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Hbo report
- 1.
- 2. Empowerment is any processthat 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. Helpingemployees achieve job mastery Allowing more control Providing successful role models Using social reinforcement and persuasion Giving emotional support
- 4. Participation is the mentaland 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
- 6. The Participative Process Situation Participative Programs Involvement Mental Emotional Outcomes Organization Higheroutput Better quality Creativity Innovation Employees Acceptance Self-efficacy Less stress Satisfaction
- 7. Two views ofpower 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 ParticipativePrograms Suggestion programs Quality circles Total quality management Self-managing teams Employees ownership plans
- 10. Guidelines of QualityCircles 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: Allemployees 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: Responsibilitiesof 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: NegativeForces 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 futuremanagers 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 goalsfor 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