...Empowerment is a concept we all have heard at one time or another it is utilized in numerous professions and specialties. Analysis of this concept will further understanding of empowerment for nursing professionals in areas from research, theory development or practice. Exploring the attributes, consequences, implications and model cases of empowerment can assist the nursing professional in utilizing empowerment to its fullest potential. Within the scope of nursing, empowerment can be seen not purely as how it relates to the client, or the nurse but also how it relates to both the client and the nurse (Rodwell 1996). The Walker-Avant method was used to analyze this concept, as it was the most commonly seen in nursing literature (McEwen & Willis, 2007). Aim This paper’s aim is to clarify the concept of empowerment and its implications for the nursing profession, by exploring how it pertains to nursing as well as other disciplines, its essential attributes, antecedents, consequences and empirical referents. Definition What is empowerment, and what does it mean? American Heritage dictionary defines empowerment as “To invest with power, especially legal power or official authority” or “To equip or supply with an ability; enable”. Dictionary.com defines it as “to give power or authority to; authorize, especially by legal or official means” or “to enable or permit”. Synonyms for empower include capacitate, entrust, permit and privilege according to Rogets Thesaurus. Understanding...
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...3, November 2003, 318 – 327 COMMUNITY-RELATED ISSUES A Conceptual Model for Empowerment of the Female Community Health Volunteers in Nepal SARALA SHRESTHA Institute of Medicine, Tribhuvan University, Maharajgunj, Kathmandu, Nepal ABSTRACT Context: The existing top-down approach of the training is not appropriate to empower the community health volunteers to produce a sustainable change in their performance. Objective: To propose a conceptual model that relies on Freire’s theory of empowerment education and the participatory action research methodology to empower the female community health volunteers (FCHVs) to increase their consciousness, competence and confidence in performing their job responsibilities. Method: The model explains the empowerment phenomenon as a process and outcome. As a process it occurs in the form of repeated reinforcement cycles with alternating activities of action and reflection and includes developing awareness, skills and confidence among FCHVs through small group activities. As an outcome, it results in the change in FCHVs’ performance in increasing contraceptive acceptance among the rural women of reproductive age group. Conclusion: It is hoped that empowerment of FCHVs will bring sustainable change in their performance and will consequently produce notable improvement in the health of women and children in particular and in the community in general. KEYWORDS Empowerment, community health volunteer, participatory action research, contraceptive...
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...Education and Women’s Empowerment in Bangladesh Nashid Kamal *and K.M Zunaid** *Professor and Head, Department of Population-Environment Independent University, Bangladesh **Graduate student, Sydney 1 Abstract: In Bangladesh the latest BDHS, 2004 finds that only twenty percent women work for cash. Among them only 48 percent are able to spend their money on their own, the rest are dependant upon spouses or other family members to take joint decisions on spending. Defining this variable as a measure of empowerment, this analysis investigates correlates of empowerment using logistic regression analysis. The model finds that marital status is the most significant predictor of empowerment in Bangladesh. Unmarried women are six times more likely to be empowered. Secondary education is another major determinant of empowerment, along with the woman’s mobility and decision making scores. The paper recommends strengthening women’s secondary education in Bangladesh and also taking measures to encourage late marriage for women. 2 INTRODUCTION The participation of women in the labour market in Bangladesh has increased in the recent years. One of the major areas where women have found employment has been the garment sector. This industry employs around 10 million persons directly or indirectly, of which ninety percent are women workers. In the 1993-94 BDHS the percentage of women who reported cash income was only 14.4 percent. After the garment industries were set up in Bangladesh...
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...The current issue and full text archive of this journal is available at www.emeraldinsight.com/0959-6119.htm IJCHM 23,6 The effects of employee empowerment on employee job satisfaction A study on hotels in Turkey Elbeyi Pelit School of Tourism and Hotel Management, Afyon Kocatepe University, Afyonkarahisar, Turkey 784 Received 22 April 2010 Revised 31 July 2010 8 October 2010 28 December 2010 18 February 2011 Accepted 26 February 2011 ¨ ¨ ¨ Yuksel Ozturk ¨ ¸ Faculty of Tourism, Gazi University, Golbası-Ankara, Turkey, and ¨ Yalcın Arslanturk ¸ ¨ ¸ Faculty of Commerce and Tourism Education, Gazi University, Golbası-Ankara, Turkey Abstract Purpose – The main objective of this study is to determine the impact of employee empowerment on job satisfaction. To serve this purpose, empowerment is taken into consideration as two dimensions – i.e. behavioral and psychological – and the effect of employee empowerment on the level of job satisfaction was examined by taking these two dimensions into consideration as a whole and separately. Design/methodology/approach – A questionnaire was employed in order to collect data on job satisfaction as well as behavioral and psychological empowerment. The data collected were analyzed through correlation and regression analyses. The study covered 1,854 participants employed at five-star hotels in Turkey. Findings – The findings suggest that the most positive aspects related to job satisfaction are relations with the colleagues...
