...Motivation and Empowerment Paper CJA/474 Motivation and Empowerment Paper Introduction The criminal justice field is one that centers on motivation and empowerment amongst employees. These are concepts that not only guide, but also maintain constructive behaviors. Motivation and empowerment are that force every professional needs to preserve their goals and ambitions. This paper will provide three academic theories of motivation including an explanation on each theory. It will also define empowerment and its components. Next, it will compare and contrast motivation and empowerment. In this paper there will also be an evaluation on the implications of empowerment and delegation in a criminal justice organization. Lastly this paper will outline the theory of Transformational Leadership and contrast the roles of motivation and empowerment in leadership style. Define and state at least three (3) academic theories of motivation In any organization the key role of managers is the motivation of their personnel. This can be done in many different ways. This section will discuss three academic theories on how to properly motivate employees. The first theory is Abraham Maslow’s hierarchy of needs theory. This theory states that certain needs have to be met before an individual will work towards fulfilling other needs. The first set of needs that need to be met our survival needs; they include things such as food water and air. Until these needs are met an individual cannot focus...
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...EMPOWERING LEADERSHIP AND EMPLOYEE CREATIVITY Abstract: This paper is organized as follows. First we explain the theory on psychological empowerment and various leadership theories to develop a relationship between empowering leadership and employee creativity. Secondly it provides case studies to support the empowerment theories. We argue that the use positive psychology, specifically empowering leadership, contributes to employee success within an organization. The paper cites research by various highly esteemed professors and the primary sources were various internet articles, journals and websites. Introduction The use of positive psychology, originally proposed by Martin Seligman in his 1998 Presidential Address to the American Psychological Association, has been garnering support in recent studies. It focuses not on why people fail, but rather why they flourish and excel. Recent studies have shown that Empowering Leadership can affect employee creativity. By use of the word “creativity” we refer to the “out of the box’ ideas used in production and problem solving. Professor Alex Linley of the University of Leicester maintained that part of the empowering process calls for the leader to delegate authority which empowers the employee to make decisions and implement actions without direct supervision. This expression of confidence in the employee results in developing the employees feeling of self-efficacy which manifest “in four cognitions: meaning, competence...
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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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...Motivation and Empowerment Paper Team A CJA/474 June 2, 2015 Katherine Gustafson Motivation and Empowerment Paper “The essence of empowerment is to release, rather than ignore or underutilize, employees’ experience, initiative, knowledge, and wisdom. Employee performance is a major factor that leads to the success or failure of a business (K. Fracaro, 2006)” The components of empowerment are defined as the four ingredients “powering” empowerment are: participation; delegation; capitalization; and trust. The foundational values of trust are depending on participation; delegation, and capitalization to form this fractional structure (P. Whisenand J. McCain, 2014). We are the architects building a structure of empowerment, trust is a moral duty that gives this foundation the strength to hold up the other components to the structure. Empowerment is built on an employer’s trusted relationship that allows the development of ideas invoking the enhancement their employees’ skills, motivating them to be responsible and accountable for their actions giving way to molding a positive competence and satisfaction for the work completed. Management exercise the art of sharing information and rewards, sparking the willingness to have the initiative and make decisions and solving problems along with improving the services and performance of the employee. Empowerment is a theory collectively formed by conjoining components resembling community development, economics, and studies of social...
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...Practice: EAM White Papers Series 2006 Vol. 3, No. 3, 210-231 © 2006 Eastern Academy of Management ISSN 1541-6518 www.omj-online.org Effective Empowerment in Organizations GARY A. YUKL University at Albany WENDY S. BECKER University at Albany Psychological empowerment is the perception that workers can help determine their own work roles, accomplish meaningful work, and influence important decisions. Empowerment has been studied from different perspectives, including employee perceptions, leadership behaviors, and management programs. Despite positive rhetoric, programs designed to increase empowerment seldom achieve the benefits promised. Inconclusive and seemingly contradictory outcomes stem from the fact that few companies give employees significant control and access to management information. A half century of research suggests that empowerment strategies can offer real benefits. We outline facilitating conditions for effective empowerment, including characteristics of organizations, leaders, employees, and the work itself. Keywords: Empowerment, Leadership, Teams, Power Sharing Effective Empowerment in Organizations Psychological empowerment in organizations is the perception by members that they have the opportunity to help determine work roles, accomplish meaningful work, and influence important decisions. Over the past several decades an interest in empowerment can be seen in many subject areas within psychology and management, including motivation, leadership, group...
