Essay About Employee Empowerment In Flat Organizations

Essay about Employee Empowerment in Flat Organizations
Employee Empowerment in Flat Organizations
A flat organization is a culture of ownership and partnership, it is an organization that uses teams to
increase efficiency, responsiveness and flexibility. The focus is on customer satisfaction, work is
directly connected, to customer processes. Employees in a flat organization know the business, they
have been delegated the power to think for the whole company.
Flat organizations are giving lower management more responsibilities; they are expected to make
more decisions to integral operations. Good decision–making is a balance between getting most of
what we want with as little risk as possible. It means that we use the right processes that encourage
participation while keeping ... Show more content on Helpwriting.net ...
By lending structure, it facilitates the identification and resolution of problems that can arise during
the course of the decision–making process. This facilitation in turn can assist in improving the group
decision–making process. Group decision–making is the process of arriving at a judgment based
upon the feedback of more than one individual. Group decision–making is a key component to the
functioning of a Flat organization, because organizational performance involves more than just
individual action. Besides having good processes for decision–making, employees need to realize
that the immediate managers are the key link to communication. Managers serve the organization by
creating understanding; managers are now coaches not bosses.
Managers need to develop listening skills so they can learn about their employees. Knowing their
employees will help the manager?s structure, motivate and delegate their team members. The
performance of the team relates directly to the performance of the manager. The performance of the
employees relates to their skills and knowledge, both which can be taught. When the manager
knows their employees they will know what skills and knowledge their employees possess.
Knowing what the employees lack, will allow the manager to conduct training and learning
programs appropriately. While the employee is gaining the knowledge he lacks, the manager can
assign them jobs that will line up with their strengths.
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Organizational Behavior : Motivation, Values,...
Throughout the decades, organizational Behaviour has played a very important role in the
organization's success. It is a diagnostic study that focuses on teams, motivation, values,
relationships and individual goals. As society has been rapidly changing, organizations have had to
adapt its own culture for its survival. I believe understanding organizational behaviour has helped a
lot of companies to stay successful in their respective market and helped them to evolve the way
they approach and treat their employees. As an organization, realizing the employees are integral to
the success of the company as well as communicating the success they achieved will help the
organization to build employee's motivation, and loyalty which have a ... Show more content on
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When a manager empowers an employee, it helps the employee stay engaged in the job, and
developing the future leader of the organization. As a leader, creating an environment where
employees feel comfortable, productive, empowered, and happy should be one of the most
important goals to achieve. Empowering an employee may sound simple, but it is not easy to do.
Many neuroscience experiments have been done over the last decade and they all have similar
patterns of approaching employee empowerment. As long as managers understand how important
open communication, supporting employee's independence, setting clear expectations, encouraging
failure and providing feedback, I strongly believe any managers can empower their employees
which will bring the success both individually and organizationally. I also strongly believe
empowering the employees will enhance employee's sense of self–sufficiency, happiness and
motivation (Waytz ). Furthermore, the organizations can improve productivity through this
motivation by creating an environment of accomplishment and inclusiveness, in addition to that, it
can increase productivity through better decision making by identifying the problems. (Kleiman)
First of all, any managers can empower their direct reports through having an open communication
(Daum). This is a start point of building the relationship and trust.

The Performance Challenges Of Electra Products Success Essay
1. INTRODUCTION
Electra Products, who was an industry leader in the manufacture and retail of electrical supplies for
many years, is today experiencing a declining market share amidst growing competition. This
challenges the company to be innovative and adaptable as it seeks to rediscover its competitive
advantage. Unfortunately, the organisation is characterised by low levels of employee engagement
and trust which makes it resistant to change.
Commissioned by Ms Russel, the aim of this report is to analyse the performance challenges
limiting Electra Products success and to provide recommendations for workplace development.
The insight this report provides is limited by the information supplied on Electra Products which
pertained mainly to the monthly meeting introducing a "new era" of empowerment. Assumptions
have therefore been made for the purposes of completeness. Giving consideration to the history of
downsizing it is assumed that the organisation is pursuing a no–growth to low–growth business
model (Cameron, 1994) while looking to improve flexibility and market responsiveness in a bid to
rediscover their competitive advantage in response to the drop in market share (Porter, 2011).
Further assumptions are that Harry is representative of a significant portion of the company's
workforce, and that workplace trust and staff retention were historically good.
A review of the organisational behaviour at Electra Products identified a common goal between
management and

Employee Empowerment
Employee empowerment is a growing practice. Imagaine acoorporation in which
Defining empowerment
Empowerment has a variety of definitions. It 's often described as the process of giving power and
control to nonmanagerial members of an organization. Although this definition has merit, it may not
be the most useful way to view the concept.
Empowerment has also been defined as the process of enabling employees to reach their own
potential in ways that help the team or organization. This definition focuses less on control and
power and more on managing human resources through coordination and facilitation.
The empowerment of employees allows them more control and responsibility over their work. Your
role as manager shifts from ... Show more content on Helpwriting.net ...
Her immediate supervisor informed her that her primary goals would include improving morale
among the LAN team and improving the operation of the help desk activity. He said he wanted her
to "take charge" and turn things around as quickly as she could.
Sarah spoke to each team member and reviewed his or her credentials. They seemed to be a highly
talented group of people, but it was clear that they were frustrated at the relatively poor image the
team had with the rest of the organization. Sarah had received training in participatory approaches to
management and had worked for a supervisor who had given his team members considerable
latitude in how they performed their work. She believed that the best way she could "take charge"
was to provide the vision for what should be accomplished and then give her staff the freedom to
follow through on their responsibilities. She liked the idea of her team members owning their job
responsibilities instead of relying on her to make everyday decisions for them.
Sarah told her staff that she was going to delegate many tasks and responsibilities to them and that
her primary role would be to focus on the big picture. She would coordinate their activities to make
sure the team was operating at the highest level possible. Sarah approached her supervisor to explain
her plans for managing the team. He was skeptical about

The Importance Of Employee Empowerment
Employee empowerment is important, even if you believe in a traditional type of employee
management. Empowerment of your employees has the ability to turn your organization around and
make it more successful than it previously was. In some organizations employee empowerment is
absolutely needed. They type of organizations that need employee empowerment are basically any
business that has employees who have to work together as a team. Empowerment also does not just
mean to ask your employees their opinion, empowerment of your employees means to not only seek
their opinions but implement them as well(Goetsch & Davis, 2014). To gain approval from
management, I would first highlight why I believe it would be beneficial for the organization. I
would put dramatic emphasis on why I feel every employee should feel empowered. Employees
who are empowered are employees who value their position and actually work harder to meet their
goals(Goetsch & Davis,2014). After I stated the importance need for having an empowerment
overhaul with our employees, I would then zone in on the things that keep the organization
operational.
Employee empowerment gives the organization the opportunity to get the information from
employees that deal within the organization all day. The employees know what needs to be changed
in order for things to run more smoothly. Showing management that employee empowerment can
grow their business while at the same time making their employees feel valued is important.

