Concept of Empowerment - Research Paper Example

Empowerment Table of contents 1. Executive summary : page 3 2. Introduction : page 4 3. Concept of empowerment : page 5 4. Elements of a successful empowerment scheme : page 6 5. Costs and benefits of empowering the workforce in modern organizations : page 8 6. Development of an empowerment scheme for a corporate company : page 10 7. Conclusions : page 12 8. References : page 13 Executive Summary Employee empowerment is a must for corporate companies because of its immense effect on improving the productivity of the employees. The hidden potential of employees can be revealed only through empowerment programs. Empowerment will reduce the efforts required to accomplish a function by acting as a lubricant and hence many of the employee’s protests and agony can be reduced considerably. Globalization and Liberalization has redefined many of the conventional organizational concepts. The involvement of even low grade workers in the decision making processes/ bodies is welcomed as per the current trends. Increased employee involvement in decision making process may increase their attachment towards the organization Introduction “Empowerment is the process of increasing the capacity of individuals or groups to make choices and to transform those choices into desired actions and outcomes (Empowerment, 2009)” It is difficult for a person to achieve the desired targets in his personal and professional life without the help from other sources. Man is a social animal and hence it is not easy for him to live and manage life situations alone. “Empowerment is a multi-dimensional social process that helps people gain control over their own lives. It is a process that fosters power in people for use in their own lives, their communities and in their society, by acting on issues they define as important. (Page &Czuba, 1999) Empowerment is a general term which is applied in almost all the segments of life activities nowadays. It is now considered to be a core concept in education political and economic development democratic theory feminist politics mental health public health community psychology, human services etc. (Schwerin p.55, 1995) “Quality, flexibility, and commitment are the buzz-words of management strategy and reflect many of the goals currently sought in business. In order to contribute to these business goals, human resource professionals have had to rethink the contributions they make. This has led to the creation of yet more buzzwords – including the buzzword “empowerment”. (Collins, 1995)” Empowerment of employees at their work place or organization is important for the employees to adapt themselves to the challenging situations and thereby succeed in their profession. Worker Empowerment is defined as increased intrinsic task motivation including sense of impact, competence, meaningfulness, and choice. “Empowering interventions enable workers to feel they can perform their work completely”. (Thomas & Velthouse, 1990) This report explains the importance of empowerment in an organizational environment. Concept of empowerment “When people refer to "empowerment" in the workplace, they generally mean the concept of arming workers with the knowledge and resources to take control of their own theoretical "helm" and do a better job by doing it themselves, instead of relying on a superior. (Prater, n.d)” Apart from helping the employees to execute their jobs more easily empowerment will enable them to act positively even in other situations in which their involvement normally does not require. The concept of business and organizational strategies is undergoing constant changes every day in order to cater the needs of changing trends in business especially in a globalized environment. As per the earlier trends complete professionalism were strictly observed in organizations in which each employee needs to concentrate fully on his work alone rather than interfering in other’s work. But as per the current trends organizations encourage their employees to act positively in critical situations, even though their responsibilities do not include it. For example, a receptionist or an office secretary is encouraged to manage the customers in the absence of marketing managers as per the current trends. The same thing was not possible as per the traditional organizational environment. “The most important concept of empowerment is to delegate responsibility to the lowest levels in the organization. The decision making process should be to a high degree decentralized and individuals or work designed teams should be responsible for a complete part of work processes” (EMPLOYEE EMPOWERMENT: A CRUCIAL INGREDIENT IN A TOTAL QUALITY