...Employee Empowerment MGMT455 Unit 2 Assignment Employee Empowerment By combining many ideas for employee satisfaction employee empowerment is a misunderstood concept that allows managers to lead and control the organization through trust and communication. The method of permitting an employee to act, respond, behave, think, and regulate their work in more independent ways is employee empowerment. A sign of employee empowerment is strong employee communication, which means that management is openly and honestly communicating the aspects of business to its employees. Employee empowerment has positive effects on employee satisfaction, member service, and member retention (Emerson, 2012). The pros of employee empowerment from the perspective of the employee are that they begin to believe that they can regulate their own destinies. Employees begin to take action and make decisions which leads to self-motivation. This type of empowerment leads to the employee being more loyal to the company and making the extra effort. The independence an employee gains from empowerment leads to the overall success of the company. Employees gain personal growth and development through employee empowerment (Emerson, 2012). Employee empowerment improves employee morale because they are treated like an asset and as though their input is important to the company. It will also increase the productivity of the employees because they have minimal interference from other staff. It also allows employees...
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...The Beginning Of Employee Empowerment Delegation: The Beginning of Employee Empowerment In times of hyper competition, differentiation, price wars and disruptive innovation, companies expect more from their employees. Even the employees demand more than just salary from the employers. The underlying question is, how can employers make 1+1 count 11? Employee Empowerment is one solution to this question. But if all companies know it, why don’t they all leverage its power? Why is it that while few companies count their employees as strategic assets, while others face issues of low productivity and high turnover? Why do some companies have a strong pipeline of competitive employees, while others struggle to find right people for right jobs? The following article attempts uncover one of the most important elements of Employee Empowerment, Delegation! Delegation, put in simple terms, means an act of passing over authority by one party to another for an agreed purpose. But in a cut-throat competitive environment, delegation is not so simple. Rather it is an art very few have mastered. The article discusses two most important aspects of delegation, Trust & Timing! Trust “Trust is not a matter of technique, but of character; we are trusted because of our way of being, not because of our polished exteriors or our expertly crafted communications.” Marsha Sinetar To trust the intentions of people to do the right thing, make the right decision, and make choices that...
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...Employee Empowerment Exploring employee empowerment is a management decision based on proven capability and demonstrated trust by the employee. Transformed organizations introduce empowerment over rules and regulations through smart governance and guidelines supporting organizational culture. These practices promote improved customer service through employee decision-making extended by management authority and flexibility. Demonstrating customer-focused programs and practices through skilled and knowledgeable employees with authority and responsibility to move the organization forward in its mission. Power and Empowerment By definition and context, power is “possession of control, authority, or influence over others” (Merriam-Webster's Third New International Dictionary Unabridged, 2002). A good manager can have power and influence over others and lead well. The definition of empowerment is “to give authority, to enable, and to promote influence” (Merriam-Webster's Third New International Dictionary Unabridged, 2002). The act of empowerment allows a manager to enable individuals to think and act in a way that will enhance their performance, and demonstrate trust in the employee’s abilities. This does not remove power from the manager but instead increases his or her potential to gain power by an effective team. Flat Organization Model Organizational structure is the key difference in reporting processes in organizations. Big organizations have vertical organizational...
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...The Employee Empowerment 1 Running head: THE EMPLOYEE EMPOWERMENT IN IT DEPARTMENT The Employee Empowerment in Information Technology Department Arman Kanooni Capella University COMP8004 – Managing and Organizing People Professor: Dr. Will I Reed November 7, 2005 The Employee Empowerment 2 Abstract Many Information Technology (IT) Departments in major corporations are trying to shift the management practices from a traditional style of command and control toward the participatory management style. They encourage virtual teams, global mobile telecommuting, flexible hours, and greater participation of employees in the decision-making process in work groups. In this paper, we examine an employee versus a manager conceptual model of employee empowerment program and examine this issue in light of relevant theories of leadership, motivation theories, and cognitive science. The barriers to employee involvement are reviewed and some effective methods to remove these obstacles will be explored. Finally, the notion of delegation of decision making from managers to employees will be addressed in the context of the employee empowerment program. The Employee Empowerment 3 Table of Contents Introduction..................................................................................................................................... 4 What is empowerment?................................................................................................................... 5 Goals and...