The Concept Of Employee Empowerment Essay
1.0 Literature Review
The concept of employee empowerment has been discussed a lot in many academic studies and in
the field of management profession for over decades. In fact, some organizations consider the idea
of empowerment as the optimum strategy in order to have the competitive benefits in the world of
professional business practices (Ghosh, 2013).
Researchers have proven that employee empowerment, which can be called the voice of employees
and participation, has a significant impact on individuals and groups on particular as well as on
organizational efficiency in general (Conger and Kanungo, 1988). In addition, there are many
practices of leadership, such as delegation, developmental leadership, and empowering leadership,
suggest that the high management of the organization share the authority in order to promote the
advantages of enforcing employee empowerment that can raise the level of employees' productivity
and positivity in the work environment (Chen, Zhang, and Wang, 2014). According to
(–––––––––––––), the level of empowerment and the level of participation are vital components of
the successful processes in any professional environment.
However, it is essential to introduce the concept behind employee empowerment idea as well as to
identify the detailed meaning of employee empowerment before we dive deeper in the main purpose
of this study. In addition, providing the main components of employee empowerment can lead to
increase the readers' ability to

Three Connected Facets Of Leadership
Manning and Curtis (2015) comprehensively discuss three connected facets of leadership:
leadership authority, empowerment, and the quality imperative. While each have distinct qualities
and characteristics, they are closely connected. Of these three, empowerment is the focus of two
peer–reviewed articles examined for correlation and contrast in this paper. Manning and Curtis refer
to "Robert Cole, influential author and educator" (2015, p.177) and his series of principles that
describe empowerment in the workplace. The principles include, "Trust in people; Invest in people;
Recognize accomplishments; Decentralize decision making; and View work as a cooperative effort"
(Cole as cited by Manning and Curtis, 2015, p. 177). Employee empowerment retains a critical role
in the success of leaders and organizations.
Empowerment Article Comparison
"Employee empowerment: from managerial practices to employees' behavioral empowerment"
(Boudrais, Gaudreau, Savoie, and Morin, 2009, p. 625) is the first of two articles researching the
relationship of empowerment and leadership. The second article, "Employee empowerment,
employee attitudes, and performance: testing a causal model" (Fernandez and Modogaziev, 2013, p.
490), published a few years later, adds to the growing research on the subject.
Both articles confirm, "A growing body of evidence suggests that employee empowerment can be
used to improve job satisfaction, organizational commitment, innovativeness, and performance"

Employee Empowerment Contributes to an Organizations Success
Introduction
Empowerment is a powerful tool that companies give to allow each employee to become a decision
maker. When empowered employees truly understand their potential, there is almost an immediate
positive reaction in the both the company and the individual. For a company to realize success,
employees must be trusted and empowered to make business decisions that are in line with the
company's governing policies.
The objective of this paper is to provide a better understanding of why and how employee
empowerment is critical to run a successful operation. Employees and employers both gain positive
results when the empowerment process has been successfully implemented in an organization. To
properly empower an employee, an ... Show more content on Helpwriting.net ...
You enable your employees to succeed by providing them with the means, opportunity and capacity
they need to excel." Lawson (2006)
For empowerment to come to fruition, it can take years before all the pieces are correctly
administered and functioning on their own. Patients and understanding must be displayed as new
employees are brought on board and setbacks happen. The worst actions an organization can take
are to stop embracing the free thinking of their employees and to discontinue training. Organization
must keep their workforce engaged. As Gilbert–Jamison (n.d.) wrote "Bottom–line, creating and
sustaining a culture of excellence cannot be achieved without fully engaged employees who feel a
part of the organization, and that they are truly valued contributors to the success of the
organization." Organizations must support their teams consistently, provide ample training to new
employees, and follow up with continuous training to keep the employee engaged. Support from all
areas and a collaborative environment must be established to embrace creative thinking. With
patients and time, the organization will become self–managed through employee empowerment.
Correlation between Employee Empowerment and Company Successes
A successful company can be determined by many factors, including strong sales and profit,
overwhelming

The Grand Regency Hotel Management Essay
The Grand Regency Hotel
Introduction
The Grand Regency Hotel is found in Bangkok Thailand and has been in operation for the last
fifteen years. For the entire period it has been under the management of the Thai general manager
and was started by locally based consortium of investors. It is a prestigious hotel in Bangkok and
has a total of 700 employees who were being treated in a prestigious way by the management. The
management gave the employees the following benefits: provision of very good welfare; the salary
rate was above that of the market; high job security and also end of the year bonus which was
comparable to salary earned in a four week period (Manson 2009, p. 28).
Upon the hotel being sold to the American Hotel Chain, the ... Show more content on
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With such kind of operation the employees will go an extra mile and serve customers to their best
since their motivation will be increased. This will then translate to better performance at the work
place since they will be more satisfied with their job. With this in mind upon being appointed as the
manager he quickly adapted the aspect of empowerment into his operations.
This marked a change in the operations of the hotel since the employees who had been retained were
used to a system where they worked under the instructions of the management. Previously they had
a duty of ensuring that the manager's instructions are adequately adhered to hence they took it as a
responsibility.
By implementing the empowerment strategy, most of the decisions were made by the employees
without consulting their superiors. Any decision making organ must have the necessary skills and
knowledge pertaining the section they are dealing with (Barker 2008, p. 34). Having been given the
right of making some decisions regarding the running of the hotel and because most of them are
lacking the skills and knowledge that are key issues many employees made the wrong decisions.
The employees were used to a situation whereby they were being guided by the management in all
their activities hence being allowed to make decisions was a new role. Due to this they require
training on matters