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...business world will answer with a resounding “NO”. In that case, what is the formula, in a system driven by human beings, whose minds are swayed by objects, emotions and thoughts, to create a harmonious organization, which endeavors for excellence together? Pixar appears to be one of the rare organizations whose methods resolve this question. They have managed to attain a global reputation for their employees’ satisfaction and assiduousness. This report delves into some of Pixar’s secrets of creating an environment that is incalculably favorable to innovation. It begins by introducing Pixar to the readers and advances to an analysis of some of the Pixar’s philosophies that have contributed to their success. The first theoretical analysis section begins with an evaluation from the perspective of employee empowerment. The report reveals the features of Pixar’s empowerment management and creativity practices and their contribution to Pixar’s success. It proceeds to assess Pixar’s productivity from the viewpoint of emotional intelligence, attitudes and behaviors. The second section...
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...A PROJECT REPORT ON The Impact of Empowerment on Employee Effectiveness and Employee Responsiveness in Banking sector of Mysore Submitted by Deeksha.B USN-4JC10MBA35 Submitted to VISVESVARAYA TECHNOLOGICAL UNIVERSITY, BELGAUM, INDIA In December 2011 In partial fulfillment of the requirements For the award of MASTER OF BUSINESS ADMINISTRATION Under the guidance of Mr Girish Baga Assistant Professor Sri Jayachamarajendra College Of Engineering, Mysore Sri Jayachamarajendra College Of Engineering JSS Technical Institutions Campus, Mysore 570006 Autonomous institution affiliated to Visvesvaraya Technological University DECLARATION I,Deeksha.B , USN 4JC10MBA35 a student of Master of Business Administration at Sri Jayachamarajendra College of Engineering, JSS Technical Institution Campus, Mysore, India hereby declare that this project report titled “The Impact of Empowerment on Employee Effectiveness and Employee Responsiveness” is a record of an original and independent work carried out by me during the period july to december in the 3rd semester of the course under the guidance of Mr. Girish Baga Master of Business Administration, Sri Jayachamarajendra College of Engineering, JSS Technical Institution Campus, Mysore, India submitted to Visvesvaraya Technological University, Belgaum, India, in partial fulfillment of the requirements for the award of Masters of Business Administration. I further declare that this project work and...
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...Implementing Empowerment in an IT Organization By Student X GM591: Leadership and Organizational Behavior Dr. Ron Stone Keller Graduate School of Management Introduction 3 Problem Statement 5 Literature Review 5 Causes 14 Solutions 16 Reflection 19 Appendix 21 Introduction The organization I chose to study is Software Engineering (SE) in the Internal Information Services (IIS) unit of Defense Contractor X’s Information Technology (NGIT) Sector. The mission of the organization is to conceive, develop and maintain software engineering solutions for the IT Sector of Defense Contractor X. SE is comprised of a Director, Tens Level Managers, Unit Level Manager, Team Leads and Software Engineers. The Director and Tens Level Managers have three to eight people reporting to them. The Unit Level Managers have from fifteen to twenty people reporting to them. In order to manage such large numbers of people, the Unit Level Managers are encouraged to empower their employees to take ownership of their jobs. The Team Lead role is used as a substitute for a Unit Level Manager, with increased responsibilities, but there is no increase in pay or grade when someone assumes the job. Often managers use the Team Lead role to groom future managers of NGIT. Many of the Team Leads are motivated, self-directed individuals who have a certain amount of autonomy in their current roles, which pre-disposes them for managerial work in the organization. OCI...
