UNIVERSITY the implementation is correct, then it will have

            UNIVERSITY
OF ECONOMICS IN BRATISLAVA

 

 

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ACADEMIC YEAR 2017-2018

 

 

 

 

 

SEMINAR PAPER

of Control

«Empowerment as another brunch of control»

 

 

 

 

 

 

 

 

By Denis Ivanov

 

 

2017

 

Empowerment as another brunch of control

 

It’s no secret that human resources are an important part of any
organization. From this it follows that it is very important to develop and
improve these directions in the organization. Nowadays, all companies need
creative employees to survive in a rapidly changing environment. Consequently
for achieving the set goals, workers should have an empowerment. Empowering
employees is one of the most important requirements of organizations. There are
some steps for successful implementation of Empowerment in organization. At
first top-managers should rebuild the whole structure of organization and make
it flexible and dynamic. There will be a large number of opportunities to show
their abilities and realize ideas for employees. Next step is empowering
employees in organization is to involve all employees in active work, to
interest them in the expansion of their tasks. Introduce guidelines that will
describe the empowerment of employees and managers, conduct training that will
train staff. And the last step: predict possible problems that will arise when
implementing empowerment and take action to address them. If the implementation
is correct, then it will have positive consequences for employees and managers,
and for the whole company. Human resources experts agree that the increase in
rights and opportunities will increase productivity. Many organizations that
are interested in increasing the effectiveness of management encourage and
reward employees who offer some new ideas.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Content
 
Introduction. 3
Definition of Empowerment 3
History of Empowerment 5
Empowerment Objectives. 6
Advantage & Disadvantages of Employee Empowerment 7
Role of Top Management in Empowerment of Employees. 8
Approaches to Empowerment 8
Principles of Empowerment 9
Conclusion. 10
References. 11
 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Introduction

 

The effectiveness of any organization depends on human resources. To
increase efficiency, it is necessary to improve human resources. Employees are
the key object in any activity of the organization. The growth and development
of any organization depends entirely on the correct use of manpower resources.
Empowerment is a highly effective tool based on a changing perception of
leadership, so that its applying leads to success in organizations. Achieving
the goals of the organization is manpower. Employees will perform well the
assigned tasks if they have sufficient skills, are motivated and know the
clearly stated goal. Here we are helped by an instrument called empowerment. In
this process, the most important thing is not to explain to employees what to
do and when, but to give them a sufficient amount of knowledge, to clarify the
goals and to solve the problem on their own. Empowerment is a process that
makes employees less dependent, but at the same time gives them space for
imagination. This means that empowerment leads to increased motivation for
employees. Empowered  employees feel a
great responsibility to their company. This feeling leads to the creation of
better products or better services. Programs aimed at changing and improving
the organizational structures of the enterprise, namely empowerment gives
employees the opportunity to take responsibility for themselves. Employers do
not like frequent changes of staff, because it takes a lot of time and money
for training. During the change in the organizational structure of the
enterprise, when levels of stress and uncomfort increase empowerment helps
maintain employee loyalty. If employees have the opportunity to express their
opinions and ideas, which will be taken into account when choosing a stratigraphic
direction, they begin to feel part of the organization and begin to work
harder. One of the key roles of introducing an empowerment program is the
opportunity to make employees feel meaningful to the company. This greatly
improves performance.

 

Definition of Empowerment

 

Empowering is a process of giving power to people. The result of the
introduction is a feeling of self-importance and self-confidence among workers.
People are powerful due to their knowledge and motivation, empowering means
releasing this power. There are some important moments in this definition:

 

 – Empowerment is a long and
expensive process that starts from top managers and spreads across all branches
of the organization.

 

 – The process of empowerment will
be of high quality only if the employees receive the necessary knowledge and
skills.

 

 – Empowered employees have enough
executive authority to create a product from start to finish.

 

Such employees are enjoying of freedom of action. Gradually, there is a
change in the economy, from a simple economy we move on to a complex economic
system. Labor productivity increased and capitalized in such a way that mankind
had to create labor laws and human rights. Over time, ordinary work was
transformed into highly skilled work through the empowerment of workers.
Empowerment increases the importance of self-control, self-esteem, significance
and freedom of action. Empowerment is a workflow where employees and managers
value and respect each other’s actions. This helps to extract and show the best
qualities of the team, and also increases the team spirit. Only empowered teams
can produce the highest results in comparison with ordinary teams without
empowerment.

