Employee empowerment is a basic word that is used to clarify the ways in which those employees who are not in management can make autonomous decisions without consulting the manager. The empowerment of employees can go to the extent of decisions making which can be either small or large depending on the status of power with which the company opts to invest in its employees. The process of providing workers with the capacity starts with training and then turning the company as a whole to an empowerment replica. Consequently, it may simply mean offering workers the capacity to make some decisions on themself (Boyatzis, 1982). In various associations, there are shifts and variations that emerge frequently over a certain period of time. A variation in the organization’s operations is a thing which is hard felt although many such organizations start on a booming path once the variation or change has already occurred. This kind of variation must be embraced by all the workers as they are the ones that determine the fate of an organization that is whether it will succeed or not. Therefore this change should be made clearly known to everyone in the organization so that the outcome can be realized (Richard, 2001).
A successful organization does not possess barriers that could hinder effective communication between the management and the labour providers. That is the gap between the workers and the management is negligible.
This type of management gives workers the capacity to make decisions and propose their opinions on how to successfully run an organization and in the end realize the intended goals.
Thousands and thousands of the organizations that are there in the world have a flat organization type of managing, for example a bank. Each section in the organization should be empowered to make its own decisions such as refunding of money paid, adjustment of rates and even offering of charitable sponsorship. This way of providing workers with the capacity enhances their confidence in the organization and in turn help their customers. If they had to wait for each manager to make his decision or give his opinion in order to do anything within the firm the business would not successfully run. Although workers of a given organization have boundaries in their decision making process, this to a certain level makes them feel trusted by the management and customers in general. For example, when a customer enters a premise such as a bank and is upset by anyone of the workers, there is a norm that he or she be upset by everyone in the premise. Therefore providing workers with the capacity of representing the organization through their everyday tasks can help solve problems encountered while with customers to recapture their confidence. This vital in an organization as the workers or employees are the ones who form the organization. An organization is just a name.
Manager Value of the employees
The manager’s regard for his employees is demonstrated from beginning to end in all of the deeds and words. His or her gestures, his body language, and utterances express what he is minding about the people who are subject to him. The manager’s objective in an organization is to show his appreciation for each person’s unique value and handwork. The manager appraisal of the workers should not only be based on the work done or on how they perform their current task, but on the value for which the worker as a rational being should be considered regarding his or her own interest at heart.
Do not provide your thoughts when talking to the employees instead, ask the employees for commercial altering words: such as what the employee will do, and when such a question is asked, the worker then is able to be in capacity to openly express their ideas, passions and dreams.
The manager should create a condition by asking one query and then practicing the employee’s active listening skills. As a manager you can become efficient and effective by delegating, this leads to the improving of the processes and, most important the workers then start feeling like they are the main winners since they get the chance to implement their own thoughts to an issue and bring about solutions.
It is only managers who realize if quality leaders normally have the gigantic amount of power. In addition to this the more authority of hiring, or firing, the state of performance appraisals and the likes, there is always more powers at the workers and managements disposal that many do not notice; the excess powers to either listen or ask and these empowers the workers. As a manager, one usually has the necessary skills to contribute and provide meaningful suggestions and solution, this are the issues that affect the business and the employees. When an employee comes to the manager with a challenge or difficulty, however, the manager should not be so swift in resolving to a potential list of possible solutions. This should be treated as the time when your authority is at its maximum.
Employees have a right to be heard. If the employees are treated with respect, they probably will respond by working harder and appreciating their organization. They will feel very well, if they know their concerns have been considered by their organization.
Share Leadership Vision
Help people be proud and feel that they are part of the organization, in such a way which will make them embrace their jobs and the organization in totality. The manager should implement this by getting assured that they have and know how to achieve the organization’s mission, vision, and strategic plans.
When helping people to solve difficulties the manager should try to use simple conflict solving tools and techniques because this is the only way the relationship between the management and the worker can be maintained.
The manager’s self and economic interests of the organization or company if is so firm then this will be a special ingredient to the workers empowerment, which in itself is an unfortunate thing in totality. It also suggested that authority belonging to another individual; above all, higher management is being passed down to individuals who would otherwise be powerless (Gomez, 2000).
The authority of an organization and impact opportunities can be delegated but not only just work. That is workers can be provided with task which they can accomplish within the shortest time possible and have fun.
Activities like booking and making arrangements for important meetings, the people around the firm situation and the members of the committee that influence brand or product growth and decision making, and the projects that individuals and clients notice. As the worker continues to grow and participate in the development process, he or she develops an experience. The plate will be not as fuller so that someone can give in more time to the contribution. Your employees will be very grateful and they will concentrate on their work of production and making the organization to excel.
Delegation of authority to the employees, paying attention to their specialization, the company systems, coordination of the various sectors of the organization, integration, and peaceful coexistence is one of the ways organization use to harness the modern corporations to accomplish its motives and productivity. Powers that come from the people after all, it is not an organization that matter but the workers.
When you are assigning tasks that are not readily available to the employees, be very careful and precise in the way you do it and you should explain careful what you need at the end of the day. When you are in the pursuit of detailing an assignment to the employees, you leave no chances for contradictions and hence, no chance for mistakes, meaning that you explain everything to the person. If you have a long list of instructions, please make a copy of them for easy reference and backup. This will give employee something to refer to, especially when the workers are doing a certain task that is new to them. If necessary take the employees for training making two people to do the same thing at a time. By doing this, they might make reference to one another to establish how well the activity you involve them in, instead of having individuals working alone which might make them come to the manager’s office for further clarification of the assignment.
It is also important for the employee to clearly understand the chain of authority when making decisions or taking an action in each situation. When a time for decisions making arises that is attached to the assignment, the two people assigned the activity should perform judgment or should consult the manager immediately for briefing and advice. This clearly is one of the hardest decisions to come up with. When an employee had proved their capability of doing an assignment to completion, allocate them more activities or duties in the department that deals with decision making (George, 2002).
The Manager Should Help the Workers to Feel Rewarded and Recognized For Empowerment
When employees feel that they are not well compensated, they are not given crucial and accounted for the responsibilities they take on, they are not noticed within their departments or their organization as a whole, they are under-recognized, and then it means that the management should not expect good results from employee. The various basic needs of the employees must be provided for employees to subsequently be motivated to give you their best.
In many occasions there are people who make various assumption assumptions with regards to the workers attitude and readiness to involve actively in the organizations dealings. In more than a million organizations there is no employee empowerment at all even the attempt to realize it, no freedom to make even basic decisions. However you will find that these same employees are community leaders, serve in local churches, they are considered for leadership roles elsewhere, and indulges in volunteer activities, do there own businesses, and in several different ways show capability beyond what is used in their work. The outcome of an organization can be realized through development and enhancement of workers’ capacity to perform their tasks.
Gomez, L. et al. (2000). Management of the Human Resources, Scarborough: Prentice Hall.
Richard, L. (2001). An organization’s Theory and Design, Cincinnati: Southwestern College Publishers.
Boyatzis, E. (1982) The Experienced Manager: A Replica for Effective Performance. New York: Wiley.
George, N. (2002). Relationship enhancement: Employer and Employee, McGraw Hill publishers.