MANAGEMENT STRATEGY, n.d) It is necessary to empower employees to act positively whenever any organizational requirement arises. “Empowerment is the oil that lubricates the exercise of learning. Talented and empowered human capital is becoming the prime ingredient of organizational success. A critical feature of successful teams, especially in knowledge-based enterprises, is that they are invested with a significant degree of empowerment, or decision-making authority” (Employee Empowerment, 2001) Empowerment will reduce the efforts required to exercise a professional job. For example, an illiterate clerk of computer operation can get his work eased if he is empowered with proper training in computers and software used in the organization. All the hard manual work he has done till the empowerment will become easy for him after his empowerment. “Empowerment refers to both a longitudinal dynamic of development and to attainment of a set of insights and abilities. (Rappaport, Swift, & Hess, p.18, n.d)” Empowerment is a test of whether we truly believe that job security is based up on performance or entitlement. (Guillory Ph.D, p. 33, 1997) Some people may think that they are well qualified to accomplish certain jobs because of their academic qualifications. They may think that there is no way to improve his way of functioning since he is already performing at his top gear. But in reality this may not be correct. Such employees need empowerment to make them aware of their hidden potential. Moreover empowerment sends a message to the employee that his job security is purely based on his performance rather than anything else. Elements of a successful empowerment scheme “Empowerment can be seen to fall into three broad categories: ‘self-regulatory’; ‘delegated’; and, ‘stakeholder’ approaches”. (Harvey, 2009) Self regulatory empowerment is by far the best option available for organizations since such regulation may not require much expensive training to the employees. A person who is able to regulate his actions without any involvement of his superiors or others may be beneficial to the company. The superiors don’t need to spend much efforts on such employees. Self regulated employees will adapt themselves to most of the critical situations and hence they can be considered as an asset to the organization In a delegated empowerment environment the workers need to perform within a frame work. Such workers need to take advices from the managers or supervisors for most of their actions. In such an environment the workers may feel of a local control and ownership, but their working freedom is limited compared to a self regulatory approach. “Stakeholder empowerment’ involves broad-ranging development and training of employees. It sees people as the key resource in the organisation, one that needs nurturing beyond the immediate utilitarian requirements imposed by seeing training as an investment requiring a return.” (Harvey, 2009) In stakeholder empowerment the organizations visualize the training purposes of their employees as another corporate function itself like marketing, accounting etc. The organizations spend lot of money for training and in return they expect better performances from the employees. In such cases the employees will be under immense stress to perform well since they cannot cite much excuses for their under performances. A successful empowerment scheme may have the following elements; Decide for Empowerment, Create a Vision of the Organization Establish Self Managing Teams Establish a Collective Voice of the Staff, Skilled, Empowering Leadership, A Process of Organization Development(Gallagher, 1997) Once the managers or the leaders decide to empower their employees, they must formulate strategies for tackling various expected and unexpected problems may arise at the time of empowerment. The employees may not be readily co operate with such programs and hence the manager needs to convince and confront the employees in order to make them readily co operate with the empowerment program. The vision and mission of the organization through the empowerment program must be clearly transferred to the employees. The mangers can test so many strategies during this empowerment program by creating different teams for different works and also testing the employees in various other departments in order to realize their potentials and also the managers can allocate independent assignments to some workers in order to assess their potential as well. Form this vigorous testing process the managers will conclude at the end of this empowerment program that which teams were effective and which individuals need more training or which teams or individuals can be utilized