The ability to affirm one’s self is an act that involves many facets on how an individual can be perceived, and the manner in which others perceive the characterization of the individual. The main form of this elasticity to exercise this affirmation is by the action of empowerment.
Empower - in the form to equip or supply with an ability or enable, is the most fervent assertion of self independence one can bestow to themselves and to outside entities. It is a declaration that can be demonstrated with an affective realm mentally, emotionally, and communally. Empowerment is a word that many people know, but not a skill that very many people have been able to master. For me, empowerment is the process of enabling an individual to think, behave, take action, and control work and decision making in autonomous ways. It is the state of being able to take control of one’s own destiny. Empowerment comes from the individual. Stages of empowerment can be described in the following ways to ensure the expansion of the individual, and to gain prosperity in all aspects of human existence.
Within the flat organization model, employee empowerment becomes a mainstay. Just because the traditional model is not in place, that doesn't mean that management does not exist. Employee empowerment is a critical tool that can be utilized to create a better environment while amplifying the support of employees. People are the most important asset. Technologies, products and structures can be copied by competitors. No one, however, can match a company full of highly charged, motivated people who care. Empowering the employees stresses a few major points: personal responsibility, injection of new ideas, and open lines of communication.
Empowerment is the oil that lubricates the exercise of learning. Talented and empowered human capital is becoming the prime ingredient of organizational success. Placing personal responsibility on each employee also ensures employees take ownership of their actions. Personal accountability also breeds interpersonal discipline. While holding each and every employee accountable, employees will begin to police themselves and take into account any shortfalls of fellow employees. People want and need to feel that they are insiders, that they are aware of everything that is going on. There is nothing so demoralizing to a staff member than to be kept in the dark about their work and what is going on in the company. Not only this deal with personal responsibility, it supports the ideas of better communication not only from management but within the employees themselves. A critical feature of successful teams, especially in knowledge-based enterprises, is that they are invested with a significant degree of empowerment, or decision-making authority. Basically, with the introduction of empowerment and personal responsibility, successful teams and companies are created within the flat organization model. With the empowerment and personal responsibility in action, people within the workplace will feel more comfortable speaking up and having their voice heard. At this point, an injection of new and fresh ideas will begin pouring in, aiding in creating successful process improvements and new policies and procedures. As stated before, people want and need to feel like insiders. Giving the empowered employees the opportunity to have their thoughts and ideas taken into account can go a long way. New, innovative ideas can come about by just letting the voices be heard. Employees may have more descript ideas for projects or improvements made within their area of expertise. For an example, if an employee has an idea about increasing the productivity, others outside that area may see this task as non-value added and not feel comfortable with the prospective changes. If the same subject was to come up within the disagreeing employee's area, it may be construed as a good idea but with the same outcome. Have a voice of all employees...
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