Why I Feel Mediation?
. Syl is trying to control the emotions in the discussion by staying consistent and focusing on
completing the project efficiently. Therefore, she is trying to convince Daniel that the proposed
solution is fair by consistently stating this is about the project not his sexual orientation. In doing so,
she is trying to avoid the feelings of inequality by means of having one set of rules for this person
and a different set for another, in which favoritism might be expressed instead of concentrating on
the project. Daniel feelings of discrimination and inequality will eventually erode the relationship
between him and management and might also set a precedence that a coworker would not have to
work with whomever they want to. For these reasons I feel it is important for mediating the
discussion to come up with a proposed solution in which precedence is not set creating additional
conflict thus a counterproductive work environment for reasons of gossiping and backstabbing.
I feel mediation is a more effective approach to the discussion for reasons of the end result of the
conversation is going to affect the workplace because of the way society has embraced the LBGT
community. Therefore, short term the project is the most important, but in the long term how she
handles the discussion will affect the workplace. I think the current discussion is going to create a
counterproductive workplace which is absence of satisfaction associated with some undesirable
behavior such as gossiping

Employee Empowerment And Satisfaction : Service Management
RUNNING HEAD: FINAL PAPER Employee Empowerment and Satisfaction Service Management
Baker College Online Sheree J Laney INTRODUCTION In this paper will detail how employee
empowerment is so important. Because with your employees they are the ones that will be there for
you to make your business successful. If you can offer after work events or during work events this
will have the employees get to know each other better and offer benefits and they will be able to feel
empowered. With any technology and training that you can offer the employees is always another
way to help them feel empowered as well. Employee Empowerment and Satisfaction With employee
empowerment and satisfaction these are two things that are very essential to accompany. When you
have happy employees of course you 'll have more production and more work output by the
employees. And to achieve this there are just some simple rules and tips you would need to follow.
These items may be simple or may seem silly, but they can definitely help retain employees at your
work place. As stated in service management operations, strategy, information technology "apart of
employee empowerment is information empowerment. With the age of information technology or it
it is no longer just for computer nerds it touches all of us every day." (Fitzsimmons 2014, pg.80)
And with employees and having that information technology at their fingertips is

Participative Leadership For Every Member
Introduction Participative leadership means to share authority with others to get tasks done in a
better, faster, and cooperative manner by involving everyone in the process. Here, there is a high
value for the contribution of every team member and participation is strongly encouraged in
problem solving. This type of leadership is a relatively new method in the work process, and it
challenges the traditional way of bossing others around. The purpose of this paper is to analyze the
effectiveness of participative leadership in the work process. It will argue how through participative
leadership it is possible to create en efficient work environment using strategies of psychological
empowerment, the provision of organizational perspectives, group reciprocity, and learning to
accept change.
Psychological Empowerment For Every Member One of the most important creations of using the
participative leadership method is that it leads to the practice of empowering participants
psychologically. According to a study by Xu Huang (2012), participative leadership is an effective
way to provide team members with a strong sense of control and motivation. This in practice can
secure a high level of group motivation and interaction through effective efforts. Psychological
empowerment makes members feel they can influence and through encouraging participation
leaders can often retain personal talents, which can lead to the creation of new ideas. Behaviours
that incentivize

Evaluating Safety Culture And Sms Implementation
Assessing Safety Culture & SMS Implementation
Safety culture is defined as consisting "of shared beliefs, practices and attitudes, that exist at an
establishment. Culture is the atmosphere created by those beliefs, attitudes, etc." (Middlesworth, M.,
February 19). In recent years, safety culture has become an aspect which most, if not all, companies
and organizations require in order to succeed. What is difficult is how to measure or assess the
safety culture currently present in that organization. What one can do to assess whether or not a
company promotes a positive safety culture is to look at 6 critical components: organizational
commitment, managerial involvement, employee empowerment, accountability system,
communication and a reporting system. A successful company with a positive safety culture will
consist of the majority of the aforementioned components. Without these elements, a company's
safety culture will appear non–existent and even if a safety management system is utilized, it may
not be enough to promote the proper safety culture. By identifying specific characteristics of each
component we will be able to recognize how to build a positive safety culture and how to implement
an effective SMS.
Discussion
Organizational Commitment
An individual's drive to excel within an organization is known as organizational commitment. Most
people find their commitment driven by their affection towards their line of work (affective
commitment). As we know, in aviation,

Abstract Empowerment is a simple idea, but often misunderstood or misused by many. "It means
granting latitude of action for how the work is done to those who do the work." (R.E Sibson,
Strategic Planning for Human Resources Management). This paper will define, describe and discuss
Employee Empowerment used in today's team based organizations. The paper looks at how this
concept affects the company 's diverse workforce. I will discuss the potential impact of these
practices and the performance.
Employee Empowerment Employee empowerment can be described as giving employees '
accountability and ability to make choices about their work without managerial authorization. Good
managers are expected to ... Show more content on Helpwriting.net ...
Step 4: Establish natural work teams
Every successful empowerment effort involves the extent use of teams. For employees to have input
on their jobs they must understand how their jobs affects other employees and the business as a
whole. The best way for them to understand this is by actually working more closely with other
people. Groups of employees working together will usually come up with better ideas and decisions
than any individual working alone. Teams are a very important part of the empowerment process.
Step 5: Share Information
For employees to make better decisions for the company they need better information about the
company. Empowered employees should have access to information that helps them understand how
their job or their team contributes to the company as a whole.
Step 6: Select the right people
Employees who do best in an empowered, team–based environment are those who possess initiative
and the ability to get along with other people.
Step 7: Provide training
Do not expect employees to know how to make good decisions and work closely with others. Few
employees are naturally good at teaming activities. Courses on decision–making, problem–solving,
conflict management, and effective meetings are important for employee empowerment.
Step 8: Communicate expectations
Do not assume that employees will understand exactly what empowerment means in terms of their
individual job

Employee Empowerment Exploring employee empowerment is a management decision based on
proven capability and demonstrated trust by the employee. Transformed organizations introduce
empowerment over rules and regulations through smart governance and guidelines supporting
organizational culture. These practices promote improved customer service through employee
decision–making extended by management authority and flexibility. Demonstrating customer–
focused programs and practices through skilled and knowledgeable employees with authority and
responsibility to move the organization forward in its mission.
Power and Empowerment By definition and context, power is "possession of control, authority, or
influence over others" ... Show more content on Helpwriting.net ...
The candidates committed to the organization coupled with the willingness to work beyond the
scope of work makes them ideal candidates for empowerment. Empowered employees work in
concert with the organizational mission as management recognizes their ability and gains further
trust in employee's capability for sound decision–making and respect for boundaries. Empowered
employees are problem solvers and are keen on the organization's goals as objectives. A manager
will choose an empowered employee because he or she takes initiative on projects and is capable of
providing innovative ideas that can enhance productivity and product improvements. According to
Anderson (2011), empowered employees tend to take more responsibility in their work knowing that
what they produce effects the success and profitability of the organization. Managers identify
empowered employees as assets to the organization and instrumental in achieving successful
outcomes. Managers empower employees who they trust to follow specific instructions and
effectively communicate organizational protocols. The empowered employee is an intrinsically
motivated team builder not afraid to take controlled risks and assume responsibility.
Effects of Employee Empowerment
Interaction between employee and management affects many facets of an