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...and discussing the following two theories. First of all, in the area of human resource area, the theory to be discussed is moving toward an employee empowerment culture. The second theory pertains to the marketing area and addressed the theory of penetration pricing. For each of the above theories, the issue being addressed that started employing these theories will be discussed. Also, how the theory being followed leads to specific actions on the part of the company will be identified. The achieved results will be revealed. Lastly, assuming the writer was in the position of senior manager, would the situations have been addressed differently? Other possible theories will also be discussed. Application of Theories In the topic of human resources and moving in the direction of an employee empowerment culture, it is first necessary to understand the meaning of this term. Employee empowerment is defined as relinquishing power to the common employee and allowing that employee to make choices and decisions without the approval of management. The level of authority given to the employee is guided by management. A company that practices employee empowerment is Ford. Issues involving a poor level of employee satisfaction, poor performance by the company, and a strong presence of unions caused Ford to put employee empowerment in place. Ford was also being strong armed by the Automobile Workers Union to enforce this theory (White, 2011). As a result of this theory...
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...Patent for Imatinib had already been obtained by Novartis on April 2, 1993. Novartis claimed that this invention involved two aspects: 1. Selecting an example from the Zimmermann patent and then choosing methane sulphonic acid addition salt of the free base Imatinib, which was called Imatinib Mesylate. 2. Making the invention suitable for oral consumption and use. This led to the formation of the beta-crystalline form of the above drug. Opponents of the patent filed by Novartis charged saying that the first invention had merely been picked up from the Zimmermann patent and couldn’t actually be classified as an invention and that the claims by Novartis were false[3]. Hence, the SC had to first determine the veracity of the claims made by the company. For this, the bench studied the relevant clauses of the Zimmermann patent in detail. It was found that Novartis had indeed disclosed both Imatinib and Imatinib Mesylate in the Zimmermann patent and had also directed Natco Pharma to stop selling their drug Veenat, in Europe [4]. Veenat involved the use of Imatinib Mesylate and was infringing upon their European equivalent of the Zimmermann patent[4]. Hence, the court declared that only the second invention of the formation of the beta-crystalline form could be actually termed as an “invention”. Once this was done, Novartis had to pass the bar of calling its invention a “patent”. Section 3(d) of the Act clearly states that discovery of a new form of a known substance must...
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... Tutor: Leif Sanner. Date: June 5, 2008 The impact of employee empowerment on service quality and customer satisfaction in service organizations (A Case study of Länsförsäkringar Bank AB) Silvia C. Peters: 1982-05-15. Elham Mazdarani: 1976-12-11. GROUP: 1924 ABSTRACT COURSE: Bachelor Thesis in Business Administration, 15ECTS AUTHOURS: Peters Silvia Chigozirim. Flugsnappargatan 6, 3tr. 72472, Västerås. 0737225113. SUPERVISOR: LEIF SANNER TOPIC: The impact of employee empowerment on service quality and customer satisfaction: a case study of Länsförsäkringar AB. BACKGROUND: Considering the nature of service delivery and particularly intangible-dominant services, employee empowerment becomes a very important issue to organizations producing services. In that, the customers and the employees are, engaged simultaneously in the production of the service. This inseparability is what is considered by the organization in choosing how best to serve its customers, either by the traditional method or through the empowerment approach. The inability of the management to control the service encounter makes the employees responsible for the quality of service delivered to the customers. In order for the management to trust that the employees are successful in dealing with their customers, the management has to give the employees the authority and necessary support to succeed at it, which is referred to as employee empowerment. The practice of which can directly affect the quality of...