 

The word empowerment in oxford dictionary has been defined as being
powerful, giving authorization, power producing and empowered. In other words,
this definition implies the provision of freedom and choice to both individual
workers and entire organizational structures.

 

Empowerment structures the organization in such
a way that human resources become the main divergent force. In this case,
employees receive full self-control, which they respect and appreciate, and as
a result they will use creative approaches and creativity. This style of work
creates a sense of belonging to the team and a fusion. Moreover, this approach
allows employees to make decisions both individually and collectively. All the
above points increase in the team productivity, self-perception, confidence,
energy and mutual trust. In other words, this approach reveals all the hidden
qualities and the best skills of employees. Empowerment is an alternative
process that has a number of dynamic benefits for both the organization and
employees. With this approach, training and development of personnel are
inevitable. This type of organizational model makes the employees the core of
the company, whose decisions determine the growth or fall of the effect.

Employee empowerment is a style of
management that puts managers in the role of coach, adviser, sponsor, or
facilitator. Decision-making is being pushed down to the lowest levels of the
organization. The way work is designed and the way organizations are structured
are changing.

Empowerment involves delegating the
decision-making authority regarding the action to be taken on a task that is
considered to be important to both the manager and employee. The main reasons
for implementing an empowerment program are to provide fast solutions to
business problems; to provide growth opportunities for employees and; to lower
organizational costs while allowing the manager to work on multiple projects.

Employee empowerment is the most
effective when management has set clear obtainable goals and defined specific
accountability standards. The success of employee empowerment relies on the ability
of management to provide resources such as time and money; to provide support
by way of legitimacy; and to provide relevant and factual information so
employees can make educated decisions. Training employees to take
responsibility and make sound decisions that are supported by upper management
as well as lower level managers are other areas that are important to the
success of empowerment programs.

Employees benefit from empowerment
because they have more responsibility in their jobs. Employee empowerment
increases the level of employee involvement and therefore creates a deeper
sense of satisfaction and higher levels of motivation. There are potential
problems with empowerment programs that often result in unfavorable outcomes.

Many times managers delegate
trivial, unimportant and boring tasks to employees and they retain the
complicated and important tasks for themselves. Empowerment will not work
unless the authority and decision-making tasks are perceived as meaningful by
the employee.

Another problem arises when
managers not only assign meaningless tasks to their employees but also then
expect the employee to continuously consult them for approval. Managers must
evaluate their employees’ skills and abilities and determine if the
organization’s culture can support an empowerment program before beginning.

 

History of Empowerment

 

The first applying of this approach is dated between 1980 and 1990. In
the last few years, this term has been vigorously discussed in various books
and articles, after which it began to be introduced everywhere, from small,
non-structured organizations to large corporations. Before this term began to
be used in management, it was used in politics to identify the feminist point
of view and to help the countries of the third world. In addition, this
approach was implicitly used to help inefficient employees express themselves
and increase their productivity by giving them more freedom.

 

This tool is often mentioned in the literature or in various articles in
a particular interpretation. In each of these studies, the key meaning of this
term is the ability to express one’s personality in a way that is appropriate
for the individual, to prove his worth and to satisfy the need for freedom of
choice. In sociology, the basic concepts of most human rights movements, for
example, for human rights, based on the fact that people will fight for their
freedom, for the right to manage their lives and their social status.

 

In addition, in most scientific papers which inquire social problems,
the researches talk about the need to increase the amount of tools which helps
people to monitor their social life and to struggle for their rights. Before
these views became universally recognized in the political and social spheres,
the protection of human rights was considered only in the context of feminism
and the protection of the population of Third World countries.

 

Nevertheless, empowerment is not a new concept. Since 1950, the
scientific literature has considered the question of how exactly managers
should relate to their subordinates. So, at the beginning it was enough to be
humane and friendly towards employees. In 1960, it was already said that
managers should be sensitive to the needs of employees, their demands. It was
also said about the need to stimulate the employees’ aspiration to work
effectively. In the 1970s, scientific articles urged employers to take the
initiative and ask their employees whether they had any problems, claims, and
what they needed to improve their productivity. In 1980, there was a conclusion
about the need to organize meetings of the whole team. It is necessary to do
this both to improve the relations in the team, and to discuss and solve the
problems that have already arisen. Developing this subject in 1990, researchers
came to the conclusion that employers should form a specific vector of action,
which will help people to implement the empowerment sufficiently. But, despite
these findings and all of the trials, a clear tool for carrying out the actions
was not worked out. In the end, now we have only abstract recommendations, not
the instructions to solve the main problems.