Developing Leadership Skills: the Art of Empowerment
Executive Summary
This report explores the art of empowerment and the key dimensions needed to create such a work
environment. It exposes the empowerment techniques needed for managers to foster in their
employees. It suggests that management empowerment is critical in creating a successful
organization. Employee empowerment will incite loyalty and tenure which subsequently will
increase productivity. The purpose of adopting and implementing this principle is to promote talent
management through human capital investment.
1. What is Empowerment? Empowerment is the process of enabling an individual to think, behave,
react, and undertake decision making capabilities in an autonomous manner. Research supports the
fact that ... Show more content on Helpwriting.net ...
A Gallup Survey released in 2006 found that supervisors play a crucial role in the worker 's well–
being and engagement. When respondents were asked to respond to the statement "My supervisor
focuses on my strengths or positive characteristics," 77% of engaged workers strongly agreed with
the statement. Just 23% of not–engaged and a scant 4% of actively disengaged workers strongly
agreed that their supervisor focused on their strengths or positive characteristics. Interestingly, not
one engaged worker disagreed with this statement." (Gallup Management Journal 2006)
We will discuss the six techniques of empowerment by Whetten & Cameron (2002) needed to foster
an empowered environment.
3.1. Articulating a Clear Vision and Goals
For an organization to practice and foster employee empowerment, management must entrust their
employees and engage in open channels of communication. Employee communication is one of the
most significant signs of employee empowerment. Honest and continuous communication is
necessary when it regards key performance indicators, financial performance, and daily decision
making. The goals must be specific, measurable, aligned, reachable and attainable. (Locke and
Latham, 1990)
3.2. Modeling
The second technique will involve managers demonstrating the appropriate behavior that employees

are to depict. To share in someone having successfully completed a challenging task may serve to
reinforce the notion

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 ... Show more content on Helpwriting.net ...
Basically the mission statement is trying to raise my awareness and skill in the area of
empowerment, being more conscious of the techniques used and needed to raise employee
empowerment.
When preparing the mission statement it was interesting to take note of the following:
Both management and employees interpret empowerment from their own viewpoints to suit their
own needs and build up expectations of what the programme will bring. For management,
empowerment promises a more committed and involved workforce who are willing to take
responsibility at lower levels. Whilst for employees, empowerment pledges autonomy and the
ability to move to a more equitable position within their organization. The failure of these
expectations to share similar intentions or goals means that the psychological contract between
management and worker could fail, promoting feelings of is trust on both sides (Hill & Huq, 2004)
So when developing this mission statement I need to account not only management 's perspective
but the alternate view of the employee 's perspective.
Personal Mission Statement
My name is x and my mission is to empower my employees.
I want the individuals to become a team. I want my team to make personal sacrifices, perform
beyond

The Glue For Successful Medical Device Companies
There will always be situations were some employees, managers, and even entire departments do
not equally pull their weight equally as other departments. Fair workload distribution goes a long
way, but if team members are slacking and not taking their job seriously, it trickles down throughout
the company in a negative manner. However, in a high demand industry the work never really stops,
so someone has complete the job.
Individuals that do their best to exceed expectations and goals are the glue for successful medical
device companies. They make sure everything is process oriented and all functions of distribution
are utilized at maximum potential. It may be unfair, yet the more efficient employees become over
worked and less enthused ... Show more content on Helpwriting.net ...
Rules should apply to everyone equally or the drive and will of a good team will begin to diminish
exponentially.
Consistent contribution and consistent accountability are generally needed from all employees at all
places of occupation, especially with surgery equipment. When one's morale decreases or ethical
standards are not as strong, everyone suffers, not only from a working stand point, but from a mental
stand point as well. When this gets to a certain level the turnover rate at most jobs eventually
increases. Estlund explains how "recent estimates suggest that American businesses lose
approximately $300 billion per year as a result of the loss of productivity, absenteeism, turnover, and
increased medical costs due to the increased stress at work"(Estlund, 2003).
In our society, being held accountable might make one think twice about being negligent in certain
situations. Rules are created to protect and to regulate, nevertheless, when they are not followed
correctly or at all, negative effects eventually occur. If there is no consequence to rebellious acts
towards the rules for some individuals, but extreme consequences for others illustrates that the
transparency of accountability is cloudy.
Management needs to set up checks and balances amongst themselves, as well as for the workers.
Working around medical parts used for surgery further complicates the situation. A very high
standard must be

Evaluate the Organization’s Involvement and Responsibility...
Motivation and Empowerment
Evelyn Hamilton, Aaron Pobleh and Regina Taylor
CJA/474: Managing Criminal Justice Personnel
November 26, 2012
Instructor: Pam McIver
The term motivation and empowerment is a universal concept that is hoped to work towards the
good of any organization. Motivation and empowerment does not come from rewards to employees
but instead, recognition, responsibility and advancement. Leaders who are effective in motivating
and empowering their staff have acquired a great achievement, which can increase efficiency, and
self development of skills and abilities. When employers are concerned about the welfare and needs
of their staff, this provides trust among staff. The purpose of this paper is to compare motivation and
... Show more content on Helpwriting.net ...
It was never "believe that an individual had to display every quality on the list in order to be
considered" empowered (Tom Roger, 2011).
Analyze the implications of empowerment and delegation in a criminal justice organization
Today the style and practices of police leadership is changing rapidly. The term shared leadership is
one being used by many police chiefs all across the country. They believe that this approach to
management by sharing power and influence to individuals within the organization, who are
otherwise hierarchical unequal, will view their leadership as a leadership which looks at the broader
aspect of giving authority to employees which will allow them to make decisions, solve problems,
and be held accountable for their actions (Mussellwhite, 2007).
Whenever officers are empowered they become dedicated to their jobs. Because they are given the
skills, resources, authority, opportunity to be motivated and committed to their jobs, roles, or duties.
Something which is refers to as being dedicated. Employees empowerment in a police department
which delegate assignments, allow officers to take responsibility of their jobs results. It also allows
them to make decisions about it. When officers are delegated with responsibilities, it makes them
think in decision making, take control, behave, and take actions responsively, because they know
that they will be held accountable