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...Is empowerment a valuable tool for increasing efficiency and effectiveness in today’s organisations? In recent years, the degree of competition in the business world has increase dramatically, business has to be able to adapt with the change of the environment, law, and technology. Many managerial practices have been developed to enable the organisation to increase its efficiency and effectiveness. Empowerment as a tool that focusing on increasing employee motivation to contribute on the organisation has been discussed in widely for years, many scholars have conducted a large number of study on this regard. From various journal articles, this paper will define and discuss the benefit of the concept of empowerment on the organisation in three different aspects, first, the individual empowerment which personal perception on the workplace. Second, empowerment climate which is directly related to firm’s code of conducts as well as structures. Lastly, the relationship across two level or multi-level empowerment will be explained and discussed. The question that is the empowerment a valuable tool for increasing organisation’s efficiency and effectiveness will also be answered There are arguments on the definition of empowerment since this concept is complex and can be explained on multiple dimensions, levels, and disciplines. Definition of empowerment in general was explicitly given by Conger and Kanungo (1988) as “ a process of enhancing feeling of self-efficacy among organisational...
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...Motivation and Empowerment Paper Compare motivation and empowerment According to the reading motivation is the intensity of a person’s desire to engage in some activity. The motivation process is said to consist of six steps which are said to get one motivated, they are: an unsatisfied need, tension, drive, search behavior, satisfied need, and reduction of tension. Motivation is important to have in the workplace because this is what guides things to happen and will help initiate things to get things done. Leaders need to have a good motivation process with good motivation techniques that will encourage their workers to do their job and do it well. Leaders usually create conditions that will satisfy employees personal needs in the meantime achieving their goals in the workplace. These techniques are important because they will also motivate their workers to remain at their jobs for a lengthy amount of time. In the reading motivation is described in a stimulus-response model. The response model shows how interceding factors such as: a person’s personality, abilities, self-concept, perception, and attitudes contribute to a person’s motivation. Keep in mind that these factors differ within each person, and regardless of these factors and steps motivation just depends on if the person wants a desire bad enough (Whisenand and Ferguson, 2009, p.113-114). Another term that is found in the workforce is empowerment. Empowerment is the act of giving someone power. Empowerment...
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...Christina Bowman American Intercontinental University Unit 4 Individual Project BUSN300 – Lower Division Capstone July 1, 2012 Abstract This paper will talk about two theories that companies uses, the first one is employee empowerment culture, also known as the motivation theory. The second one is the theory of penetration pricing. Application of Theories Introduction The paper will define the use of two theories that McDonalds uses to produce employee empowerment and penetration pricing. It will give reasons for using these theories and how they will lead to specific actions on the part of the company. It will show the results achieved by using these methods. This paper will also speak on how I would have addressed these situations if I was the senior manager. Definition of the Theories Employee empowerment culture is another name for motivation theory. The meaning is that the employees are involved in the decision making. The theory of penetration pricing is the pricing technique of setting a relatively low entry price, a price that maybe lowers than the normal market price. It is written that the most important resource to an organization is the people. People ensure the interaction of the financial, industrial, and other resources so that the organization may function. According to Hunt (n.d.) there are experienced managers that have realized the financial reward do not always encourages employees and that there are many non-financial motives that...
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...practices and its empowerment management. The company has conducted a serious of motivational strategies including Financial Reward, Recognition and others, Job Design, Empowerment. And all those strategies help foster creativity and form a healthy organizational culture based on teamwork and trust. This paper will also evaluate Pixar’s empowerment from both individual and organizational aspects. Finally, we will also use Pixar’s experience to analyze Nokia’s collapse. Table Content Executive summary…………………………………………………………………….……………..1 1. Introduction…………………………………………………………………………………………..3 2 Theoretical arguments.……………………………………………………………………………4 2.1 Motivational factors…………………………………………………………………………….4 2.2 Empowerment management…………………………………………………5 3. Practical Implications…………………………………….…………….…………………………7 4. Conclusion……………………………………………………………………………………………8 5. Reference........................................................................................................... 9 Introduction It has been generally realized that motivation plays a critical role in finish tasks and objectives for companies that base on teamwork or workplace comprised of various positions, and it is a necessary skill used by managers and executives to energise people to behave as they wish ( Aswathappa, K. 2010). Thus employees will work hard and create as much value as possible to the organization. Countless strategies have been used to maintain a high level of motivation in certain workplace...
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...MOTIVATION AT PLAY Motivation at Play in Work Kwik-Fit has gone from being perceived as a company that doesn’t care about its workers to one where employees feel a sense of ownership, belonging, and engagement. … Martin Oliver and Keren Edwards improved motivation at Kwik-Fit by creating an environment where people feel that they matter. Rewards such as bonuses and performance-based pay, and amenities such as the corporate gym and massage service, contribute to employee satisfaction, but they are only part of the story. Equally important to motivation … is that employees feel that managers genuinely care about them and are willing to listen to their needs and concerns (Daft, 2005, p. 225). If most companies are like Kwik-Fit, their leaders care about and seek to make their followers feel valued; and as such, motivation is a done deal. Right? After all, how hard is it for a person to care about another? And want to see him or her do their best? After all, it is only the right thing to do. But as we say in law, “you can sue anyone but whether you will win … depends!” The ability to motivate depends upon many factors, commencing with the leader’s abilities and desire. For starters, the leader must want to show its workforce that it cares; and then, it will rely upon any number of means to do so, such as -- for the purposes of this paper -- having an appreciation and understanding of its followers’ needs. However, one can be the guru of all motivational gurus, and...
