Empowermentas an extension of control It’s no secret that human resources are an importantpart of any organization. From this it follows that it is very important todevelop and improve these directions in the organization. Nowadays, allcompanies 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 oforganizations. There are some steps for successful implementation ofEmpowerment in organization. At first top-managers should rebuild the wholestructure of organization and make it flexible and dynamic.
There will be alarge number of opportunities to show their abilities and realize ideas for employees.Next step is empowering employees in organization is to involve all employeesin active work, to interest them in the expansion of their tasks. Introduceguidelines that will describe the empowerment of employees and managers,conduct training that will train staff.
And the last step: predict possibleproblems that will arise when implementing empowerment and take action toaddress them. If the implementation is correct, then it will have positiveconsequences for employees and managers, and for the whole company. Humanresources experts agree that the increase in rights and opportunities willincrease productivity. Many organizations that are interested in increasing theeffectiveness of management encourage and reward employees who offer some newideas. Introduce. The effectiveness of any organization depends on humanresources. To increase efficiency, it is necessary to improve human resources.
Employees are the key object in any activity of the organization. The growthand development of any organization depends entirely on the correct use ofmanpower resources. Empowerment is a highly effective tool based on a changingperception of leadership, so that its applying leads to success inorganizations.
Achieving the goals of the organization is manpower. Employeeswill perform well the assigned tasks if they have sufficient skills, aremotivated and know the clearly stated goal. Here we are helped by an instrumentcalled empowerment. In this process, the most important thing is not to explainto employees what to do and when, but to give them a sufficient amount ofknowledge, to clarify the goals and to solve the problem on their own.Empowerment is a process that makes employees less dependent, but at the sametime gives them space for imagination. This means that empowerment leads toincreased motivation for employees. Empowered employees feel a great responsibility to their company. This feelingleads to the creation of better products or better services.
Programs aimed atchanging and improving the organizational structures of the enterprise, namelyempowerment gives employees the opportunity to take responsibility forthemselves. Employers do not like frequent changes of staff, because it takes alot of time and money for training. During the change in the organizationalstructure of the enterprise, when levels of stress and uncomfort increaseempowerment helps maintain employee loyalty. If employees have the opportunityto express their opinions and ideas, which will be taken into account when choosinga stratigraphic direction, they begin to feel part of the organization andbegin to work harder.
One of the key roles of introducing an empowermentprogram is the opportunity to make employees feel meaningful to the company.This greatly improves performance. Definitionof Empowerment Empowering is a process of giving power to people. Theresult of the introduction is a feeling of self-importance and self-confidenceamong workers. People are powerful due to their knowledge and motivation,empowering means releasing this power. There are some important moments in thisdefinition: – Empowermentis a long and expensive process that starts from top managers and spreadsacross all branches of the organization.
– The processof empowerment will be of high quality only if the employees receive thenecessary knowledge and skills. – Empoweredemployees have enough executive authority to create a product from start tofinish. Such employees are enjoying of freedom of action.
Gradually, there is a change in the economy, from a simple economy we move onto a complex economic system. Labor productivity increased and capitalized insuch a way that mankind had to create labor laws and human rights. Over time,ordinary work was transformed into highly skilled work through the empowermentof workers. Empowerment increases the importance of self-control, self-esteem,significance and freedom of action. Empowerment is a workflow where employeesand managers value and respect each other’s actions. This helps to extract andshow the best qualities of the team, and also increases the team spirit.
Onlyempowered teams can produce the highest results in comparison with ordinaryteams without empowerment. The word empowerment in oxford dictionary has beendefined as being powerful, giving authorization, power producing and empowered.In other words, this definition implies the provision of freedom and choice toboth individual workers and entire organizational structures. Empowerment structures the organization in such a waythat human resources become the main divergent force. In this case, employeesreceive full self-control, which they respect and appreciate, and as a resultthey will use creative approaches and creativity.
This style of work creates asense of belonging to the team and a fusion. Moreover, this approach allowsemployees to make decisions both individually and collectively. All the abovepoints increase in the team productivity, self-perception, confidence, energyand mutual trust. In other words, this approach reveals all the hiddenqualities and the best skills of employees.