Understanding Empowerment From An Employee Perspective :...
The article this group chose to critique is titled, "Understanding Empowerment from an Employee
Perspective: What Does It Mean and Do They Want It?", by Kay Greasley, Alan Bryman, Andrew
Dainty, Andrew Price, Nicola Naismith, and Robby Soetanto. The purpose of this article is to figure
out exactly how employees define empowerment, and decide if they want to be empowered in the
workplace. The methodology used for this study was a qualitative interview process consisting of,
"Four employees [that] were sampled within each project, with the exception of one project where
three employees were selected. Each employee was interviewed three times over the course of a
year to provide a total of 45 interviews." (Greasley et al., 2007, pg.45). The employees and 45
interviews only came from one sector. They were asked a series of question regarding their personal
perception of empowerment in the workplace, and whether or not they felt like it was something
they wanted. The only recommendation for further research in this study was to test more sectors
since only one sector was tested in this study (Greasley et al, 2007, pg.49).
Findings: Do employees Know what empowerment is? The general findings for this study were that
most employees did not understand the term empowerment as it applies to their job. From the
reading it appeared many of the employees assumed it had something to do with power at work,
possibly meaning a supervisorial role. However most questioned could identify with

Employee Engagement Touches Every Aspect Of Human Resources
Employee engagement touches every aspect of human resources management and human resources
is found in every field and sector of every organization. This makes this topic about employee
engagement important to both the employer and the employee if the company wants to be
successful. Research by (MacLeod and Clarke, 2009) defined employee engagement as:
Creating an environment where employees are motivated to want to connect with their work and
really care about doing a good job...It is a concept that places flexibility, change and continuous
improvement at the heart of what it means to be an employee and an employer in a twenty–first
century workplace." (as cited by Professor Katie Truss, 2009, p. 8).
Employers and employees should ... Show more content on Helpwriting.net ...
When viewed positively by others in the organization, workers deem themselves to be more
qualified and accomplished which causes them to believe that they are an essential part of the firm's
success. (Khan, 2016), discovered a positive relationship between participation, satisfaction,
motivation, quality, productivity, and business performance (as cited by Hollander & Offerman,
1990) found that "empowered employees have a sense of ownership, responsibility, and satisfaction
in their accomplishments, a sense of control over what and how things are done...which leads
towards employee engagement and organizational performance". As a result, these senses can
develop trust between the employee and employer. (Rosen, 2001) conducted a research to find
correlations between managerial trust and employee empowerment. He discovered that:
"A manager's trust in an employee was positively and significantly associated with the employee's
perceptions of being part of the in–group...and that perceptions of a high–quality relationship were
significantly associated with an employee's experience of psychological empowerment (as cited by
Spreitzer, 1995) ...experiencing higher levels of meaning, competence, self–determination, and
impact"
As concluded by (Shuck, 2011), results suggested that the employees who reported experiencing a
positive psychological climate were more likely to report

Moving Human Resources into an Employee Empowerment Culture
Situation Moving Human Resources into an Employee Empowerment Culture
Issue– Employees are no longer content to work in an environment of adversity and autocracy.
Instead, the decade–long tradition of the Human Rights Movement for more than one generation lets
individuals know that empowerment, change, respect, and actualization are powerful tools that will
not only benefit employees, but increase productivity and profits for owners and managers. This has
been the case for Yammer, the San Francisco based company that makes social networking software
for businesses (Hoge, 2012).
Theory– Empowerment theory is tied up in Total Quality Management and the new models of
Strategic Human Resource Management. Both TQM and SHRM move from simply the tactical to
the strategic, looking at long–term results, development of employees, retention as a strategy, and
utilizing the human element as part of the overall business planning cycle (Wilkinson, 1998).
Results– Empowerment theory allows the organization as a whole to participate in the planning and
execution process of the company. It allows non–managerial staff members to take ownership, feel
part of a larger whole, and increase their own performance as well as that of their departments and
co–workers. Using empowerment theory, absences decrease, job satisfaction increases, and almost
all stakeholders report a more positive working experience and environment (Employee
Empowerment, 2011).
Analysis– One of the ways in which the late

Literature Review Of Literature On Employee Empowerment
The research proposal will explore the literature available in the area of employee empowerment.
The literature will expose what is employee empowerment, why create an empowerment culture, the
tools for managing employee empowerment and what are the benefits of empowering employees.
"Interest in employee empowerment in service industry firms has been associated with many of the
key issues related to employment practices in general namely in gaining competitive advantage
through improved service quality. (Lashley, 1999). I have reviwed a few amounts of literature from
another sources including journals, books and online articles.
1.1 What is Employee Empowerment
"Employee empowerment is simply gaining the power to make your voice heard, to ... Show more
content on Helpwriting.net ...
1.4 Barriers to Employee Empowerment According to (Greasley, et al., 2005) managers are faced
with many difficulties when attempting to empower employees and these may prevent a business
from becoming an empowered organisation. As cited by Greasley, et al, Johnson (1994) claims that
there is a threat that employees may not want to become empowered, as they fear the increased level
of responsibility and accountability. Fiermonte (2004) adds employees may be unwilling to accept
their new empowered status as they are afraid their actions and decisions may infuriate mnagement
resuts in them being disciplined or loosing their job.
(Bowen & Lawler, 2002) also adds that it is difficult to empower sesonal workers as the training and
reiteration of the company culture and values may be unscuccessful as they may not be working at
the establishment long enough to provide a return on investment.
1.5Why create Empowerment

The Importance Of Employee Empowerment In Human Resource...
Employee empowerment has been a major topic that is discussed thoroughly by human resource
management teams in a lot of different companies. By definition, "employee empowerment is
simply giving employees responsibility and authority to make decisions regarding all aspects of
product development or customer service," (Noe, 2016, p. 38). Companies are torn between the pros
and cons of really trusting employees to give them the authority to draw their own conclusions. This
is an important topic in HR because if this idea is done correctly, it can really improve the
organizations overall performance and this in turn will make the company more profitable. An
aspect as to why employee empowerment can help a company or employee is because the employee
is held more accountable for their actions and the outcomes of the events that take place. Either
good or bad, they will feel more connected to the work they are doing and will most certainly make
them have a sense of pride in the job they do (Noe, 2016). Empowering employees can be a way to
increase innovation all throughout companies. All employees should be able to share their ideas on
how to make the organization more efficient, safer, and operate better overall. If management listens
to their employees and implements the ideas they think will work, then this will make employees
feel important and more engaged in the workplace (Noe, 2016). Once employees feel like they have
a sense of belonging to the company, they will be more

