Power refers to the ability to influence others and get things done, while empowerment relates to feelings of competence and control. There are various types of power including legitimate, reward, expertise, and coercion. Nurses can gain power through their knowledge, patient relationships, and role in the healthcare hierarchy. Empowering nurses involves giving them decision-making authority, autonomy, manageable workloads, and recognition. Nurse managers should distribute responsibility, create a supportive environment, and give nurses discretion to empower them in their roles.

1. Power and
empowerment
By / Mahmoud Shaqria
‫شقريه‬ ‫محمد‬ ‫محمود‬

2. Outlines
• Introduction
• Definition of power
• Types of power
• Sources of power
• Six driving forces that increase nurses power
• Definition of empowerment
• Kantars theory of organization empowerment

3. •Factors contribute to nurses
empowerment
• Nurse manager role to empower nurses
• Importance of power
• reference

4. Introduction
 Power is essential in health care delivery
system .As it is the motivational factor to
worker activity as well as it is increase
organization productivity and prevent many
problems such as absenteeism and turn
over.
 So, power and is essential component in
effective supervision and leadership.

5. Definition of power:
The ability to get someone to do
something you want done and make
things happen in the way you want

6. Types of power-:
• There are numerous types of power, many of them
are readily available to nurses, but some of them are
not:
1. Legitimate: The power based on ones position in
the formal hierarchy.
2. Reward: The promise of money, goods, services.
3. Recognition: or other benefits.

7. 4. Expertise: The special knowledge an
individual is believed to possess
5. Referent: The power based on identification
with a person who has resources.
6. Coercion: The power based on fear.
.

8.  7. Charismatic power -:
It is distinguished by some from referent power. Referent power
is gained only through association with powerful others, whereas
charisma is a more personal type of power
8. Informational power-:
This source of power is obtained when people have information
that others must have to accomplish their goal

9. Sources of power-: Resources-:
• The money, materials, and human help needed to
accomplish the work
Support-:
• Authority to take action without having to obtain
permission
Information-:
• Patient care expertise and knowledge about the
organization‘s goals and activities of other
departments.

10. There is power at the bottom of the
organizational ladder as well as at the top.
 Patients also have sources of power.
 Various groups of people in a healthcare
organization have different types of power
available to them

11.  ■ Managers-:
• Are able to reward people with salary increases .
• They can also cause economic or psychological pain for the
people who work for them.
 ■ Patients -:
• Patients can reward health-care workers by praising them to
their supervisors

12. Nurses-:
• Have expert power and authority over
licensed practical nurses, aides, and other
personnel by virtue of their position in the
hierarchy.
• Through certification programs,

13. Six driving forces that increase nursing’s
power base-:
1.The timing is right.
2.The size of the nursing profession.
3.Nursing‘s referent power.
4.Increasing knowledge base and education for
nurses.
5.Nursing‘s unique perspective.
6.Desire of consumers and providers for change.

14. Empowerment
 Empowerment
 It is a psychological state, a feeling of competence, control,
and entitlement.
It is the process by which we facilitate the participation of
others in decision making and taking action within an environment
where there is equitable distribution of power.
 Power refers to ability, and Empowerment refers to
feelings. Both are of importance to nursing leaders and
managers

15. Kantar's Theory of Organizational
Empowerment :
Kantar argued that people react rationally to the
situations in which they find themselves .
When situations are structured in such a way that
employees feel empowered, the organization is
likely to benefits both in terms of the attitudes of
employees and the organization effectiveness .

16. The organizational structures or the empowering
factors that Kantar believes are particularly
important to the growth of empowerment are:
access to information, support, resources and
opportunity

17. The following contribute to nurse empowerment
• Decision-making-:
Control of nursing practice within an organization
• Autonomy -:
Ability to act on the basis of one‘s knowledge and experience
• Manageable workload-:
Reasonable work assignments.

18. • Reward and recognition-:
Appreciation received for a job well done.
• Fairness-:
Consistent, equitable treatment of all staff.

19. Salary-:
-Adequate and satisfying salary and wages
-Availability of security and insurance services
-Staff development.
-Effective communication
-Effective leadership and supervision
-Support staff
-Involvement in change process.
-Clear lines of authority and responsibility
-Use delegation appropriately.

20. Professional organizations can empower nurses
in a number of ways-:
-Collegiality :
The opportunity to work with peers on issues of importance to the
profession
-Commitment :
To improving the health and wellbeing of the people served by the
profession
-Representation:
Staff nurses can represent nursing in many committee and
meetings or present the hospitals in many conferences.

21. The Importance of Power
 Success requires :
 Attention to the distribution of power
 Attention to the circumstances under which power is
used
 Knowledge of tactics and strategies associated with
the effective use of power
 Todirect and control ofbehavior organizational
members to achieve organizational goals

22. Nurse manager role to empower nurses:
• Give power to nurses those who have demonstrated the
capacity to handle the responsibility.
• Create a favorable environment in which nurses are
encouraged to grow their skills.
• Don‘t second-guess others‘ decisions and ideas unless it‘s
absolutely necessary.
This only undermines their confidence and keeps them from
sharing future ideas with you.
• Give nurses discretion and autonomy over their tasks and
resources

23. Thank you..