Empowerment is an alternativeprocess that has a number of dynamic benefits for both the organization andemployees. With this approach, training and development of personnel areinevitable. This type of organizational model makes the employees the core ofthe company, whose decisions determine the growth or fall of the effect. Historyof Empowerment The first applying of this approach is dated between1980 and 1990. In the last few years, this term has been vigorously discussedin various books and articles, after which it began to be introducedeverywhere, from small, non-structured organizations to large corporations.
Before this term began to be used in management, it was used in politics toidentify the feminist point of view and to help the countries of the thirdworld. In addition, this approach was implicitly used to help inefficientemployees express themselves and increase their productivity by giving themmore freedom. This tool is often mentioned in the literature or invarious articles in a particular interpretation. In each of these studies, thekey meaning of this term is the ability to express one’s personality in a waythat is appropriate for the individual, to prove his worth and to satisfy theneed for freedom of choice. In sociology, the basic concepts of most humanrights movements, for example, for human rights, based on the fact that peoplewill fight for their freedom, for the right to manage their lives and theirsocial status. In addition, in most scientific papers which inquiresocial problems, the researches talk about the need to increase the amount oftools which helps people to monitor their social life and to struggle for theirrights. Before these views became universally recognized in the political andsocial spheres, the protection of human rights was considered only in thecontext of feminism and the protection of the population of Third Worldcountries. Nevertheless, empowerment is not a new concept.
Since1950, the scientific literature has considered the question of how exactlymanagers should relate to their subordinates. So, at the beginning it wasenough to be humane and friendly towards employees. In 1960, it was alreadysaid that managers should be sensitive to the needs of employees, theirdemands. It was also said about the need to stimulate the employees’ aspirationto work effectively. In the 1970s, scientific articles urged employers to takethe initiative and ask their employees whether they had any problems, claims,and what they needed to improve their productivity. In 1980, there was aconclusion about the need to organize meetings of the whole team. It isnecessary to do this both to improve the relations in the team, and to discussand solve the problems that have already arisen.
Developing this subject in1990, researchers came to the conclusion that employers should form a specificvector of action, which will help people to implement the empowermentsufficiently. But, despite these findings and all of the trials, a clear toolfor carrying out the actions was not worked out. In the end, now we have onlyabstract recommendations, not the instructions to solve the main problems. EmpowermentObjectives The main goal of Empowerment is to create anorganization consisting of employers and willing to work people, who ready todo the job, because they believe that it’s benefit for the society, also theyshould be interested in a specific area and enjoyed with such work. Inaddition, it pursues another goal. With the help of unified organization, it ispossible to maximize the potential of employees, their capabilities, whileimproving the productivity of the hiring organization, providing a sense ofself-confidence among employees and teaching them to overcome difficulties inthe work process successfully.
In other words, the main idea of ??Empowerment is theformation of the best intellectual resources associated with any area of ??theorganization’s activity, and providing them with a decent workplace which helpspeople to do work comfortable. Scientists, who investigate this area, formulate thegoals in this way: only the development of Empowerment can guarantee employeesthat they will succeed in their work if they work within the framework of thetasks set, the organization’s strategy and their competence. On the part of justice, it is sufficient to focus on ensuringthe rights of workers in working life.
In other words, the Empowerment is theway which helps employees to provide themselves with decent working conditions,to maximize their potential, to benefit society and contribute to thedevelopment of a specific production sector. Implementation of all the above isnot only an employer’s problem. The employee should also participate inimproving the conditions of his work, feel responsible for implementing changesin this area and work every day on this to encourage the employer to payattention to his problems and needs.
Proceeding from the above, we can say the following.The Empowerment aims: 1. To identify people who are the mostprepared to work, who have the necessary potential and are ready to implementit. 2. To provide the most comfortableworking conditions for all employees. 3. To ensure legislatively that the basic needsof employees are met.
4. To ensure the successful development of aspecific production area through the maximum realization of the intellectualpotential of employees in this field. Advantage& Disadvantages of Employee Empowerment The Employee Empowerment gives employees bothresponsibility and authority to make decisions on all aspects of productdevelopment or customer service. The advantages include qualification improvement,training of employees, and participation of employees in the formation of workobjectives. This leads to an increase in the productivity of labor, theemergence of mutual respect among employees working in a team, reducing thenumber 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 withthe 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 oftheir work activities. There are also people who can`t work in a team. Theyfocus on achieving personal goals and increasing only their own productivity,which can hamper the prompt adoption of necessary decisions. Also, managersneed to show higher organizational abilities to unite and systematize a largenumber of independent opinions. Cooperation, information exchange andproductive work are possible only under the leadership of a strong andcompetent leader.