Essay on Employee Empowerment
Abstract Empowerment is a simple idea, but often misunderstood or misused by many. "It means
granting latitude of action for how the work is done to those who do the work." (R.E Sibson,
Strategic Planning for Human Resources Management). This paper will define, describe and discuss
Employee Empowerment used in today's team based organizations. The paper looks at how this
concept affects the company's diverse workforce. I will discuss the potential impact of these
practices and the performance. Employee Empowerment Employee empowerment can be described
as giving employees' accountability and ability to make choices about their work without managerial
authorization. Good managers are expected to ... Show more content on Helpwriting.net ...
Empowerment is the best way to promote a good long–lasting employee–customer relationship
(Fragoso, 1999). Empowerment can also bring certain benefits to employees of an organization. It
makes the employees give more input to company improvements; it promotes higher productivity,
and is a good balance between their personal and professional lives. It exercises employees' minds
to find better solutions to problems on the job and increases the employees' potential for promotions
and job satisfaction. It results in personal growth, feelings of confidence and control in themselves
and their companies. It makes workers utilize their potentials and it enables them to stand behind
their decisions, assume risks, participate and take actions. It is a win–win–win situation: customers
benefit from employees, organization benefit from the employees and the customers, and employees
benefit from higher confidence and self–esteem (Fragoso, 1999). 10 steps to employee
empowerment Step 1: Define the reason for change Managers should explain to employees what
empowerment is and how it could have an impact personally. Managers need to be able to provide
examples of what kind of authority the employee now has in making decisions. Will it include the
ability to resolve customer complaints or determine work and vacation schedules? Alternatively, will
empowerment be

The 's Balance Between Culture, Benefits, And Boundaries...
YAHOO! Introduction The popular corporation Yahoo! launched as a scholar avocation and
emerged into a comprehensive symbol that has altered the effort consumer connect with one another,
how they research and access data, and more importantly how they bargain for products in these
days. It is interesting to notice that the signature topic Yahoo! came from an interested slogan.
According to Rindova and Kotha (2001), "The firm 's name, supposedly an acronym for "Yet
Another Hierarchical Officious Oracle," parodied the language of computer programming" (p.
1270). Information on this helpful website expanded instantly and the corporation became a
collectively Internet source. Above all, the corporation moment of fame came when it received its
million–hit in 1994, interpreting to thousands of diverse customers. Yahoo! advanced so
expeditiously that the pioneers of this website thought there were some promising business
favorable circumstances in this website. This essay will discuss organizational structure, the balance
between culture, benefits, and boundaries, the future strategic plan, the Leadership Philosophy,
Empowering Employees and last, the strategies for innovation for Yahoo! Yahoo! wants to publicize
some excitement to every known user of how nice it is to be a part of the team. Organizational
Structure It is known that the Yahoo! Corporation is well organized because it has a lanky
hierarchical structure. In addition, the structures are

Employee Empowermen1 Essay
Employee Empowerment:
Organizational Achievement Through Employee Engagement
Management of Human Resources MGT–331–CL02
Ronnie Ramirez
April 20, 2014
Dr. Kathryn Adamson, PhD.
TABLE OF CONTENTS
I. Introduction 2
II. Issues Addressed 2–4
III. Analysis of Issues 4–5
IV. Conclusion 5
References ... Show more content on Helpwriting.net ...
With a culture of empowerment established, organizational success can be improved trough the
innovative thoughts and actions of personnel.
Issues addressed
Launching a change from the normal work culture to one of empowerment can become a situation
where both managers and employees feel intimidated. Managers may feel they will lose control of
their departments while employees may feel they will lose support or may feel anxious about
acquiring this new standing which they may feel unqualified. It is therefore important for the
manager to demonstrate that they value and trust their employees, as well as realize. Displaying
appreciation for employee uniqueness is the first step in achieving trust and loyalty. The
appreciation displayed will help people feel that they are part of the organization, not only their
individual job (Niehoff, Moorman, Blakely, & Fuller , 2001, p. 97). By allowing the characteristic of
trust and valuing the individuals, both the manager and employee can experience a sense of control
and support. Insuring all employees know and have access to the organization's overall mission,
vision, and strategic plans, and including them in the actual planning and accepting their input on
the overall planning, will lead them in a direction that will display their commitment and
competency (Allen, 2012).
Involvement of employees in the goals and direction of the organization are imperative in the
empowerment of the employee. Contributions from

Empowering Your Organization
Empowering Your Organization
Introduction
Organizations are about people. People are the most valuable asset that an organization can possess
to create success. The development of these people and the ability for an organization to retain talent
can be complex. An organization must be organized to communicate and provide the structure
necessary for growth and development. They must also have the people within the organization
understand their ability to grow and the directions available within the organization for growth.
In the industrial age a company was primarily there to provide goods and serves. Many
organizational behaviorists at that time focused on getting the most production from the employee.
... Show more content on Helpwriting.net ...
A great example of this is in losing weight many people choose to go on a quick fix diet plan. This is
a wonderful way to reduce the weight in the short term but the person eventually returns to their
previous weight. Change must come from the inside through long term changes in the way that they
think about food and the long term change in diet.
When an organization has the symptoms of disempowerment it is not just from the inability of the
individuals internally but from a dysfunctional mindset within the organization. Therefore the
organization must perform a metamorphose to change the structure of the company and the mindset
of the individuals and management.
There are six values that are an essential part of the framework necessary for change within an
organization. These six values are self–responsibility, authentic communication, trust, learning and
growing, interpersonal process skills and caring.
When looking at an organizational level of self–responsibility the empowering organization has
individuals that take responsibility for their jobs, team and organization being the way that they need
it to be. This is the opposite of the mindset of victimization and an understanding that changes
comes from each individual within an organization.
If an organization promotes authentic communication it is obvious through

Is Preston Tucker A Post World War 2 Car Designer With A...
Preston Tucker was a post World War 2 car designer with a revolutionary idea to challenge the car
industry. While his dream of hitting it big with his new idea, it fell short of becoming a huge
success. However it arguably could not have been pulled off without Tucker's leadership and
direction. Tucker's leadership leaned heavier towards the transformational side, which would go in
accordance with his goals and this being the overarching theme of this essay. His energy contributed
significantly to how his followers viewed him and how they gauged his styles. At first glance, his
leadership style/characteristics is what stands out almost immediately and is can be evaluated most
easily. Then, Tucker's vision was one stated from the beginning and was very prevalent throughout
this process. An important aspect of leadership is the follower and how you empower them in order
to get the results desired and Tucker's way about this is one that may be seen as unorthodox but
effective and allows for growth. Tucker will be evaluated on several levels including his leadership
style, his vision, and how he empowered his followers. Preston Tucker had a multitude of leadership
characteristics that pushed him into the transformational category of leadership style over the
charismatic counterpart. The most noticeable trait that he portrayed was enthusiasm, which in turn
gave off a transformational style leader. No matter how hard his opposing car companies, friends,
etc. tried to break him

