Empowerment and Innovation Change in Work Place - Essay Example

Introduction: Nowadays the all business organizations have been thinking for the total development of the work front. For this purpose they have been organizing employee empowerment in all sectors of business. The employee empowerment is a typical program or procedure by which the quality of the work can be improved considerably. This can be done either individually or organizational basis. This can be employed by gathering information for the empowerment process. Actually empowerment is the process of sharing information, power and authority. The proper development of an organization occurs if the power sharing process is done innovatively. While performing the employee empowerment program care should be taken to provide maximum satisfaction to the employees. This will result production hike and thereby the customer satisfaction can be maximized. If there are technical difficulties in implementing empowerment program, then a cultural change is essential for the whole organization. The authorities must try to learn the requirements of the employees for dedicating themselves to promote result oriented work. What is the literature of employee empowerment? People have different views regarding the nature of empowerment programs to be implemented. For different organization the structure of empowerment will be different. These variations are according to the requirements of each organization. The developmental background and the processing of procedures for empowerment implementation are entirely different with respect to organizational point of view. Moreover the working media, the type of work carrying out and the time frame of work are the various aspects which are to be considered before designing and implementing employee empowerment programs. The need of empowerment in an organization is a kind of work redesigning process. Before redesigning is carried out in an organization the authorities must make sure decisions regarding the innovations to be employed in the work front. They must make a confirmative effort to find out the section of the organization which needs the innovation. The organization expects well cooperated performance from the employee side. For achieving this feat the working environment of the natural work group should be enhanced considerably. Since the concept behind the working classes is highly complicated it should be dealt with utmost care. The very important part that we can observe in social work group empowerment is social interaction. These enable employees to socialize on works entrusted to them. The interaction should be purely task based. If this concept is employing in the empowerment, a result oriented atmosphere can be created in the organization. To boost this process work related relationship should be maintained among employees. The inclusion of natural work group concentrates on the dynamic factors of the work related matters. What are the factors related to empowerment? The main factor related to the processing of empowerment is the sharing of information. This technique will decrease the misunderstandings and lack of knowledge regarding empowerment. The mutual communication of information not only helps to minimize the general problems but also enhances the relationship of the employees working in a particular organization. Moreover the constant mutual communication enables employees to sort out any differences related to the organization and clears ways to reach the proper destination with out much effort. In this way a result oriented work front can be created in any organization with out much effort. Thus the information sharing process is reliable factor as far as the employee empowerment is considered. Support from the organization is one of the important factors required for the development of employee empowerment. This provides adequate confidence to the employees to undertake any tedious works which remain as an obstacle in the developmental process of the organization. Apart from the moral support if the organization shows interest in granting financial and cultural assistance to the employees then there won’t be any hurdle in the midst of the developmental process of the respective organization. All these facilities enable employees to face all sorts of risk related works with out any reluctance. The employee empowerment is a kind of delegation with respect to the various factors of the organizational work front. The organization having more than one employee cannot survive with out proper empowerment programs. Certain times the employer has to hire temporary employees when there is high load of works. This is a typical kind of empowerment which is popularly known as ‘hire and fire’. With out this hiring process the over load of work cannot be finished on time. But the implementation of such empowerment must be done at the most wanted juncture. This timely empowerment of employees helps not only to complete the excess works but also to prevent the inevitable loss which may happen to the organization’s economy. What are the advantages of empowerment? The proper implementation of employee empowerment will result the prosperity of an organization. The better way to develop dedication among employees is by bringing professionalism and motivation. This will bring a typical kind of commitment from the side of employees for the wellbeing of the concerned organization. The productive capacity of an organization can be improved by upgrading the technical know how and skills on which the industry of the organization being performed. This is another kind of empowerment and the same is