Employee Empowerment



Employee Empowerment

Introduction

In today's dynamic business environment, there exists a critical need for adaptive leaders at all levels in the organisation. Without leaders at multiple structural levels there is an enhanced potential for diminishing effectiveness and efficiency within the organisation. This shortcoming in performance can take many forms such as poor communication of the company's mission and vision at the operational levels, a lack of clarity concerning the organisation's strategic objectives and a disconnect from the customer (Tornow, 2005). It is believed that consistent change in a dynamic business environment creates stress which tremendously affects employees and consequently, they are highly resistant to its inevitability.

Empower offers the potential to exploit an underutilized source of human capacity that has to be used for companies to survive in the ever more complex and dynamic. Employees entitled to benefit your company and benefit themselves. They have a greater sense of purpose in their jobs and in their lives, and their participation is directly translated into processes and continuous improvement in the workplace.

Discussion and analysis

Empowerment does not mean giving power to the people, but rather unleash that power. Empower carries a basic sense of owning and begins with the belief system of senior management. Being empowered means that one is free to act, it also means that you are responsible for the results. Thus, a small-business owner possesses the ability to empower employees. Empowerment in the realm of human resources is the equipping and enabling of a worker to exercise judgment and initiative. Empowering employee helps to increase motivation and improve performance. It works on the psyche of humans to make an impact, so they produce at a high level, which benefits both themselves and your business (Argyris & Chris, 1998).

Everyone wants to feel like they make a difference at work. Everyone wants to feel that their opinion counts. This is where the empowerment comes into play. When the manager empowers the employees, they actually let them making decision regarding their jobs and customers.

Conceptualization of Empowerment

The concept of empowerment challenges the view that states that the organization and the employees are in conflict, and suggests that the organization can satisfy employees and they in turn can also get what they want. In the traditional organization, the manager is the person who solves problems, but today organizations face problems are new and complex, so nobody knows for sure what they are to do to make things work, therefore in an organization promoter of empowerment must create a work environment where collaborators to perform, management must support, training and guide their partners to increase the level of performance. It is essential to the role in the change or implementation of empowerment, understanding clearly that delegate not mean abandoning responsibility, but rather share, an old administrative principle is not always adequately considered by directors of the organization (Baldoni, 2005).

The Role of Empowerment

As mentioned by Davidson (2004), empowerment is a process multidimensional character where social leadership, communication and group self-directed mechanistic pyramidal structure replaced by ...