Empowering People in the Workplace
Empowering People in the Workplace
James C. Sciascia
University of Phoenix
November 14, 2005 Empowering People in the Workplace Managers are studying in–depth for
different ways to implement empowerment techniques into their organizations. The term
empowerment is making its way in today 's corporations because all levels of management are
cutting back the number of employees in their organizations. Management is reducing the volume of
employees while the volume of work is increasing. A manager 's ability to empower his workforce is
expected in order for him to succeed. However, most managers have a hard time with empowering
their employees. If empowerment is a challenge to implement in an organization, then read on.
Most ... Show more content on Helpwriting.net ...
277). In relation to my organization, empowerment is vital to the success of our department. Due to
cutbacks in our department, we have fewer employees to do the job. Spreading out the daily task
was difficult with only six employees. Therefore, the answer to the problem was to make up two
teams. Our director divided us into teams with a supervisor and she gave the teams the power to
perform all of the tasks that where needed to run the department. Everyone 's ideas and skills were
evaluated and put into action in one way or another. By having the entire department working
together as two teams, we were able to complete the job with the power resting on the supervisors to
get the job done. In conclusion, it is evident that originations and management are faced with
different problems everyday in our changing business world. The idea of empowerment in the
workplace could be implemented in these originations as a possible solution to their problems.
Different situations where empowerment can be implemented were explained with the different
steps in how to apply them in the organization. Lastly, a shared personal experience showed how my
department has used empowerment to help our department become successful in today 's changing
world. The understanding of empowerment can be helpful in any challenging business situation and
can help organizations

The Leadership Style Of Transformational Leaders
Everyone views power differently within organizations. Political power permeates organizational
life and depending your own outlook can be perceived in many different ways. It can also depend on
where one is positioned within the organization as to how that power is perceived. Nelson and Quick
described political skill as "the ability to get things done through favorable interpersonal
relationships outside of formally prescribed organizational mechanism" (Nelson & Quick, 2013, p.
408). CTCA utilizes its political skills within a transformation leadership style. Per Daft (2015),
transformational leaders have the ability to lead changes in an organizations' vision, strategy, and
culture as well as promote innovation in products and technologies" (p. 360). As further described in
Daft, transformational leadership paints a grand vision of desired future in a way that it makes the
pain of change worth the effort. It inspires followers to go beyond their own self–interest for the
good of the group (in CTCA's case the patient). It elevates the concerns of lower levels of need to
higher–level psychological needs. And lastly, it develops followers into leaders. (Daft, 2015, p. 361)
CTCA practices the personal powers of expert and referent power. The expert power is established
by their constant drive to be a leader in the field of oncology and always bringing in the latest and
greatest tools to treat our patients with. This expertise lends to employees respecting the

Leadership In The Odyssey
The Oxford dictionary defines empowerment as, "The authority or power given to someone to do
something." Leaders use empowerment to improve employee reliance and commitment to the
company, by providing them with the ability to make decisions when it is needed. By granting them
this authority, the employee would be given control of a portion of the business which would
provide an incentive to work harder for the company with the chance for more authority and
responsibility in the future. In this paper, we shall provide a brief history of a major reference to
empowerment leadership styles, ways to empower employees, and the effect of employee
empowerment in a company.
The history of leadership empowerment can be dated back to the early Greeks. This can be seen
from Homer's "Odyssey" which was used to teach the people of ancient Greece to recognize good
leadership when it presented itself and how to identify crucial elements of good leadership such as
respect and reciprocity. This story would go on to help shape the idea of leadership and
empowerment by detailing the story of Odysseus a soldier who goes to war and his journey home.
During his trials and journey, he encounters many challenges, but is empowered by the Greek Gods
to complete his tests.
From Homer's book, this idea of leadership would spread across the ... Show more content on
Helpwriting.net ...
These actions are: delegation, accountability, self–determination, decision–making, information
sharing, training for greater competency, and coaching for innovation. Staff members who are given
authority from their leader, use these actions to better themselves to meet the standard that the leader
has set for them. Once the follower who has being designated a manager, has met the goals put in
place by the leader, then they can continue to learn and improve themselves in order to better
themselves as a leader for those who answer to

The Importance Of Employee Empowerment
Involving employees in the decision making related to the processes of their jobs is fundamentally
good management (Goetsch & Davis, 2014). Employee empowerment is considered to be one of the
most powerful and effective practices that organizations make, where the greatest contribution is by
the people who are creating the product or service (Prathiba, 2016). It enhances job involvement, job
satisfaction, career satisfaction and organizational commitment. Empowered employees add value
and create competitive advantage to the organization. Employee empowerment is a motivational
technique that is designed to improve performance if managed properly through increased levels of
employees participation and self–determination. There is clear evidence to suggest what employees
look for in their work is a mixture of both tangible and intangible elements that creates a stimulating
environment where their contribution is recognized and rewarded. Management commitment plays
an important role in shaping attitudes and thoughts. They contribute significantly to the view that the
employees also have a stake in the organization. Managerial commitment is said to be the force that
binds an employee's course of action to achieve one or more targets. Studying management skills
show that subordinates' empowerment and engagement is an important part of organizational and
managerial effectiveness. It further increases organizational effectiveness and commitment.
Empowered and engaged

Building Effective Teams And Teamwork, And Leading...
Group skills are comprised of 3 core aspects which are: empowering and engaging others, building
effective teams and teamwork, and leading positive change. Each one of these core elements is very
important in developing group skills and can always be improved if the proper approach is taken.
Effective empowering and engagement is made up of 9 various dimensions. For example, personal
mastery experiences, modeling, providing support, arousing positive emotions, providing
information, providing resources, organizing teams, creating confidence, and delegating work are all
dimensions making up effective empowerment and engagement. I received a 12 for all of the
elements listed and a 60 for delegating work which gives me a sum score of 156, placing me in the
high ability to empower others quartile. I agree with this score, because I like to help and give others
the opportunities to shine and reach their potential. I like to think of myself as a self–less person and
help others grow and reach their potential and accompany on my journey as well. Personal mastery
experiences are experiences that give employees the confidence and ability to be successful at a
particular assigned duty. Modeling is how the leader goes to serve as an example for empowering
others. Providing support is the extent in which a leader helps employees feel empowered through
help and insight. Arousing positive emotions is a way of circumventing issues of anxiety and fear.
Providing information and