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...negative impact is corrosive and metastasizes like a cancer. However, if symptoms are recognized, diagnosed and consequently addressed the damage can be halted and replaced with positive and productive values that will serve to empower. World-renowned for their pioneering work on empowerment the six values identified by Gershon and Straub (2009), will be used as a tool to develop strategies to resolve these four issues of disempowerment. The Blame Game Hierarchy, inequality, and violence, in the history of mankind there has been a structure of those that lead and those that follow, the blessed and those that lament, hunters and prey. The world is a diverse place; therefore, different societal sects or cultures view and respond to difference in position/title, wealth and power, and capability in dissimilar ways. In the workplace this disparity can produce a phenomena referred to as “victim mentality.” This behavior is marked by an individual blaming everything and everyone for their failures and woes; with the individual assuming the role of victim, e.g., John who is chronically tardy to work is terminated. Instead of seeing his behavior as the catalyst for the loss of his position, the employee believes that the manager had a vendetta against his possible success and blames the manager for his termination. John refuses to accept accountability (Stem, 2012). Apathy and Burnout Those suffering from burnout can be classified as the “working wounded;” these individuals...
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...How Does Empowerment Affect an Employee's Motivation & Performance? Raises Self Confidence An empowered employee becomes a confident employee. She gains experience in making tough decisions that prove to her she can handle any situation. This new confidence might compel her to work harder and at a higher level than before, when she did not have much authority. The more empowered the worker becomes, the more enabled she feels, which, in turn, allows her to explore ways to increase efficiency in her job. Increases Contentment Empowerment can give a sense of contentment to an employee. Knowing that management believes a worker can direct himself allows that person to relax. When you do not micromanage the staff member, his sense of peace in the workplace increases and that makes the job more enjoyable for him. According to Entrepreneur, an employee who has a supervisor constantly monitoring him will not take responsibility for his own work. He can never grow and will display only minimal effort. The happier an employee is the more likely he is to want to work and to perform at a high level. Creates Valued Mindset When you empower employees to direct themselves, you let them know that you trust their abilities and decisions. The employees thus feel valued by you and by the company as a whole. This appreciation and respect translates to good work habits and the willingness to do above and beyond what is required. Empowered employees frequently strive to excel in areas, including...
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...towers, which total to 730 rooms, which is situated along the beach front. There are a variety of amenities such as: a spa, slot machines casino, four specialty restaurants, two grills, a main buffet dining area, seven bars (including a swim up bar), lavish pools with Jacuzzis and water slides, conference rooms that holds 2500 persons, banquet facilities, business center, private beach, tennis courts, gym and a night club. The majority of Sunset Jamaica Grande guests are from North America and Europe, which clearly identifies the hotel’s peak season to be in the winter. While training at SJG as a trainee manager in food and beverage, I have realized a breakdown in relationship development, employee feedback, employee motivation, poor accountability, employee recognition, and employee freedom and respect. The hotel went from having over 600 employees to a little over 300 within the one-year span that I have been there, as well as, guests’ occupancy drops from 100 percent to 60/80 percent within its peak season. A variety of marketing strategies were implemented to enhance the organization’s structure, without realizing that the real issues were the organization’s behaviors. Based on my observation and reviewing of monthly and quarterly reports from the human resource department, those occurrences were due to the abusing of authority, lack of respect for staff, and poor communication. There was a time when the food and beverage department was under-staffed, due to frequent...
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...Introduction What are motivation and empowerment? Motivation is the set Internal and external factors that stimulate desire and energy in people to be continually interested and committed to a job, role or subject, or to make an effort to achieve the goal. It can be result from the interaction of both conscious and unconscious factor such as intensity of need, incentive or reward of the goal and expectation of the individual or peers. Empowerment is a process that provides greater autonomy to employee through sharing information and the provision of control over factor affecting job performance, like delegate the power or authority to the subordinate in the organization. Motivational methods – Goal Setting Theory Goal Setting Theory is involves the department or supervisor plan to motivate an employee toward the goals. This theory helps employee to be motivated and they are stimulated and interested to achieve the goal. For example if the sale team can achieve the sale target. The team will get a 10% bonus of their wage. Motivational methods - Job Enrichment Job Enrichment is a theory that changes in job duties to increase employee’s authority and responsibility, the employees feel like their work has meaning and is important to the company. There are two different way, the first is vertical loading. It involves increasing job depth by adding responsibilities, like planning and controlling, previously held by the supervisors. The second is horizontal loading...
