2. Empowerment
is
any process that provides greater
autonomy to employees through the
sharing of relevant information and the
provision of control over factors affecting
job performance.
3. Five Broad Approaches
1.
2.
3.
4.
5.
Helping employees achieve job mastery
Allowing more control
Providing successful role models
Using social reinforcement and persuasion
Giving emotional support
4. Participation
is
the mental and emotional involvement
of people in the group situations that
encourages them to contribute to group
goals and share responsibility for them.
It identifies three important ideas Involvement
Motivation to Contribute
Acceptance of Responsibility
5. Benefits of Participation:
Higher
output
Better quality
Creativity
Innovation
Higher motivation
Reduced turnover and absences
Better communication
7. Two views of power
Autocratic View
Participative View
Is a fixed amount
o Is a variable amount
Comes from the
authority structures
o Comes from people
through both official and
unofficial channels
Is applied by
management
o Is applied by shared
ideas and activities in a
group
Flows downward
o Flow in all direction
8. Prerequisites for Participation
Adequate
time to participate
Potential benefits greater than costs
Relevance to employee interests
Adequate employee abilities to deal with
the subject
Mutual ability to communicate
No feeling of threat to either party
Restriction to the area of job freedom
9. Types of Participative Programs
Suggestion
programs
Quality circles
Total quality management
Self-managing teams
Employees ownership plans
10. Guidelines of Quality Circles
Use them for measurable, short-term
problems.
Obtain continuous support from top
management
Apply the group’s skills to problem within the
circle’s work area
Train supervisors in facilitation skills
View quality circles as one starting point for
other more participative approaches to be
used in the future.
11. Contingency Factors :
Emotional
intelligence
Differing employee needs for
participation
Responsibilities of employees and
manager
12. Expectations of Employees:
All employees should agree to…
Be responsible for their actions
Operate within organizational policies
Be contributing team members
Respect and try to use the perspectives of
others
Be dependable and ethical
Demonstrate responsible self-leadership
13. Expectations of Managers:
Responsibilities of managers…
Identifying the issues to be addressed
Specifying the level of involvement desired
Providing relevant information
Providing relevant training
Allocating fair rewards
14. Limitations of Participation:
Negative Forces Affecting Participation
•
Theory X beliefs and assumptions
Lack of support from higher levels
Manager fear of lost power, status, and
control
Lack of adequate training
Problems encountered in early stages
Substantial efforts needed to implement
•
•
•
•
•
15. Advice to future managers
Let
workers progress from involvement on
simple issues to more complex one
Provide employees with relevant training
Communicate in advance in areas of
decisional freedom and the associated
boundaries
Don’t force workers if they do not wish to
do so
Provide counseling for supervisor so that
they will know how to handle power
sharing
16. Set
realistic goals for the early stages of any
participation process
Keep the guiding philosophy behind
participation firmly in mind at all times
Never attempt to manipulate decision
under the guise of participation
Maintain the delicate balance between
over participation and under participation
Monitor employee perceptions of level of
empowerment exercised
