Beruflich Dokumente
Kultur Dokumente
Research Scholar
Department of Business Management
Sri Venkateswara University
Tirupati
Introduction
Empowerment is the process of giving employees
the power, authority, responsibility, resources, freedom
to take decisions and solve work related problems in the
organization
"Empowerment means encouraging and allowing
individuals to take personal responsibility for improving
the way they do their jobs and contribute to the
organization's goals- Richard Carver
Empowerment is the period of improving the
decision making ability of the employees through
cooperation, sharing, training, education and team
work- Vogt and Murrel
The
Evolution
of
Employee
Though the word, empowerment in the management context has
been coined recently, its roots in management roll back to several
Empowerment
decades. In the Hawthorne Experiments, at Westinghouse where it
was shown that productivity improved when staff felt they were
being paid attention to, dates back to the 1920s. After the Second
World War, the occupying forces installed work directors in major
Germen companies but bulked at the idea of taking the same
medicine at home.
Dependency
Departments Project
* Autonomy
* Teams
* Self-Imposed Work Standards
Performance Rewarded
Information Hoarded
Responsibility Delegated
* Information Shared
* Responsibility, Authority and
Accountability Delegated
Classification of
Empowerment:
A. Psychological Empowerment:
Psychological empowerment has its roots in early work on employee division
and quality of work life. Instead of focusing on managerial practices that
share power with employees at all levels, the psychological perspective is
focused on how employees experience at work. Psychological
empowerment is not what one can see physically. It is a process of
changing the belief of the people internally.
B. Structural Empowerment:
Structural perspective focuses on the managerial practices and policies
that will facilitate empowerment. Structural empowerment basically
involves a movement from top down control system towards high
involvement practices which entails authority and participation, autonomy
for decision making, open sharing information, information across the
hierarchy, training and leadership development, performance based
rewards, access to resources, opportunities for innovation, management
support and encouragement, and with well designed organisational culture.
Elements of Psychological
Empowerment-Spreitzer
1.Impact: the degree to which an individual
can influence strategic, administrative, or
operating outcomes at work.
2.Competence: The degree to which a
person can perform task activities skillfully
when he or she tries.
3.Meaningfulness: the value of a work
goal or purpose, judged in relation to an
individuals own ideals or standards.
4.Choice: involves casual responsibility
for a persons actions.
Elements of Structural
Empowerment:
Autonomy:
Communication:
Training:
Rewards:
Organisational Culture:
Methods of
Empowerment
Types
of
Employee
Prof. Bowen and Lawler define three types of Empowerment,
1. Empowerment
Suggestion involvement: Employees are encouraged to contribute
ideas through formal suggestion programs or quality circles but their
Empowerment-Organisational
Effectiveness
Empowerment Practices
Employee
Behavior
Employee Effectiveness
Autonomy
Communication
Training
Rewards
Organisational
Culture
Organisational Effectiveness
Development
oriented
Behavior
High Productivity
Work Motivation
Job Satisfaction
Conclusion
Thank You