מצגת פאור פוינט באנגלית, חלק מהרצאה בנושא: העצמה במערכות בריאות. הוצג בכנס הבינלאומי הראשון לניהול בסיעוד שנערך בפמוקלה תורכיה בחודש נובמבר  2001. מאת: מעיין אמיתי, יועץ ארגוני במכון מנהיגות, ייעוץ לארגונים לומדים.

1. The “Art” of CreatingThe “Art” of Creating
Constantly An OrganizationConstantly An Organization
of Your Own Choosingof Your Own Choosing
EMPOWERMENTEMPOWERMENT
MAAYAN AMITAYMAAYAN AMITAY
MANAGERIAL LEADERSHIPMANAGERIAL LEADERSHIP
Consultants To Learning OrganizationsConsultants To Learning Organizations

2. :‫בנושא‬ ‫מהרצאה‬ ‫חלק‬ ‫היא‬ ‫המצגת‬
‫בריאות‬ ‫במערכות‬ ‫העצמה‬
‫בסיעוד‬ ‫לניהול‬ ‫הראשון‬ ‫הבינלאומי‬ ‫בכנס‬ ‫הוצג‬
‫נובמבר‬ ‫בחודש‬ ‫תורכיה‬ ‫בפמוקלה‬ ‫שנערך‬2001
‫ארגוני‬ ‫יועץ‬ ,‫אמיתי‬ ‫מעיין‬ :‫מאת‬
‫לומדים‬ ‫לארגונים‬ ‫ייעוץ‬ ,‫מנהיגות‬ ‫במכון‬
:‫טל‬03-5406171

3. • What is empowerment? - DefinitionsWhat is empowerment? - Definitions
• Why talk about empowerment in healthcareWhy talk about empowerment in healthcare
organizations? – Generic rationalorganizations? – Generic rational
• Why talk about empowerment in theWhy talk about empowerment in the
context of management in nursing? – Specificcontext of management in nursing? – Specific
rationalrational
• What does it mean to be empowered and toWhat does it mean to be empowered and to
empower as a nurse manager? – Practicalempower as a nurse manager? – Practical
implications.implications.
• Where can we go from here individually,Where can we go from here individually,
organizationally and as a community? – aorganizationally and as a community? – a
visionary point of view.visionary point of view.
Order of DiscussionOrder of Discussion

4. Organizations do not matterOrganizations do not matter
People doPeople do

5. EMPOWERMENT ISEMPOWERMENT IS::
A change process, occurring at anA change process, occurring at an
individual, communal andindividual, communal and
organizational levels by which Peopleorganizational levels by which People
as individuals and groups, stand foras individuals and groups, stand for
their right to decide and act on issuestheir right to decide and act on issues
concerning their life andconcerning their life and
environmentenvironment..

6. There is no such thing asThere is no such thing as
Empowering othersEmpowering others
Empowerment meansEmpowerment means::
 Taking responsibility for actionsTaking responsibility for actions
 Fighting for freedom, Autonomy & self expressionFighting for freedom, Autonomy & self expression
 Building self esteemBuilding self esteem
 Declaring your personal & organizational visionDeclaring your personal & organizational vision
There is Everything to giveThere is Everything to give
&&
nothing to expect been givennothing to expect been given
AcceptAccept

7. MeaningMeaning
IntegrityIntegrity
MasteryMastery
AutonomyAutonomyA genuineA genuine
Feeling of contributionFeeling of contribution
The knowledge ofThe knowledge of
your positive impact on othersyour positive impact on others
Things to Expect Been GivenThings to Expect Been Given
Through an Empowerment ProcessThrough an Empowerment Process

8. Em
powerm
ent in
the
Em
powerm
ent in
the
flesh
flesh

9. Empowered State of
mind - Entrepreneurial
Non - Empowered State
of mind - Bureaucratic
Being Doing
Making choices Utilization of resources
Envisioning what could
be
Maintaining what is
Acts of sensible courage
& risk taking
Exercising caution
Collaborative
relationship
Patriarchal relationship
Empowered/Empowered/ Entrepreneurial Vs Non –Entrepreneurial Vs Non –
Empowered/ Bureaucratic state of mindEmpowered/ Bureaucratic state of mind

10. Empowered/Empowered/ Entrepreneurial Vs Non –Entrepreneurial Vs Non –
Empowered/ Bureaucratic State of MindEmpowered/ Bureaucratic State of Mind
Non - Empowered State of
mind - Bureaucratic
Empowered State of mind
- Entrepreneurial
Manipulative tactics Authenticity
Dependency Autonomy
Short sighted self interest Enlightened self interest

11. Management in Nursing & EmpowermentManagement in Nursing & Empowerment
The “Bad newsThe “Bad news””
Healthcare institutions primary tasks fosterHealthcare institutions primary tasks foster
“Cultures of anxiety” providing a ground for:“Cultures of anxiety” providing a ground for:
- Alienation- Alienation
- Dependency- Dependency
- Isolation- Isolation
- Helplessness- Helplessness
- Political warfare- Political warfare