better. Self managing teams may reduce the tension and efforts of the manager. Moreover such teams will inject team spirit which is essential for every group activities. Costs and benefits of empowering the workforce in modern organizations “Empowered employees are more able to adapt to change and less likely to resist it, and their need for control is being met through their empowerment, rather than by their resistance”. (Kappelman & Richards, 1996) Most of the employees resist while in action because of their inability to execute certain difficult missions. Empowerment is an opportunity for them to make their difficult task easier and hence they will never resist in future. Even a small amount spend on empowerment program can bring big success to the organization because of the increased productivity of the employees after the program. Increased involvement of employees in the mainstream of decision making processes will increase the employee’s attachment towards the organization. The employee will consider the organization as his own when he gets enough opportunities in decision making processes. “Training is provided to increase people’s level of commitment and competence and thereby increase the extent of empowerment. This needs to be combined with a self differentiated leadership style that establishes organizational direction, stays in touch with the system and deals effectively with attempts to sabotage the organization’s direction through resistance, victimization, cynical and passive behavior.” (Gallagher, 1997) “In a small business, employees perform a larger variety of tasks than in large ones; this promotes empowerment and a better understanding of the work process. Empowerment in the small business environment enables employees and management to learn and implement new ways of working, thus improving business operations for increased profits and productivity (Jay, 1993) It is difficult that only a specific job is being allotted to an employee in a small organization. It is quiet often required that a clerical staff may require to control the reception, book keeping, filing, and also managing the customers in a small organization because of the lack of employees. Such employees need empowerment in order to increase their potential to perform well. “There are an almost infinite number of small details that no one except the person actually doing the work can ever know. Without employee empowerment it is difficult to take advantage of this knowledge.” (Employee motivation and employee empowerment are part of employee development, n.d) One of my manager friends has told me one of his experiences while working in a printing unit. The main graphic designer was on leave on a particular day because of some problem. Unfortunately the manager faced a critical situation in that day where the intervention of the graphic designer was essential. He tried to contact the designer many times over phone, but all went in vein. Watching the agony of the manager, one of his printers approached him offering help. This fellow has actually completed a graphic designing course before accepting the printer’s profession. He successfully solved the problems of the manager. Only through empowerment program such hidden talents will be revealed. Development of an empowerment scheme for a corporate company Decision making, taking suggestions from employees, discussion between the management and the employees, building co-operation between them and the implementation of the final decision reached are the various steps involved in a well defined empowerment program (Pastor, 2009) Decision making is the first stage of an empowerment program. The manager or the management makes the decisions and informs the team during this period. The suggestions from the employees will be invited in the second stage which will be discussed in detail in the third stage. After this the discussion will go on in the next stage also along with building a strong relationship between the management and the employees. After the final decision is reached about the details of the empowerment program, it is implemented in the last stage. It should be remembered that top management leadership and employee empowerment are the most important principles in total quality management (TQM) because of their assumed relationship with customer satisfaction. (Ugboroand & Obeng, 2001) Quality of the product or service offered by the organization determines the customer satisfaction and only through satisfying the customers an organization can move forward. Customers are one of the main assets of the company and hence any investment which boosts customer satisfaction may not be a waste for the company. Empowerment