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...class. Most of the time we human beings self-realize by pursuing outwardly: money, power, fame, etc., rarely we look introspectively into our heart and pursuing inwardly, to be a better self. I regard OB class as a guide leading my journey to be a better self, in my first year of life in Tsinghua campus. Understanding my emotions For a long time, I have been assured of my Emotional Intelligence. Most of my classmates and my friends said I have high emotion intelligence and I readily accepted the praise. For myself, I think I can control my emotions well that I remain in a peaceful state most of the time, including pressure situations. I think I can remain calm and composed facing difficult tasks and complicated situations. Besides, motivation, perseverance, get-along well with people made me satisfied with my emotional intelligence, until one day, in this class I came to know that all of these do not mark an elevated emotional intelligence. Instead, these are dangerous illusions of Emotional Intelligence. We did Self Awareness Assessment in the beginning of our second class. My EI assessment results showed that I performed poorly in emotional awareness, which means lack of ability in understanding my own emotions. Then I learnt that emotional intelligence is all about the ability to recognize and control their own emotions as well as recognize and respond...
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...prepare for change, a manager must implement new strategies for coping with stress and to keep employees motivated in the process. According to Lombardi (2007), “motivation is used in management theory to describe forces within individuals that account for the level, direction, and persistence of effort they expend at work.” Three motivational methods that a manager can put into place are goal setting, incentives or consequences, and personal empowerment. According to Lombardi (2007), “goals can be highly motivating-if they are properly set and well managed.” Goals set the foundation for success. With proper goal setting, managers and employees can identify priorities within themselves and the company, and can reprioritize if needed. According to Bruce Wares (1998), goals must be “conceivable, believable, and achievable.” For goal setting to equal success, a person must be able to visualize their goals, have the goals match their value system, be realistic, and physically and mentally achievable. For an organization experiencing change, a manager could help with setting goals on an individual basis, or amongst groups. To set goals, an individual or group must identify an area that needs, or could use, improvement. Next, the group or individual must write the desired action on paper. By committing to paper, a group or individual is more likely to complete the goal. Finally, as the goal is nearing completion, the group or individual should begin formulating a new goal...
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...Introduction: In this paper I will discuss empowerment. What does empowerment means? It promotes people to improve skills and knowledge that will allow a people to better themselves. Help them develop within themselves and in the society. I. What is Empowerment? Empowerment is any process that provides greater autonomy to employees through the sharing of relevant information and the provision of control over factors affecting job performance (Newstrom, 2011). Empowerment gives employees opportunities to make their own decisions regarding to their job. Employees have an since of system model in their organization. In my workplace I do have a since of empowerment. I have the ability to learn and access skills to improve my knowledge in the organization. I’m able to go to my manager to share ideas for the organization. By having an opening communication with my manager that help me with my job. Empowerment is identified as being embodied in an array of new management techniques representing the latest approach to employee involvement, and contributing to greater responsibility for employees (Hudson, 2001). My manager has a supportive leadership in the organization she encourage me show my ability in judgment to sort out right and wrong. II. Empowered A time when I felt truly empowered it is now. I have a positive thinking about my ability to make changes in my job today. My manager give me empower. My manager empowerment employees in the...
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...By affixing this statement to the title page of my paper, I certify that I have not cheated or plagiarized in the process of completing this assignment. I also certify that the work submitted is original work and specific for this course and to my program. If it is found that cheating and/or plagiarism did take place in the writing of this paper, I understand the possible consequences of the act/s, which could include expulsion from Indiana Wesleyan University. What Motivates You As An Employee? Let me ask you a question. What motivates you as an employee? Could it be the external reward such as pay, employee benefits, and compensation packages? Or is it the internal reward such as a feeling of accomplishment, learning new things, or helping others? I am pretty sure that at one point or another, everyone dreams of having the ideal job. Whether you are in college pursuing a career or just settling at a lackluster job until you find your ideal job, something about an employer has to draw you in and keep you. Even if you eventually find what it is you are looking for, there is no guarantee you will always stay inspired and stimulated. Whether an employee has a positive or negative attitude at work is based on what motivates him/her. Some of the contributing factors that may hinder motivation are compensation packages, employee empowerment, and the management team. Although compensation packages seem to be the big motivation to keeping happier employees, the idea may only work...
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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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