benefited the industrial sectors considerably. Employees having sophisticated tools for both supporting and informing are capable to develop result more quickly. In this way the organization can meet high requirements of their products by increasing the production ideally. What is the culture of empowerment? The culture related to an organization is a complex thing. It is on this cultural basement that the empowerment of an organization is brought up. The culture of the organization often supports the employee empowerment since the same is for the well being of the organization. The empowerment which is highly related to fundamental beliefs and personal orientation is an element of organizational culture. Moreover the empowered people have culture of self determination, culture of meaning and culture of competency which are considered as the very important factors for the development of an organization. Thus the empowerment creates a culture of work spirit among the employees. What is the role of managers? In empowered organizations the managers and supervisors transform themselves in to new roles. The main aspect of this role change is on account of the sharing of information. In all organizations the employees have to work as per the work allocated to them. Such employees cannot perform works doing by other employees of the same category. In an empowered organization the managers and supervisors make them capable to perform all sorts of works whenever required. For this practical ability the employees should be grateful to their superiors because these superiors mold them to perform all types of works in the respective firm. Hence, if anybody is absent the concerned work need not be stopped till he returns. Hence the role of managers and supervisors in an empowered firm is really appreciable. The managers should be careful to avoid managerial politics in their organizations. They must allow employees to perform social interaction mutually. Nowadays employee’s interaction is a key factor for the developmental process of an organization. Managers must have tremendous skill to modify working methodologies and find solutions to production problems. But in the job redesigning programs the managers should consider the interests of the employees. This will enable the work groups to create spontaneous developments in the work front. What is the importance of competency? The competency has some key roles in the employee empowerment of an organization. The competency with definite knowledge regarding empowerment can make the task of empowerment easier. Thus a total success in this process can be brought up by giving adequate training to the employees from the beginning itself. This will enable them to understand what their job is and how can they bring better output in that particular field. Generally the training module provide qualities to lead a team of workers who are to be employed properly for making developments in the concerned organization and skills development in the training program provide adequate technical background regarding the functioning of the organization. Moreover this will enable them to solve the interpersonal problems amicably by utilizing the resources available. The persons who are deputing for providing training to employees must be masters on competency knowledge. This type of training can be given to employees at regular intervals. When new technicalities and concepts are introduced into the empowerment field, then the same can also be included in the training modules from time to time. Proper training will make employees capable to decide, approve and initiate actions whenever required. These characteristics of the employees are the main peculiarities of an empowered organization. Hence with out proper training to employees the competency in the employee empowerment cannot be employed properly. What are the roles of resources? In all major organizations it is the right of the supervisors to employ the resources properly when required. To enjoy the benefits of empowerment the power to use resources should be distributed among the empowered employees. The resources include right to support staff and control them. For controlling staff the concerned individuals must have adequate knowledge and experience in the relevant field. If the power to control and support staff can be employed from the very beginning itself the ill treatments which happens in many organizations can be minimized to great extend. If the staff of an organization is got proper training then the next step is to make them capable to employ the resources properly. This is one of the key factors required for the developments of the organizations. The staff as well as managers and supervisors of an organization must have the authority to use the resources ideally. Experts in business field say that this type of transference of authority from top to bottom will control the resource abuse perfectly. Adequate resources are required for the proper development of an organization. If employees are asked to bring improvements with out desired resources are termed as ‘Human resource trap or HR traps’. Usually such an incident occurs when the managers in an organization want their employees to bring as much as development with out considering the environments required for a result oriented work front. Sometimes this trap will effect the organization inversely. Hence to create a reasonable empowerment in an organization, both the authorities and employees must know the proper utilization of the resources related to that concerned organization. How is sufficient support too important? The atmosphere in an