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...many companies are using various techniques and empowering employees is one of them. Employee’s empowerment means that the employee can make decisions and take risks rispecting the company’s vision and goals. However, the empowerment has many pro and cons. Some of the advantages are: increase in motivation, productivity, efficiency, creativity, reduce costs, and focus on quality. Also, when the employee is empowered will become as an entrepreneurial and will take risks that will translate in a higher income for the company or success. However, the employees take higher risks it can be a disadvantage as it can be even cause a loss from taking the wrong decision. As for example, an employee could try to predict the sales in the future for a particular product and decide to order too much of that product that will be difficult to sell. Another disadvantage of employee empowerment is the security of private information being not secure as everyone can access the information. For example, in medical office patients information need to be safe, but an employee decides to take work at home and all the paper documents with patient information now can be accessed by everyone visiting her house. Furthermore, managers can have hard times to delegate because people will become arrogant increasing conflicts and causing issues with the interpersonal relation, therefore, communication. Empowerment can make managers fear of losing their job as their performance is not needed any longer since...
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...Managers-Net Empowerment “A Japanese worker produces, on average, twenty seven improvement ideas a year. A US worker produces one idea every thirty seven years” - SUNDAY TIMES Empowerment can be summed up by this reflection: An empowered organisation is characterised by: * a strong sense of direction and purpose, shared by all staff; * well understood values and beliefs, explicitly or implicitly stated, that form the basis for management behaviour; * a focus on customers, processes and improvement techniques, so that people can concentrate on adding value and pleasing customers; * pro-activity, learning, problem solving and innovation at all levels; * a high degree of trust in each other, in management, and in other functions and departments; * people who are highly motivated, and who possess a great sense of self-worth and achievement; * managers who listen, encourage, develop and help their people. The difference between delight and disappointment can be very fine. Illustration: A woman rang a department store to ask the weight of a parcel requiring collection, because she was pregnant. The person dealing with the enquiry immediately offered to have the parcel delivered ................... resulting in a delighted customer. Clearly evidence of an empowered employee. Empowering managers: * coach their people to develop their capability; * practice good communication, both downwards, upwards and across the organisation structure, and...
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...Motivation and Empowerment Team B CJA/474 May 5, 2014 Ashley Webb Motivation and Empowerment Motivation and empowerment are very important aspects of leadership in any organization. Halting someone with ambition serves no purpose; however, many in leadership roles who do not understand the front line theories involved serve to offer nothing but confusion and discourse among their men. According to “More, Vito, and Walsh” (2012), “Motivation is a predictor of overall effort as an individuals ability, and an organizations support will determine the level of an officers job performance (p. 181). Knowing this concept wins, in this paper we will compare motivation and empowerment, discuss components of empowerment, and implications of empowerment to an organization, as well as the roles of trust with personnel issues. Comparing Motivation and Empowerment Motivation and empowerment go hand and hand, let’s start by defining what is Motivation? The process, by which a person’s efforts are energized, directed and sustained toward attaining a goal. Someone who is motivated will forth effort and work hard to accomplish their goal, and they will channel their energy in doing what is best the company, and one will stay the course and be diligent and persistent in achieving the goal. What is Empowerment? It involves helping others build their own power bases, most company will go all out by empowering their workers with tools that will benefit their business and help the company...
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...Penny Cochran AIU Online June 30, 2013 Instructor: Mrs. M Overview: At Angel’s Touch Nursing Home, we strive to offer our staff and employees competitive wages, benefits and a flexibility of hours, paid vacation time starting with 1 week for the first year then going to 2 weeks the second year and 3 weeks on the 5th year, 6 paid holidays, employee birthday off with pay, paid sick time or PTO (personal time off), a sign on bonus of $500, training for advancement, but also we offer staff and employee involvement in both inside and outside activities and the care and treatment of your loved ones. Motivation: Angel’s Touch Nursing Home tries to make work fun for our employees. We have activities that our employees and their families can share with our residents and their families such as a family picnic and cookout day, a talent show competition between employee and resident among the other fun activities that are planned. We also recognize our employees for their good jobs with programs such as Employee of the Month, a day off with pay for being accident free for a year and service recognition within each department. Empowerment: As the population ages, there is an increased need that exists for the gerontological social worker which is to help empower older people and their caregivers (Cox & Parsons, 1994). It is among “top-down” hierarchy of nursing homes, that the contributions of both family members and nursing aides that are often overlooked, which results in...
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