 

Empowerment Objectives

 

The main goal of Empowerment is to create an organization consisting of
employers and willing to work people, who ready to do the job, because they
believe that it’s benefit for the society, also they should be interested in a
specific area and enjoyed with such work. In addition, it pursues another goal.
With the help of unified organization, it is possible to maximize the potential
of employees, their capabilities, while improving the productivity of the
hiring organization, providing a sense of self-confidence among employees and
teaching them to overcome difficulties in the work process successfully.

In other words, the main idea of ??Empowerment is the formation of the
best intellectual resources associated with any area of ??the organization’s
activity, and providing them with a decent workplace which helps people to do
work comfortable.

 

Scientists, who investigate this area, formulate the goals in this way:
only the development of Empowerment can guarantee employees that they will
succeed in their work if they work within the framework of the tasks set, the
organization’s strategy and their competence.

 

On the part of justice, it is sufficient to focus on ensuring the rights
of workers in working life. In other words, the Empowerment is the way which
helps employees to provide themselves with decent working conditions, to
maximize their potential, to benefit society and contribute to the development
of a specific production sector. Implementation of all the above is not only an
employer’s problem. The employee should also participate in improving the
conditions of his work, feel responsible for implementing changes in this area
and work every day on this to encourage the employer to pay attention to his
problems and needs.

 

Proceeding from the above, we can say the following. The Empowerment
aims:

 

1.           
To
identify people who are the most prepared to work, who have the necessary
potential and are ready to implement it.

 

2.           
To
provide the most comfortable working conditions for all employees.

 

3.           
 To ensure legislatively that the basic needs
of employees are met.

 

4.           
 To ensure the successful development of a
specific production area through the maximum realization of the intellectual
potential of employees in this field.

 

Advantage & Disadvantages of Employee Empowerment

 

The Employee Empowerment gives employees both responsibility and
authority to make decisions on all aspects of product development or customer
service.

 

The advantages include qualification improvement, training of employees,
and participation of employees in the formation of work objectives. This leads
to an increase in the productivity of labor, the emergence of mutual respect
among employees working in a team, reducing the number of employees who are
indifferent to the results of labor. In addition, in the situation when
employees participate in the decision-making process, they vote for one or
another vector of activity, the number of conflicts with the manager is
significantly reduced.

 

However, it should be said about some difficulties. Employees may abuse
the increased power that is provided to them. In addition, not everyone is
ready to increase the responsibility in the implementation of their work
activities. There are also people who can`t work in a team. They focus on
achieving personal goals and increasing only their own productivity, which can
hamper the prompt adoption of necessary decisions. Also, managers need to show
higher organizational abilities to unite and systematize a large number of
independent opinions. Cooperation, information exchange and productive work are
possible only under the leadership of a strong and competent leader. Otherwise,
employees may conflict with the leadership and among themselves, fight for
influence on the team instead of solving problems. This will slow down the
workflow to a large extent. In addition, the increasing of employees’
competence requires large financial investments for training, employee
training. Without such investments and interest of employees in their own
development, team business solutions will be disastrous and fatal for the
organization.

 

It is necessary to find a balance between Employee Empowerment and
traditional management. The manager should be sensitive to the needs of
employees and the needs of the company. Also he must clearly understand how to
use the potential of employees to successfully achieve the desired results. The
Employee Empowerment brings positive results only together with training and
training of employees to make their own decisions, and also with coordinating
by team leader in accordance with the goals.

 

Role of Top Management in Empowerment of Employees

 

Strengthening of Empowering forces employees to rely on senior
management to a lesser extent when they do the work. An employee gains not only
freedom of choice in making decisions, but also additional risks. In the event
of problems or difficulties, the employee is responsible for them. If the team
work in the organization is coordinated well enough, then overcoming the
difficulties will not bring new worries. Under the leadership of the
authorities there will be shortcomings in the work, possible errors. The team
will receive new experience, redistribute the workload and increase the
efficiency of their work after working a specific failure.