associated with information sharing, upward problems solving, task autonomy, attitudinal shaping, and self-management, or simply feeling involved. (Mandefrot, 2003) The intention of empowerment is to make an employee self sufficient in most of his responsibilities. For that the employee needs to be restructured completely in his attitudes and skill sets. The ultimate aim of empowerment program is to reshape the employees to make them more productive to the company. “Most leaders do not want to give up control. Control is job security and/or a feeling of importance. The typical CEO will let a company go bankrupt before trusting others with responsibility he thinks should be his.” (Webb,2003) It is necessary for a corporate company to believe in the abilities of their employees. An adamant CEO or top leaders may only spoil the company and hence the empowerment program must start from bottom and it should reach the top level as well. “Employee involvement, teams, and employee empowerment enable people to make decisions about their work.” (Team Building / Employee Empowerment / Employee Involvement, 2009) Empowerment increases the loyalty of the employee towards the organization. An employee can make proper decisions on his work after empowerment. Decision making will be eased out after empowerment program. Empowerment programs are useful to both the employees and also the employers immensely because of the mutual benefit associated with it. “In assessing the state of empowerment in their organization, the empowerment champions will find that they cannot take unilateral actions that will foster empowerment.” (DEW p.20, 1997) Bilateral discussions are the core of empowerment program. Only through the two way communication the empowerment managers will come to know about the actual requirement of the employees. Empowerment is strongly cemented its bases on knowledge. Professional skills are developed only when knowledge utilized in an effective manner. Knowledge comes from professional knowledge, the knowledge base of a preferred theory or approach, knowledge about particular modalities, and knowledge about the people served and their environments. (Lee p.56, 2001) The organization needs to prepare strategies for improving the knowledge level of their employees by providing them access to better libraries, or through providing them better training. In any case the improvement of knowledge level of the employees will always pay dividends to the organization. Pay systems focused on the potential of the individual worker for multi-functionality and the performance of the team is useful in supporting empowerment. (Born & Molleman, 1996) Another way of motivating the employees for better productivity is the recognition of their individual efforts or their efforts as a team. Better rewards for such efforts will definitely a part of employee empowerment program.Empowerment evaluation relies on the reciprocal relationship between theories of action and use. (Fetterman, p.14, 2004) Conclusions Empowerment of employees is one of the core segments of organizational functions at present. Most of the organizations have realized the importance of empowerment in order to fine tune the abilities of an employee. “Self empowerment is the only kind that’s real. Everything else is power sharing”. (Lucas p.25, 1998) So it is better for the corporate to encourage self empowerment. Forced empowerments may not become totally successful. The organizational leaders must realize the importance of involvement of low level employees in the decision making process. Empowerment programs of employees will act just like lubricant oil to an automobile. Any investment on empowerment program is not a waste for an organization since it can increase the productivity of the employees immensely. References 1. Gallagher Robert A., (1997), Retrieved on May 31, 2009 from http://www.orgdct.com/elements_of_empowerment_in_an_or.htm 2. Thomas Kenneth W. & Velthouse Betty A. (1990) Cognitive elements of empowerment, An interpretive model of intrinsic task motivation Retrieved on May 31, 2009 from http://www.jstor.org/pss/258687 3. Rappaport Julian, Swift Carolyn F. & Hess Robert (n.d) Studies in empowerment Retrieved on May 31, 2009 from http://books.google.com/books?hl=en&lr=&id=FsA5FHVI2EQC&oi=fnd&pg=PA9&dq=Elements+of+Empowerment+in+Organizations&ots=p2lJ-EynOa&sig=uXXUNjztLzlZ2U_90fZPdv2L66Q#PPP1,M1 4. Ugboroand Isaiah O. & Obeng Kofi, (2001), Top management leadership, employee empowerment, job satisfaction, and customer satisfaction in TQM organizations: an empirical study Retrieved on May 31, 2009 from http://www.sciencedirect.com/science?