Employee Empowerment
Abstract Empowerment is a simple idea, but often misunderstood or misused by many. "It means granting latitude of action for how the work is done to those who do the work.” (R.E Sibson, Strategic Planning for Human Resources Management). This paper will define, describe and discuss Employee Empowerment used in today’s team based organizations. The paper looks at how this concept affects the company 's diverse workforce. I will discuss the potential impact of these practices and the performance.
Employee Empowerment Employee empowerment can be described as giving employees ' accountability and ability to make choices about their work without managerial authorization. Good managers are expected to assist employees to improve job success by supporting, training, leading and giving advice. Employee empowerment can increase employees ' motivation, job satisfaction, and loyalty to their companies. The power that managers comprise should now be shared with employees with confidence, assertion, inspiration, and support. Work decisions and the ability to control an individual’s amount of work are now being relied upon at lower-level management positions (Fragoso, 1999). Groups of empowered employees with little or no supervision are now being formed and these groups are being called self-managed teams. These groups can now solve work problems, make choices on schedules and operations, learn to do other employees’ jobs, and are held accountable for the quality of their finished products. Employee empowerment can be a powerful tool. The leadership style can increase efficiency and effectiveness inside an organization. Empowerment can also increase productivity and allow managers more time to work on more important business matters. Empowered employees can make decisions and suggestions that will improve customer service, save the company money, and save long, drawn out disputes with customers. Empowerment is the best
Employee Empowerment Employee empowerment can be described as giving employees ' accountability and ability to make choices about their work without managerial authorization. Good managers are expected to assist employees to improve job success by supporting, training, leading and giving advice. Employee empowerment can increase employees ' motivation, job satisfaction, and loyalty to their companies. The power that managers comprise should now be shared with employees with confidence, assertion, inspiration, and support. Work decisions and the ability to control an individual’s amount of work are now being relied upon at lower-level management positions (Fragoso, 1999). Groups of empowered employees with little or no supervision are now being formed and these groups are being called self-managed teams. These groups can now solve work problems, make choices on schedules and operations, learn to do other employees’ jobs, and are held accountable for the quality of their finished products. Employee empowerment can be a powerful tool. The leadership style can increase efficiency and effectiveness inside an organization. Empowerment can also increase productivity and allow managers more time to work on more important business matters. Empowered employees can make decisions and suggestions that will improve customer service, save the company money, and save long, drawn out disputes with customers. Empowerment is the best
References: Fragoso, Heloisa. "An Overview of Employee Empowerment." Business and Economics. May 1999. Sandbulte, Arend. "Employee Empowerment.” Minnesota Power. June 2001. "Employee Empowerment and Total Quality Management." Times Square. December 1999. "Empower the People." Cast-Fab Technologies. May 2000.