12. Management in Nursing & EmpowermentManagement in Nursing & Empowerment
The “Bad newsThe “Bad news””
Healthcare institutions are most commonlyHealthcare institutions are most commonly
“masculine state of mind” based cultures that“masculine state of mind” based cultures that
emphasize:emphasize:
- Rationalistic-practical way of thinking- Rationalistic-practical way of thinking
- Emotional detachment- Emotional detachment
- Fragmental conceptions of reality- Fragmental conceptions of reality

13. Management in Nursing & EmpowermentManagement in Nursing & Empowerment
The “Bad newsThe “Bad news””
Healthcare institutions turbulent economicalHealthcare institutions turbulent economical
environment, creates a chronic scarceness ofenvironment, creates a chronic scarceness of
resources, that leads to policies and practices like:resources, that leads to policies and practices like:
- cost-effectiveness emphasis- cost-effectiveness emphasis
- Tight control on performance- Tight control on performance
- staff downsizing and job insecurity- staff downsizing and job insecurity

14. Management in nursing & EmpowermentManagement in nursing & Empowerment
TheThe ““Good newsGood news””
• High potential for System thinkingHigh potential for System thinking
abilities.abilities.
• Tendency to work with theTendency to work with the ““WholeWhole””
• Training & Affiliation to teamwork.Training & Affiliation to teamwork.
• A feminine inclination towards being inA feminine inclination towards being in
touch and articulating feelings andtouch and articulating feelings and
experienceexperience

15. Goals
Objectives
‫יסוד‬ ‫הנחות‬
Leadership role perception
Implementation plan
Organizational achievements
Beyond expectations
values
Organizational cultureStrategy
Meaningful work&
Organizational Identity
Long range high results
Behavior, Rituals, Symbols
Knowledge
management
Standards & Criteria
Basic assumptions
Organizational
mission
Personal/unit/org
’ vision
Mapping Knowledge
gaps
Knowledge development,
Sharing & Implementation
plan & mechanisms
Constant improvement in
core abilities
Managerial job
description
Organizational
work plan

16. VisionVision
A picture of theA picture of the
organization at its futureorganization at its future
fullest potentialfullest potential

17. Major Steps for Creating andMajor Steps for Creating and
Implementing Your VisionImplementing Your Vision
1.1. Explore your own “Personal stamp”.Explore your own “Personal stamp”.
2.2. Search for an organizational vision.Search for an organizational vision.
3.3. Make the vision tangible:Make the vision tangible:
• Translate values into practiceTranslate values into practice
• Define the gap between present andDefine the gap between present and
future.future.

18. Major Steps for Creating andMajor Steps for Creating and
Implementing Your VisionImplementing Your Vision
4. Plan implementation4. Plan implementation
• Bridging your partners: Allies,Bridging your partners: Allies,
Opponents, “Suspects”, Fence sitters,Opponents, “Suspects”, Fence sitters,
Adversaries.Adversaries.
• Redesign the system.Redesign the system.
• Plan Symbolic interactions.Plan Symbolic interactions.

19. Major Steps for Creating andMajor Steps for Creating and
Implementing Your VisionImplementing Your Vision
5. Make it happen – Practice5. Make it happen – Practice
Transformational Leadership.Transformational Leadership.
6. Evaluate and create for yourself6. Evaluate and create for yourself
and others the conditions forand others the conditions for
continues learningcontinues learning

20. Models of Change and Levels ofModels of Change and Levels of
System Thinking as Derived fromSystem Thinking as Derived from
Depth of Organizational EmpoweredDepth of Organizational Empowered
State of MindState of Mind

21. Transformational LeadershipTransformational Leadership
The Building Blocks of anThe Building Blocks of an
Empowered State of MindEmpowered State of Mind
Individualized
Consideration
Intellectual
stimulation
Inspirational
leadership
Idealized
Influence
HighHigh
effectivenesseffectiveness
LowLow
effectiveness
PassivityPassivity ActivityActivity Pro - activityPro - activity
Laissez
Faire
Passive management
by exception
Active management
by exception
Contingent reward
An Empowered
state of mind
A non Empowered
state of mind

22. Bridging Partners – NegotiatingBridging Partners – Negotiating
Agreement and TrustAgreement and Trust
“Suspects” Allies
Adversaries Opponents
Trust HighLow
Agreemen
t
High
Fence sitters

23. Creation of an EmpoweringCreation of an Empowering
Environment – Practical MattersEnvironment – Practical Matters
• Changing supervision ground rules.Changing supervision ground rules.
• Performance appraisal processPerformance appraisal process
reversal.reversal.
• Creation of self managing teams.Creation of self managing teams.
• Delegation of authority to call aDelegation of authority to call a
meeting to any staff member.meeting to any staff member.

24. Creation of an EmpoweringCreation of an Empowering
Environment – Practical MattersEnvironment – Practical Matters
• Design Tasks as two – way contractsDesign Tasks as two – way contracts
• Self expression encouragement.Self expression encouragement.
• Discouragement and confrontation forDiscouragement and confrontation for
passive, nonassertive behaviorpassive, nonassertive behavior
• focus people on their wants and visionsfocus people on their wants and visions

25. ItIt’’s Not Enough to Take thes Not Enough to Take the
First Step in a 1thousendFirst Step in a 1thousend
Miles Journey. It ShouldMiles Journey. It Should
Also Be in the RightAlso Be in the Right
DirectionDirection