Empowerment in the Workplace
Introduction
I am actually going to look at two areas, Empowerment in combination with Delegation. Not only do I think I can improve in these areas but it will also improve the well being of my employees. I want people to feel about work how I did a few years back. You learnt and contributed as much as you could. You did not clock watch ' and you were eager and hungry for more work I believe I was an empowered employee.
The long hours I have been working has lead me to believe I need to empower my employees and also delegate successfully to them. When I actually go on holiday I find myself at work very late trying to tidy up ' so I can go with a clear conscious. I find myself sharing more information in the day before I go on holiday than the previous months. I need to communicate this information when empowering and delegating to my employees.
Other incidents include projects not completed to my satisfaction and then I end up having to spend my time getting them to my standard. I would think these instances could be minimised with more planning, better communication of goals and desirable outcomes and more reporting when delegating projects and tasks.
As mentioned before I believe an empowered employee is a stronger employee and will handle upcoming change and other stressful events in a more productive and better way. I want my employees not to be bored by their work. I don 't want work to be seen as a chore. I want them learning and improving their skills for bigger challenges in the future.
I know deep down I must improve my communication level to motivate and empower my employees this was one area that was highlighted in the PAMS questionnaires.
Perceived benefits for empowerment are employees have a more of a just do it ' attitude (better self discipline), more participative, higher quality products and services, better teamwork, less stress, less absenteeism, an enhanced company, employees will be more fulfilled and more of a focus on
I am actually going to look at two areas, Empowerment in combination with Delegation. Not only do I think I can improve in these areas but it will also improve the well being of my employees. I want people to feel about work how I did a few years back. You learnt and contributed as much as you could. You did not clock watch ' and you were eager and hungry for more work I believe I was an empowered employee.
The long hours I have been working has lead me to believe I need to empower my employees and also delegate successfully to them. When I actually go on holiday I find myself at work very late trying to tidy up ' so I can go with a clear conscious. I find myself sharing more information in the day before I go on holiday than the previous months. I need to communicate this information when empowering and delegating to my employees.
Other incidents include projects not completed to my satisfaction and then I end up having to spend my time getting them to my standard. I would think these instances could be minimised with more planning, better communication of goals and desirable outcomes and more reporting when delegating projects and tasks.
As mentioned before I believe an empowered employee is a stronger employee and will handle upcoming change and other stressful events in a more productive and better way. I want my employees not to be bored by their work. I don 't want work to be seen as a chore. I want them learning and improving their skills for bigger challenges in the future.
I know deep down I must improve my communication level to motivate and empower my employees this was one area that was highlighted in the PAMS questionnaires.
Perceived benefits for empowerment are employees have a more of a just do it ' attitude (better self discipline), more participative, higher quality products and services, better teamwork, less stress, less absenteeism, an enhanced company, employees will be more fulfilled and more of a focus on
Bibliography: Carlopio, J. Andrewartha G. and Armstrong, H. 2005, Developing Management Skills, Prentice Hall, Australia King, A S & EhrHard BJ,1997 Empowering the Workplace: a commitment cohesion exercise, Empowerment in Organizations, Vol 5, #3, pg139-150 MCB University Press Hill, F & Huq, R, 2004, Employee Empowerment: Conceptualizations, Aims and Outcomes, Total Quality Management, Vol. 15, No. 8, 1025-1041, October Jaffe, DT, 1991, Empowerment: Building a Committed Workforce, Crisp, California, ebook Jenks JM & Kelly, JM, 1985, Don 't Do. Delegate!, Kogan Page, London Maddux, RB, 1998, Delegating for Results, Crisp, California, ebook Menon, ST, 2001, Employee Empowerment: An Integrative Psychological Approach, Applied Psychology, Vol 50, pg 153-180 Paul, RJ, Niehoff, BP & Turnley, BH, 2000, Empowerment, expectations, and the psychological contract – managing dilemmas and gaining advantages, The Journal of Socio-Economics, Vol 29, pg 471-486, North Holland