Thus, the main manager in Empowerment of Employees will coordinate the team,
organize their work, and will provide every employee with the opportunity to be
heard. First of all, the manager thinks about the achievement of long-term
goals, strategies, coordinates the team and monitors the quality of the work
performed

 

Approaches to Empowerment

 

Researchers of this topic consider three basic approaches to the
Empowerment system:

 

1.  
Communicative
approach. Empowerment is the process by which a leader or manager transfers
some of his powers to his subordinates. This allows him to share power between
several individuals in the organization.

 

2.  
Incentive
approach. The essence of this approach is to stimulate individuals who are
inclined to carry out the necessary tasks. The leader must provide the employee
with the maximum amount of work and responsibility to which the subordinate is
able. Otherwise, the employee will feel that he is not realizing his potential.
In turn, excessive work will destroy the employee’s interest and make him avoid
work.

 

3.  
Recognition
approach. It consists in the aspiration of people to get the maximum level of
freedom of choice in any life situation: in society, at work, etc. In this
approach, the main initiative belongs to the employee.

 

Principles of
Empowerment

It is necessary to clearly understand that Empowerment precisely means
to achieve this. The Empowerment is a process of increasing the capacity of
individuals or groups that will allow them to make their own choices and
transform them into desired actions and outcomes.

How does it look in practice? Let’s define, as the organization,
corresponding to the basic principles of Empowerment looks:

•         
Ultimately, highly
skilled, independent working groups take on most of the decisions, and there
are no escalations;

•         
 The role of the manager varies from direction
and performance verification to coaching, facilitation, resolution of only the
highest level problems and ensuring that people have the skills, information,
judgments and attitudes that enable them to receive significantly improved
results;

•         
Employees have
more autonomy from across borders that specify the range within which they can
act, including decision making;

•         
Training instead
of accusation becomes the focus of every mistake, missed opportunity or goal;

•         
Training and
development is a constant high priority

An empowered workforce is what you should strive for. However, this has
not yet become a reality everywhere.

 

Conclusion

Empowerment is
a powerful tool for increasing income and improving the quality of work.

The management
should be ready to actively delegate its authority to competent employees,
providing them with the necessary information and independence. It is important
to ensure the creation of a team for autonomous decision-making by employees.

Knowing the
processes of globalization and growing competition, organizations need to
redesign their management philosophy and policies in order to increase their
competitiveness so that they can become a truly modern and business class. This
requires a strong team of responsible, independent employees, who, with their
maximum productivity, can form the image of the company, achieve their goals,
ensuring the prosperity of the business.

Therefore, in
order to have wise and powerful human resources, which are an important part of
every organization, the employer must give employees the opportunity to
participate in the decision-making process, train and train to solve new
problems independently, be responsible for their choice and profit in case of
success. This is the only way to improve the productivity and effectiveness of
the organization.

Due to the key
role of Human Resources, it is important to have the necessary powers,
competencies, considerable knowledge and participate in decision making in
order to maximize the effectiveness of the company. This will satisfy the
interests of management, and employees, and customers who use the product of
this organization. Any opinion, any decision of each employee can be decisive,
fatal and can bring success.

 

 

 

References

1.      Seibert, Scott E., Seth R. Silver,
and W. Alan Randolph. “Taking Empowerment to the Next Level: A
Multiple-Level Model of Empowerment, Performance, and Satisfaction.” Academy of Management Journal 47, no. 3 (2004)

2.      Pfeffer, Jeffrey. “How Companies
Get Smart.” Business
2.0 6,
no. 1 (2005)

3.      Meyer, John P., Thomas E. Becker, and
Christian Vandenberghe. “Employee Commitment and Motivation: A Conceptual
Analysis and Integrative Model.” Journal of Applied Psychology 89, no. 6 (2004)

4.       Druskat, Vanessa Urch, and Jane V. Wheeler. “How
to Lead a Self-Managing Team.” MIT Sloan Management
Review 45, no. 4 (2004)

5.      Cherrington, D.J. Organizational Behavior: The Management of Individual
and Organizational Performance. 2nd ed. Needham Heights, MA: Allyn
and Bacon, 1994.