organization must be supportive in nature to implement the empowerment programs successfully. All ventures proposing by the organization must get have got both moral and social support from the whole staff of the organization. If the support is unanimous and irrespective of the classification made among the staff, then such support will be highly beneficial for the positive implementation of the empowerment program. If the changes are bringing for the innovation of an organization such transformations will all sorts of support from the staff of the organization as a whole. The rating of the social support to that organization will be too much higher. The effectiveness of the empowerment is with respect to the support available from the environment of the organization. The organization must adopt strategies and techniques of empowerment that can provide emotional support to all working class men in the respective organization. This is essential to develop strong belief and trust among the members of the staff. The support can also be in the form of advice and proper monitoring from the side of supervisors. The organization must consider all suggestions which are supportive for the wellbeing of the organization. Sometimes there may be ideas and suggestions from employees having lower ranks. The company must show interest in hearing their ideas and analyze them. If they are apt for the prevailing environmental conditions of the organization and suitable for the motivation of the employees then the authorities should show no reluctance in implementing them for the well being of the organization. To boost both the moral and social support the empowerment efforts should be rewarded and recognized ideally. Since they are very valuable suggestions the individuals who contribute who contribute ideals should be congratulated personally and uniquely. In this way each organization can ensure sufficient support from all sections of employees for the successful implementation of the empowerment strategy. What are Theoretical Foundations? One report that attempted to reply few of these queries had a splendid study plan, but the null theory was not refused. The study plan employed a study group who were being authorized and a control group who were not. “Both groups had replied to a former, broad study of direction exercises, which helped as a base line standard.” Still, evidently due to an organizational downsizing attempt in the center of the study, “Solutions rendered minimum back up for the positive significance of authorization. The null theory which authorized workers would have no deviation in how they considered their position than non-authorized workers was not refused.” [Thorlakson and Murray, 1996] Some resolutions are required to help realize Thomas and Velthouse’s [1990] view on authorization. These admit, “Fundamental task motive demands positive rated experiences which people deduce straight from a task. Task judgments are assumed to be the proximal reason of fundamental task motivation and gratification. Task pertains to a set of actions aimed towards a function.” [p.668] Thus when an individual performs a set of actions [read work] he or she evaluates the job at hand and determines whether it is motivating and acceptable. Throughout the course of time the person generalizes these single task judgments into an overall view of this kind of task. If the fundamental task motivation is present and is endorsed by management, that individual turns authorized. What is the role of time frame in the empowerment implementation? The role of time limitations in the process of empowerment implementation is very important. The implementation of empowerment for any organization should be in the appropriate time frame. If the same is not according to that the consumption of time for the out put will be more and long lasting. Since implementation of empowerment is a process of hard work that should be done with prior planning and time limit. There various types of business empowerment program which require different time frame to get it implemented successfully. In this way the relationship between empowerment planning and the time frame required to implement it is very much related. What is situational empowerment implementation? Many writers suggest that employee authorization is a procedure which must be enforced in phases. This conception applies for both each person and for the establishment completely. From the overall attempt reported by Blanchard, et al. in all 3 books referred in this paper [Blanchard and Bowles, 1998; Blanchard, Carlos and Randolph, 1996; Blanchard, Zigarmi and Zigarmi, 1985], to those who draw upon their work [Ward, 1996], to the social psychologists who note that, “authorization is not a sheer doorway which once attained can be marked as authorized.” [Zimmerman, 1990, p.170], there is this feel that authorization is not an all or nothing suggestion. References: Robert Heller (2005-11-08) Employee Empowerment: Management giving power to the people, viewed 21, november,201010 Susan M. Heath field , Employee Empowerment, viewed 21, november,201010, Vadim Kotelnikov, Employee Empowerment , viewed 21, november,2010 Matthew Brown (September 8, 2010) A Conversation With IT Leaders On Workplace Technology Empowerment, viewed 21, november,201010,http://blogs.forrester.com/matthew_brown/10-09-08-conversation_it_leaders_workplace_technology_empowerment Amelsvoort van, P., The design of work and organisation, Vlijmen, St-Groep, 2000.viewed21,november,2010 Industrial relations Victoria department of innovation, Workplace change: managing change in the workplace, viewed21,november,2010 Read More