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...Empowerment, Motivation, and Performance: Examining the Impact of Feedback and Incentives on Nonmanagement Employees By: A. Drake, J. Wong, & S. Salter Behavioral Research in Accounting, Volume 19, pp. 71-89 Renee Claussen Janet Page Kevin Sandmann Matt Schlemmer Micah Shornack Empowerment, Motivation, and Performance: Examining the Impact of Feedback and Incentives on Nonmanagement Employees It has been proven that the motivation level of employees can make or break an organization. This motivation level can be increased by the feeling of empowerment, and when the motivation level increases, so does organizational performance. Empowerment, a psychological concept, is greatly influenced by one’s habits, values, and surroundings. A model of psychological empowerment was developed by Gretchen Spreitzer, Professor of Management and Organizations at University of Michigan, and it is based on a survey of mid-level managers. Her model explains that by providing employees with performance feedback and rewards, the feeling of psychological empowerment will increase. In contrast to this model, Drake, Wong, & Salter (2007) conduct an experiment which uses subjects representative of lower-level employees, rather than mid-level managers. They choose to focus on lower-level employees because little research has been published that investigates the ideas of empowerment within this group (Drake, Wong, & Salter, 2007). The lower-level employees are directly...
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...Literature Review Charismatic Leadership Introduction Charismatic leadership is the guidance provided to an organization by one or more individuals seen as heroic or inspiring and who have therefore been granted the organizational power to make dramatic changes and extract extraordinary performance levels from its staff (businessdictionary.com). Charismatic Leadership is comprised of three components: envisioning, empathy, and empowerment. These key components stimulate followers' need for achievement, need for affiliation, and need for power. This paper will clarify the core features of charismatic leadership by identifying its three core components: envisioning, empathy, and empowerment. This study was intended to develop a theoretical model of charismatic leadership which highlights its motivational effects on followers and to discuss how charismatic leaders affect his/her followers. The author suggests that the behaviors of a charismatic leader and the enhanced followers' needs promote clearer role perceptions, improved task performance, greater job satisfaction, stronger collective identity and group cohesiveness, more organizational citizenship behaviors, and stronger self-leadership among the followers. Shamir and his colleagues (1993) emphasized the need for research on the motivational effects behind a charismatic leader's success in leading followers to transcend...
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...implicit weaknesses, latent talent which is not yet groomed by us and the areas of our life, which require attention and change. We also need to evaluate if we are guided by our moral values, or some kind of conditioning has been shaping us. Likewise, we also need to examine if our thoughts and actions are in compliance with the principles and beliefs we possess in mind. The ability to self-awareness is one of the most powerful tools. At many times, our feelings and emotions are accurately comprehended, yet we are not aware of them. It is important to realise how we feel, in order to evaluate, change or control our sentiments. So that, we are ultimately able to throw negative feelings and develop the willingness to take action. In the end, empowerment is the ultimate result of positive behaviour...
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...Introduction “Introducing the practice of empowerment so as to replicate the successes that John Becker had achieved back home (McShane & Sheen, 2012)” did not occur as intended with the Regency Grand Hotel. The series of events that occurred thereafter led to deterioration and poor overall performance (McShane & Sheen, 2012). Incorrect implementation of empowerment is clearly the underlying cause for the hotel’s recent performance, which is explained by the Expectancy Theory of motivation and Dissatisfaction Model. Problem Empowerment was too quickly placed in action without the consideration of culture differences and previous working ethics. This led to hotel performance failure because of employee dissatisfaction. The Dissatisfaction model (Exit-voice-loyalty-neglect) explains how employees had responded to job dissatisfaction (McShane & Steen 2012). The Expectancy theory of motivation complements the previous theory in explaining how employees worked towards a particular outcome (McShane &Steen, 2012). Analysis “After meeting with the managerial team at The Regency Grand Hotel, Becker was pleased with the response from the managerial staff and was eager to have his empowerment plan implemented (McShane & Steen, 2012).” Managers in this meeting expressed loyalty (Dissatisfaction model) by merely accepting the current conditions and waiting for the problem to work itself out (McShane & Steen, 2012). Empowerment encourages employee autonomy, decision-making...
