Empowerment and participation

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Empowerment and Participation

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Empowerment and participation

  1. 1.  Job mastery  Control  Role and Accountability models
  2. 2.  Social reinforcement and persuasion  Emotional Support
  3. 3. Figure 8-1 The process of empowerment
  4. 4.  Mutual  Job Goal Settings Feedback  Modeling
  5. 5.  Contingent Reward System  Participative Management
  6. 6. Mental and Emotional involvement of people in group situations that encourages them to contribute to group goals and share responsibility for them.
  7. 7.  Involvement (ego )  Contribution (creativity )  Responsibility ( build teamwork )
  8. 8.  Improved Performance  Higher Job Satisfaction  Spirit
  9. 9.  Desire  Expectation  Ethical Imperatives
  10. 10.  Higher Output  Better Quality  Creativity
  11. 11.  Innovation  Higher Motivation  Reduced turn –over and absences  Better communication
  12. 12. 1. Leader – Member Exchange  Reciprocal relationship develops  High Quality relationship results in greater decision influence.
  13. 13.  Participative managers retain final authority
  14. 14.  Adequate time to Participate  Potential benefits greater than costs.  Relevance to Employee interests
  15. 15.  Adequate employee abilities to deal with the subject  Mutual ability to communicate
  16. 16.  No feeling of threat to either party  Restriction to the area of job freedom
  17. 17. 1. Emotional Intelligence 2. Differing employee needs for participation 1. Under Participation 2. Over Participation 3. Responsibilities of employees and manager
  18. 18. 1. All employees should agree to: 1.1 Be responsible for their actions 1.2 Operates within the relevant organizational policies
  19. 19. 1.3 Be contributing team members 1.4 Respects and seek to use the perspective of others 1.5 Be dependable and ethical in their empowered actions.
  20. 20. 1.6 Demonstrate responsible self – leadership 2. Responsibilities of Managers: 2.1 Identify the issues to be addressed 2.2 Specifying the level of involvement desired.
  21. 21. 2.3 Providing relevant information and training. 2.4 Allocating fair rewards
  22. 22.  Suggestion Programs  Quality Emphasis  Quality Circles
  23. 23.  Total Quality Management  Self - Managing Team  Employee Ownership Plans
  24. 24.  Theory X beliefs and assumptions  Lack of support from higher levels  Manager Fear of Lost (Power , Status ,Control )
  25. 25.  Lack of adequate training 1. Manager 2. Employees  Problems encountered in early stages
  26. 26.  Substantial efforts needed to implement
  27. 27. Servant Leadership  Placing the needs of others above one’s own self - interest.
  28. 28.  Listen actively and empathetically  Engage in introspection to understand better one’s own attitudes and feelings.  Treat others with respect as equals.
  29. 29.  Engage in dialogue and paraphrasing to ensure understandings.  Affirm the worth and contributions of others.
  30. 30.  Admit mistakes and ask for help.  Build trust by articulating values and acting consistently with them.
  31. 31. "Power can be taken, but not given. The process of the taking is empowerment in itself." ~ Gloria Steinem ~
  32. 32. Questions

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