Otherwise, employees may conflict with the leadership andamong themselves, fight for influence on the team instead of solving problems.This will slow down the workflow to a large extent. In addition, the increasingof employees’ competence requires large financial investments for training,employee training. Without such investments and interest of employees in theirown development, team business solutions will be disastrous and fatal for theorganization. It is necessary to find a balance between EmployeeEmpowerment and traditional management. The manager should be sensitive to theneeds of employees and the needs of the company. Also he must clearlyunderstand how to use the potential of employees to successfully achieve thedesired results. The Employee Empowerment brings positive results only togetherwith training and training of employees to make their own decisions, and alsowith coordinating by team leader in accordance with the goals.
Roleof Top Management in Empowerment of Employees Strengthening of Empowering forces employees to relyon senior management to a lesser extent when they do the work. An employeegains not only freedom of choice in making decisions, but also additionalrisks. In the event of problems or difficulties, the employee is responsiblefor them. If the team work in the organization is coordinated well enough, thenovercoming the difficulties will not bring new worries. Under the leadership ofthe authorities there will be shortcomings in the work, possible errors. Theteam will receive new experience, redistribute the workload and increase theefficiency of their work after working a specific failure.Thus, the main manager in Empowerment of Employeeswill coordinate the team, organize their work, and will provide every employeewith the opportunity to be heard. First of all, the manager thinks about theachievement of long-term goals, strategies, coordinates the team and monitorsthe quality of the work performed Approachesto Empowerment Researchers of this topicconsider three basic approaches to the Empowerment system: 1.
Communicativeapproach. Empowerment is the process by which a leader or manager transferssome of his powers to his subordinates. This allows him to share power betweenseveral individuals in the organization. 2. Incentiveapproach. The essence of this approach is to stimulate individuals who areinclined to carry out the necessary tasks.
The leader must provide the employeewith the maximum amount of work and responsibility to which the subordinate isable. 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 avoidwork. 3. Recognitionapproach. It consists in the aspiration of people to get the maximum level offreedom of choice in any life situation: in society, at work, etc. In thisapproach, the main initiative belongs to the employee. Principles of EmpowermentIt is necessary to clearly understand that Empowerment precisely meansto achieve this.
The Empowerment is a process of increasing the capacity ofindividuals or groups that will allow them to make their own choices andtransform 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, highlyskilled, independent working groups take on most of the decisions, and thereare no escalations;• The role of the manager varies from directionand performance verification to coaching, facilitation, resolution of only thehighest level problems and ensuring that people have the skills, information,judgments and attitudes that enable them to receive significantly improvedresults;• Employees havemore autonomy from across borders that specify the range within which they canact, including decision making;• Training insteadof accusation becomes the focus of every mistake, missed opportunity or goal;• Training anddevelopment is a constant high priorityAn empowered workforce is what you should strive for. However, this hasnot yet become a reality everywhere.ConclusionEmpowerment isa powerful tool for increasing income and improving the quality of work.The managementshould be ready to actively delegate its authority to competent employees,providing them with the necessary information and independence.
It is importantto ensure the creation of a team for autonomous decision-making by employees.Knowing theprocesses of globalization and growing competition, organizations need toredesign their management philosophy and policies in order to increase theircompetitiveness so that they can become a truly modern and business class. Thisrequires a strong team of responsible, independent employees, who, with theirmaximum productivity, can form the image of the company, achieve their goals,ensuring the prosperity of the business.Therefore, inorder to have wise and powerful human resources, which are an important part ofevery organization, the employer must give employees the opportunity toparticipate in the decision-making process, train and train to solve newproblems independently, be responsible for their choice and profit in case ofsuccess. This is the only way to improve the productivity and effectiveness ofthe organization. Due to the keyrole of Human Resources, it is important to have the necessary powers,competencies, considerable knowledge and participate in decision making inorder to maximize the effectiveness of the company. This will satisfy theinterests of management, and employees, and customers who use the product ofthis organization.
Any opinion, any decision of each employee can be decisive,fatal and can bring success.