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...4002 - Significant conditions in Employees Empowerment: the Case of Jordanian four Star hotels د. ﻳﺤﻴﻰ ﻡﻠﺤﻢ ﺟﺎﻣﻌﺔ اﻟﻴﺮﻣﻮك اﻟﻤﻤﻠﻜﺔ اﻷردﻥﻴﺔ اﻟﻬﺎﺵﻤﻴﺔ 233 Abstract Data from 95 frontline hotel employees in 10 four star hotel in Jordan show strong association between three significant conditions (communication and information-flow, incentives, and knowledge and skill) and employee empowerment. The findings in this research suggest that communication and information-flow, incentives, knowledge and skill and autonomy among hotel service-employees may have a direct and strong impact on the empowerment of hotel service employees. These four conditions accounted for significant variation in the levels of employee empowerment in four star hotels in Jordan. Levels of empowerment seem to further impact the level of employee job satisfaction indicating a significant association. Implications for future research and for management practice are discussed. Introduction In a competitive environment in which organizations must be faster, leaner, provide better service quality, be more efficient, and more profitable, an empowered and proactive service worker is thought to be essential (Bowen and Lawer, 1992; Fulford and Enz, 1995; Bowen and Lawler, 1995). However, delegation of authority for a long period of time in the past, dominated the management field. In fact, this view changed into the “empowerment” concept as mentioned by Kocel (1998). It covers the participation...
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...CHAPTER DEVELOPING AN EVALUATION PLAN 4 As program staff start planning for program development and begin addressing the components of the logic model, they should keep in mind that as the logic model takes shape, the development of evaluation plans will follow soon after. The logic model can act as a guide to assist you in determining when your evaluation plan should be developed. As you identify the accomplishments and outcomes in your logic model, the next question to ask yourself is, “How will I determine if I met my accomplishments and reached the outcomes I identified?” The evaluation plan will provide a framework for why the evaluation is to be conducted, what is to be evaluated, and how the evaluation will be conducted. After you have assessed the community needs and determined what services/activities will be implemented to address those needs, the evaluation plan is the next step in your planning process. Empowerment Evaluation Before learning how to develop an evaluation plan, it is important to look at the purpose of conducting a program evaluation and understand the type of evaluation models available. This section of the chapter introduces the empowerment evaluation model and the benefits of using this model for program development and improvement. Gutierrez (1994) defines empowerment as the “process of increasing personal, interpersonal, or political power so that individuals, families, and communities can take action to improve their situations” (p. 202)...
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...2013 Internal Marketing & Internal Customer Satisfaction Professor: Dr. Ma’moun Akroush Marketing Research Project 19/05/2013 Team Members: Dafi Jaradat Essam Quza Hazem Haddadin Rebecca Odeh Thuraya Talib Contents Executive Summary ................................................................................................................. 2 Introduction............................................................................................................................ 3 Problem Definition and Research Questions ............................................................................... 5 Problem Definition ............................................................................................................... 5 Research Questions.............................................................................................................. 5 Research Objectives ............................................................................................................. 5 Literature Review .................................................................................................................... 6 Internal Marketing ............................................................................................................... 6 Employee Satisfaction .......................................................................................................... 9 Employee Retention and Organizational Commitment ................................
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...The Impact of HR Focused TQM Practices on Employee Satisfaction & Loyalty in the Financial Sector of Pakistan Burhan Nawaz Butt, Aamir Daraz, Nauman Imtiaz, Junaid Jameel, Ali Raza, Zunair Akram, Tauqeer Ahmad, Farhat Abbas, Israr Khan Niazi, Javeria Mehmood, Irum Naz Department of Management Sciences, Mohammad Ali Jinnah University, Islamabad, Pakistan Abstract: Introduction: * Research Objectives: * Financial Sector of Pakistan: Literature Review: * TQM and its Importance: It has been argued that the use of TQM practices has a synergistic impact on organizational performance (Schonberger, 1986; Cobb, 1993). Some studies have found that the use of TQM practices reduces manufacturing process variance, eliminates reworks and scraps, and improves quality performance (see Daniel and Reitsperger (1991), Flynn et al. (1995) and Schmenner and Cook (1985). In addition, there is considerable anecdotal evidence (Crosby, 1984; Hayes and Wheelwright, 1984; Gerwin, 1987; Harmon and Peterson, 1990) on the extent to which TQM initiatives enhance the potential for firms to improve their performance. More recently, empirical evidence suggests that there are direct and indirect relationships between the adoption of TQM practices and firms’ performance levels (Hendricks and Singhal, 2001; Kaynak, 2003). Fortune 1000 companies surveyed indicated that firms achieved greatest success when they pursued both TQM and employment involvement simultaneously. Kevin...
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