their competence.

 

On the part of justice, it is sufficient to focus on ensuring
the rights of workers in working life. In other words, the Empowerment is the
way which helps employees to provide themselves with decent working conditions,
to maximize their potential, to benefit society and contribute to the
development of a specific production sector. Implementation of all the above is
not only an employer’s problem. The employee should also participate in
improving the conditions of his work, feel responsible for implementing changes
in this area and work every day on this to encourage the employer to pay
attention to his problems and needs.

 

Proceeding from the above, we can say the following.
The Empowerment aims:

 

1.    
To identify people who are the most
prepared to work, who have the necessary potential and are ready to implement
it.

 

2.    
To provide the most comfortable
working conditions for all employees.

 

3.    
 To ensure legislatively that the basic needs
of employees are met.

 

4.    
 To ensure the successful development of a
specific production area through the maximum realization of the intellectual
potential of employees in this field.

 

Advantage
& Disadvantages of Employee Empowerment

 

The Employee Empowerment gives employees both
responsibility and authority to make decisions on all aspects of product
development or customer service.

 

The advantages include qualification improvement,
training of employees, and participation of employees in the formation of work
objectives. This leads to an increase in the productivity of labor, the
emergence of mutual respect among employees working in a team, reducing the
number of employees who are indifferent to the results of labor. In addition,
in the situation when employees participate in the decision-making process,
they vote for one or another vector of activity, the number of conflicts with
the manager is significantly reduced.

 

However, it should be said about some difficulties.
Employees may abuse the increased power that is provided to them. In addition,
not everyone is ready to increase the responsibility in the implementation of
their work activities. There are also people who can`t work in a team. They
focus on achieving personal goals and increasing only their own productivity,
which can hamper the prompt adoption of necessary decisions. Also, managers
need to show higher organizational abilities to unite and systematize a large
number of independent opinions. Cooperation, information exchange and
productive work are possible only under the leadership of a strong and
competent leader. Otherwise, employees may conflict with the leadership and
among themselves, fight for influence on the team instead of solving problems.
This will slow down the workflow to a large extent. In addition, the increasing
of employees’ competence requires large financial investments for training,
employee training. Without such investments and interest of employees in their
own development, team business solutions will be disastrous and fatal for the
organization.

 

It is necessary to find a balance between Employee
Empowerment and traditional management. The manager should be sensitive to the
needs of employees and the needs of the company. Also he must clearly
understand how to use the potential of employees to successfully achieve the
desired results. The Employee Empowerment brings positive results only together
with training and training of employees to make their own decisions, and also
with coordinating by team leader in accordance with the goals.

 

Role
of Top Management in Empowerment of Employees

 

Strengthening of Empowering forces employees to rely
on senior management to a lesser extent when they do the work. An employee
gains not only freedom of choice in making decisions, but also additional
risks. In the event of problems or difficulties, the employee is responsible
for them. If the team work in the organization is coordinated well enough, then
overcoming the difficulties will not bring new worries. Under the leadership of
the authorities there will be shortcomings in the work, possible errors. The
team will receive new experience, redistribute the workload and increase the
efficiency of their work after working a specific failure.

Thus, the main manager in Empowerment of Employees
will coordinate the team, organize their work, and will provide every employee
with the opportunity to be heard. First of all, the manager thinks about the
achievement of long-term goals, strategies, coordinates the team and monitors
the quality of the work performed

 

Approaches
to Empowerment

 

Researchers of this topic
consider three basic approaches to the Empowerment system:

 

1.   Communicative
approach. Empowerment is the process by which a leader or manager transfers
some of his powers to his subordinates. This allows him to share power between
several individuals in the organization.

 

2.   Incentive
approach. The essence of this approach is to stimulate individuals who are
inclined to carry out the necessary tasks. The leader must provide the employee
with the maximum amount of work and responsibility to which the subordinate is
able. Otherwise, the employee will feel that he is not realizing his potential.
In turn, excessive work will destroy the employee’s interest and make him avoid
work.

 

3.   Recognition
approach. It consists in the aspiration of people to get the maximum level of
freedom of choice in any life situation: in society, at work, etc. In this
approach, the main initiative belongs to the employee.

 

 

Principles of Empowerment

It is necessary to clearly understand that Empowerment precisely means
to achieve this. The Empowerment is a process of increasing the capacity of
individuals or groups that will allow them to make their own choices and
transform them into desired actions and outcomes.

How does it look in practice? Let’s define, as the organization,
corresponding to the basic principles of Empowerment looks:

•   
Ultimately, highly
skilled, independent working groups take on most of the decisions, and there
are no escalations;

•   
 The role of the manager varies from direction
and performance verification to coaching, facilitation, resolution of only the
highest level problems and ensuring that people have the skills, information,
judgments and attitudes that enable them to receive significantly improved
results;

•   
Employees have
more autonomy from across borders that specify the range within which they can
act, including decision making;

•   
Training instead
of accusation becomes the focus of every mistake, missed opportunity or goal;

•   
Training and
development is a constant high priority

An empowered workforce is what you should strive for. However, this has
not yet become a reality everywhere.

Conclusion

Empowerment is
a powerful tool for increasing income and improving the quality of work.

The management
should be ready to actively delegate its authority to competent employees,
providing them with the necessary information and independence. It is important
to ensure the creation of a team for autonomous decision-making by employees.

Knowing the
processes of globalization and growing competition, organizations need to
redesign their management philosophy and policies in order to increase their
competitiveness so that they can become a truly modern and business class. This
requires a strong team of responsible, independent employees, who, with their
maximum productivity, can form the image of the company, achieve their goals,
ensuring the prosperity of the business.

Therefore, in
order to have wise and powerful human resources, which are an important part of
every organization, the employer must give employees the opportunity to
participate in the decision-making process, train and train to solve new
problems independently, be responsible for their choice and profit in case of
success. This is the only way to improve the productivity and effectiveness of
the organization.

Due to the key
role of Human Resources, it is important to have the necessary powers,
competencies, considerable knowledge and participate in decision making in
order to maximize the effectiveness of the company. This will satisfy the
interests of management, and employees, and customers who use the product of
this organization. Any opinion, any decision of each employee can be decisive,
fatal and can bring success.