Empowerment and Delegation KEILA NELSON, SARAH DOUGLAS, TRAVIS HAYNES, SAMUEL SIKAPIZYE ECO/317 SEPTEMBER 12, 2016 DR. LAURIE ALEXANDER INTRODUCTION-Sam Effective Empowerment and Delegation Assessment and the Personal Empowerment Assessment Summary-Sarah Effective Empowerment and Delegation Assessment Pre-Review Score= 135 (Middle Quartile) Post-Review Score=150 (Top Quartile) Personal Empowerment Assessment Scored in Top Quartiles in Self-Efficacy Self-Determination Personal Consequence Meaningfulness Trust As a manager for a big box retailer who has worked in retail management for nearly a decade I found the questions asked during the assesment to be very thought provoking. Through the Effective Empowerment and Delegation assessment I found that I have more progress to be made in empowering my employees and sharing responsibilities. I have known for some time the positive effects of giving responsibilities to employees but I often avoid it as I fear that they might not be ready or that it would be quicker for me to do it since I am more experienced. Overall, I know that it is also crucial for employee development to recognize when employees do well and I need to set aside more time to verbally reward them or give them written acknoweledgements that show that I appreciate their progress and hard work. My high score in the Personal Empowerment Assessment to me was more of a reflection of my tenure in the position. I have worked hard to retain as many of my employees as possible and my level of confidence is reflected in the knoweledge that I have faced and overcome many obsticals and my team is a “well greased machine.” Strengths and Weaknesses From Each Assessment-Sam Most Favorable Aspects of Each Assessment and How You May Capitalize on Those Aspects Below are the favorable aspects of the assessment which are regarded in the top quartile. Self Efficacy Self Determination Personal Consequence Meaningfulness Trust Favorable aspects of the Personal Empowerment Assessment. These were determined to be in the top quartile based on the results of the assessment. Self Efficacy, Self Determination, Personal Consequence, Meaningfulness and Trus. ‹#› How to Capitalize on Those Aspects Utilize self efficacy in a manner to assist with goal setting Capitalize self determination by you knowledge of your abilities Awareness of personal consequence allows you to make informed choices Meaningfulness gives you inclusion, which promotes high performance at work Trust allows more delegation for you and vice versa as a leader. Self efficacy is often referred to as self confidence. Self determination begins with the ability to identify and understand one’s needs, interests, strengths and etc. As a reality of personal consequence we as individuals have knowledge of consequence and therefore inclined to make better decisions. Meaningfulness will assist with your drive and commitment and promotes attitude of bei ...

1. Empowerment and Delegation
KEILA NELSON, SARAH DOUGLAS, TRAVIS HAYNES,
SAMUEL SIKAPIZYE
ECO/317
SEPTEMBER 12, 2016
DR. LAURIE ALEXANDER
INTRODUCTION-Sam
Effective Empowerment and Delegation Assessment and the
Personal Empowerment Assessment Summary-Sarah
Effective Empowerment and Delegation Assessment
Pre-Review Score= 135 (Middle Quartile)
Post-Review Score=150 (Top Quartile)
Personal Empowerment Assessment
Scored in Top Quartiles in
Self-Efficacy
Self-Determination
Personal Consequence

2. Meaningfulness
Trust
As a manager for a big box retailer who has worked in retail
management for nearly a decade I found the questions asked
during the assesment to be very thought provoking. Through the
Effective Empowerment and Delegation assessment I found that
I have more progress to be made in empowering my employees
and sharing responsibilities. I have known for some time the
positive effects of giving responsibilities to employees but I
often avoid it as I fear that they might not be ready or that it
would be quicker for me to do it since I am more experienced.
Overall, I know that it is also crucial for employee development
to recognize when employees do well and I need to set aside
more time to verbally reward them or give them written
acknoweledgements that show that I appreciate their progress
and hard work.
My high score in the Personal Empowerment Assessment to me
was more of a reflection of my tenure in the position. I have
worked hard to retain as many of my employees as possible and
my level of confidence is reflected in the knoweledge that I
have faced and overcome many obsticals and my team is a “well
greased machine.”
Strengths and Weaknesses From Each Assessment-Sam

3. Most Favorable Aspects of Each Assessment and How You May
Capitalize on Those Aspects
Below are the favorable aspects of the assessment which are
regarded in the top quartile.
Self Efficacy
Self Determination
Personal Consequence
Meaningfulness
Trust
Favorable aspects of the Personal Empowerment Assessment.
These were determined to be in the top quartile based on the
results of the assessment. Self Efficacy, Self Determination,
Personal Consequence, Meaningfulness and Trus.
‹#›
How to Capitalize on Those Aspects
Utilize self efficacy in a manner to assist with goal setting
Capitalize self determination by you knowledge of your abilities
Awareness of personal consequence allows you to make
informed choices
Meaningfulness gives you inclusion, which promotes high
performance at work
Trust allows more delegation for you and vice versa as a leader.

4. Self efficacy is often referred to as self confidence. Self
determination begins with the ability to identify and understand
one’s needs, interests, strengths and etc. As a reality of personal
consequence we as individuals have knowledge of consequence
and therefore inclined to make better decisions. Meaningfulness
will assist with your drive and commitment and promotes
attitude of being included. Trust diminishes all doubt and
contributes to delegation and empowerment
‹#›
The Importance of Leadership Within an Organization and the
Role of Delegation and Empowerment in Leadership Roles-
Travis
Leadership
- The catalyst that makes all other elements work together
- Provide guidance and a single direction for all employees
- Responsible for training employees
- Involves supervising the completion of tasks on a constant
basis.
- Style of leadership is very important in developing the
company’s culture.
Without existence of leadership, all other business functions or
operations will remain stagnant or quiet. Leadership is
invaluable when it comes to communicating and devising new
plans or strategic operations in the organization. Leadership
involves aspirin and mentoring those who fall under your realm
of responsibility, for example providing the correct training,
guidance tools and resources. Leadership takes on the job of
insuring that all work and duty functions and task are complete
in a timely manner had has quality. The style of leadership and

5. how one leads is very vital to success and culture of the
organization.
‹#›
Delegation and Empowerment
Delegation
- Assigning productive tasks to subordinates
- Important to success as a leader in a business
Delegate authority and develop leaders for the future
Empowerment
- Ongoing process of proving resources for success and
development
- Showing an employee you trust him and her, given more
responsibility
Delegation is the means of assigning productive duties or tasks
to workers or subordinates in the organizations. This is
definitely contributes to the success a organization just as
important as having a leader in the organizations as well.
Empowerment involves the motivation and encouragement
workers desire to perform in a manner that is optimal. It gives
your employees a sense of importance and inclusion, which in
turn increases job satisfaction.
‹#›
Discuss How Empowerment and Delegation Can Function as
Motivators and How They Result in Team Building.-keila

6. Examples for Motivating Employees Through Empowerment and
Delegation in Your Own Workplace, and How These Actions
Result in Team Building-keila
REFERENCES