_ob=ArticleURL&_udi=B6W5C-433P9FR-7&_user=10&_rdoc=1&_fmt=&_orig=search&_sort=d&view=c&_acct=C000050221&_version=1&_urlVersion=0&_userid=10&md5=d489a5e1066557d2f14fd33bdd51affe 5. Collins David, (1995), Rooting for empowerment? Retrieved on May 31, 2009 from http://www.emeraldinsight.com/Insight/viewContentItem.do;jsessionid=21697348B48B0E164832F377BBE1C7BC?contentType=Article&contentId=882375 6. Kappelman Leon A. & Richards Thomas C.(1996) Training, empowerment, and creating a culture for change, Retrieved on May 31, 2009 from http://www.emeraldinsight.com/Insight/viewContentItem.do;jsessionid=21697348B48B0E164832F377BBE1C7BC?contentType=Article&contentId=882399 7. Born Leontine & Molleman Eric, (1996), Empowerment and rewards: a case study, Retrieved on May 31, 2009 from http://www.emeraldinsight.com/Insight/viewContentItem.do;jsessionid=21697348B48B0E164832F377BBE1C7BC?contentType=Article&contentId=882400 8. Fetterman David M. (2004) Empowerment Evaluation Principles in Practice, Publisher: The Guilford Press; 1 edition (October 29, 2004) http://www.amazon.com/Empowerment-Evaluation-Principles-Practice-Fetterman/dp/1593851146/ref=sr_1_10?ie=UTF8&s=books&qid=1243739235&sr=1-10# 9. Lucas James R. (1998) Balance of Power: Authority or Empowerment? Publisher: AMACOM; 1st edition (March 20, 1998 http://www.amazon.com/Balance-Power-Empowerment-Interdependent-Organization/dp/081440393X/ref=sr_1_16?ie=UTF8&s=books&qid=1243739838&sr=1-16# 10. Guillory William A. Ph.D The Living Organization: Spirituality in the Workplace Publisher: Innovations International www.innovint.com (October 4, 1997, http://www.amazon.com/Living-Organization-Spirituality-Workplace/dp/0933241143/ref=sr_1_20?ie=UTF8&s=books&qid=1243740235&sr=1-20# 11. DEW JOHN R. , EMPOWERMENT AND DEMOCRACY IN THE WORKPLACE, Quorum Books, 1997 http://www.questia.com/read/27480900?title=Empowerment%20and%20Democracy%20in%20the%20Workplace%3a%20Applying%20Adult%20Education%20Theory%20and%20Practice%20for%20Cultivating%20Empowerment 12. Lee Judith A. B. The Empowerment Approach to Social Work Practice Building the Beloved CommunityColumbia University Press, 2001 http://www.questia.com/read/100248977?title=The%20Empowerment%20Approach%20to%20Social%20Work%20Practice%3a%20Building%20the%20Beloved%20Community 13. Schwerin Edward W. (1995) Mediation, Citizen Empowerment and Transformational Politics Praeger Publishers, http://www.questia.com/read/14201911?title=Mediation%2c%20Citizen%20Empowerment%2c%20and%20Transformational%20Politics 14. Empowerment(2009), Retrieved on May 31, 2009 from http://web.worldbank.org/WBSITE/EXTERNAL/TOPICS/EXTPOVERTY/EXTEMPOWERMENT/0,,contentMDK:20245753~pagePK:210058~piPK:210062~theSitePK:486411,00.html 15. Page Nanette & Czuba Cheryl E., (1999), Empowerment: What Is It?, Retrieved on May 31, 2009 from http://www.joe.org/joe/1999october/comm1.php 16. Employee Empowerment, (2001), Retrieved on May 31, 2009 from http://www.1000ventures.com/business_guide/crosscuttings/employee_empowerment.html 17. Harvey, L., (2009), Analytic Quality Glossary, Quality Research International, Retrieved on May 31, 2009 from http://www.qualityresearchinternational.com/glossary 18. Prater LaToya, Ph.D., D.D.S., KCD (n.d.) Empowerment in the Workplace: Making the Office A Nicer Place to Be, Retrieved on May 31, 2009 from http://www.kcdrinker.com/content/2004/05-2004/Articles-05-04/empowerment.htm 19. Jay Nathan, (1993) Empowerment as a workplace strategy in small business. Retrieved on May 31, 2009 from http://www.allbusiness.com/human-resources/compensation-profit-sharing/416497-1.html 20. Employee motivation and employee empowerment are part of employee development(n.d) Retrieved on May 31, 2009 from http://www.adamssixsigma.com/Newsletters/employee_motivation.htm 21. Webb Robert L. (2003) Empowerment History, Retrieved on May 31, 2009 from http://www.motivation-tools.com/workplace/history.htm 22. Pastor Joan, (2009) Empowerment: what it is and what it is not, Retrieved on May 31, 2009 from http://www.leader-values.com/Content/detail.asp?ContentDetailID=86 23. Mandefrot Kefyalew, (2003), Empowerment in the ‘New Workplace’: A Qualitative Study of Meaning and Experience Retrieved on May 31, 2009 from http://74.125.153.132/search?q=cache:A73C46mbpD8J:www.oise.utoronto.ca/CASAE/cnf2003/2003_papers/kenmandefrotCAS03.pdf+empowerment+at+work+place&cd=13&hl=en&ct=clnk 24. Team Building / Employee Empowerment / Employee Involvement, (2009), Retrieved on May 31, 2009 from http://humanresources.about.com/od/involvementteams/Team_Building_Employee_Empowerment_Employee_Involvement.htm 25. EMPLOYEE EMPOWERMENT: A CRUCIAL INGREDIENT IN A TOTAL QUALITY MANAGEMENT STRATEGY (n.d) Retrieved on May 31, 2009 from http://www.geocities.com/TimesSquare/1848/org.html Read More