Term Paper on Empowerment
← Overview
What motivates people to work? Money may be the primary reason, but beyond a certain limit it
fails to. Organizations have been trying out different things to increase the level of motivation of its
employees. Employee empowerment is one of them.
Employee empowerment means that an employee is given a chance to be enterprising, take risks
without compromising with the organizational goals, mission and vision. His say in the process of
decision making is increased. This can be for one particular individual or for the entire organization.
In the latter case it is called participative management.
There are pros and cons to this employee empowerment. Whereas it is said and has been observed
that participative management may ... Show more content on Helpwriting.net ...
Pros of Employee Empowerment
It leads to greater job satisfaction, motivation, increased productivity and reduces the costs.
It also leads to creativity and innovation since the employees have the authority to act on their own.
There is increased efficiency in employees because of increased ownership in their work.
Less need of supervision and delegation.
Focus on quality from the level of manufacturing till actual delivery and service of goods.
Employees when empowered become more entrepreneurial and start taking more risks. Greater the
risk, greater are the chances to succeed.
Cons of Employee Empowerment
At the individual level employee empowerment means you are an integral component of the
organization. This may sprout egotism or arrogance in the workers.
Apart from disadvantages at the organizational level, there are certain challenges that emerge at the
individual level. Supervisors often complain disgust from the empowered workers. The following

points go against employee empowerment:
Egotism / arrogance: Worker arrogance can create a big trouble for the supervisors and the
managers. There can be problems in delegating. Employees avoid reporting about their work and
feedback can be taken negatively.
Security:

Working Environment, Performance Management Essay
"We define performance management as the process through which managers ensure that employees
activities and outputs are congruent with the organization's goals" (Noe, Hollenbeck, Gerhart, &
Wright, 2016 ). In today 's working environment, performance management allows dialogue around
performance improvement, which happens to be a system that many company 's have adapted. With
there being high competition to build up an exemplary employee and be able to maintain them
different companies are rewarding and recognizing employees in different ways. There are
companies that believe that in order to motivate and retain an employee there has to be an incentive.
However, there are other companies that think the complete opposite, and believe that an employee
will work harder and be more motivated when the job is a non commission base role or an incentive
is expected. Argumentation/Discussion There are two different perspectives when it comes it
incentives. The argument for companies that believe incentives are a great way to drive the growth
and profit of the company is as follow. Incentives motivate an employee, and there are experts that
state that bonuses, rewards and incentives attract an employee to improve their work performance,
and meet deadlines. It is believed that incentives creates loyalty and trust between the employee and
its employer improving its relationship. There was a research with MIT students, and they were
given a set of challenges and to

How Employee Empowerment Is The Most Important Resource...
Literature Review
Organizations need their employees to feel like they are a part of the family in order for them to
perform well and become an asset to the organization which is related to them feeling empowered.
An employee is the most important resource for any company. How employees are treated and how
much they value the company will have an impact on the overall company's performance.
Empowerment refers to a process in which a manager shares power with a subordinate. The
dictionary's definition of empowerment is to give someone the authority to do something. Employee
empowerment is the process of enabling an employee to think, behave, act, react and control their
work in more autonomous ways as to be in control of one's destiny. Employee empowerment is a
motivational technique that is designed to improve performance if managed properly through
increased levels of employee's participation and self determination (Veccho, 1995). Blanchard et al.
(1996) for instance argued that that empowerment is not only having the freedom to act, but also
having higher degree of responsibility and accountability. It has to deal with creating a working
environment where an employee is allowed to make his own decisions in specific work related
situations (Fryer 2012). According to Herzberg 1968, empowering employees had a link between
job enrichment and employee participation. By empowering employees, leaders and managers have
the freedom to dedicate their time to more important matters

Delegation: Management and Work
AC 1.1 Evaluate the benefits of delegation
Delegation is widely acknowledged to be an essential element of effective management (Yukl, G.
1994). Delegation is basically a process of assigning responsibility, sharing authority, and producing
accountability in organizations. It is a managerial instrument that allows managers to nurture
subordinates to capitalize the subordinate's potential and ability to meet organizational goals and
objectives. As a form of employee involvement in decision–making, delegation describes a category
of leader behavior that entails assignment of new responsibilities to subordinates and additional
authority to carry them out (Yukl, G. 1998). Managers usually find it easier to speak about
delegation of ... Show more content on Helpwriting.net ...
Moving up to a higher level of delegation provides more time empowers the team member for
increased productivity. Roebuck, Chris. (1998).
In many ways, empowerment embodies principles effective managers and leaders have practiced for
years. Two new driving forces in business, increased diversity and high–speed change, magnify the
need for empowerment. Empowering people is now indispensable for effective personal
productivity and maximum team success.
AC 2.1 Justify an appropriate process to follow when delegating work within your area of
responsibility?
When delegating work within one's area of responsibility, following process can be tracked for
appropriate process (UK's NMC's Council, 2007) –
Treat people as individuals * Leader must treat people as individuals and respect their dignity. *
Must not discriminate in any way. * Must treat people kindly and considerately. * Must act as an
advocate for those in one's care, helping them to access relevant health and social care, information
and support.
Respect people 's confidentiality * Leader must respect people 's right to confidentiality. * Must
ensure people are informed about how and why information is shared by those who will be
providing their care. * Must disclose information if leader believe someone may be at risk of harm,
in line with the law of the country in which leader is practicing.
Collaborate with those in leader's care

Corporate Culture : Improving The Workplace
Maggie Hartig
300W Spring 2013
Corporate Culture Paper
Positive Psychology: Improving the Workplace
Increasing productivity and sparking motivation in employees, are challenges that managers,
businesses, and organizations have struggled with for centuries. While there are many beliefs about
which method(s) yield the best results, and what is considered to be the desired result, a 'one–size–
fits–all' management technique still does not exist. The current movement in psychology, called
Positive Psychology, focuses on what is "right" in an individual, and not on their faults. This basic
concept is starting to extend its influences into the workplace, making it seem that Positive
Psychology may become the key ingredient corporate culture, and all places of employment alike,
have needed to promote success and satisfaction in their lines of work.
In today's business world, it seems that the major pitfall is in employees' lack of motivation and
engagement in their positions. This results in decreased productivity and satisfaction, and overall
diminished views of the establishment. The relationships between employers and employees also
suffer from poor morale in the workplace. According to an article by Chris Musselwhite, Creating a
Culture of Motivation, the first place to start in correcting this problem, is to educate managers on
the benefits of an empowered workforce, and how to effectively inspire them.
"When you get your managers to assume more responsibility for

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