Empowerment refers to increasing the spiritual, political, social, or economic strength of individuals and communities. It enables individuals or groups to fully access personal or collective power, authority and influence, and to employ that strength when engaging with other people, institutions or society.
As author of the book, ‘Empowerment Takes More Than a Minute’, Ken Blanchard, points out, empowerment is not giving people power. People already have plenty of power, in the wealth of their knowledge and motivation, to do their jobs magnificently. It is about letting this power out. It encourages people to gain the skills and knowledge that will allow them to overcome obstacles in life or work environment and ultimately, help them develop within themselves or in the society.
Empowerment of employees in the work place provides them with opportunities to make their own decisions with regards to their tasks. More and more bosses and managers are now practicing the concept of empowerment among their subordinates to provide them with better opportunities.
According to Thomas A Potterfield, employee empowerment is considered by many organizational theorists and practitioners to be one of the most important and popular management concepts of our time. Companies have been initiating empowerment programs in attempts to enhance employee motivation, increase efficiency, and gain competitive advantages in the turbulent contemporary business environment.
In the book Empowerment Takes More Than a Minute, the authors, Ken Blanchard, John P. Carlos, and Alan Randolph, illustrate three simple keys that organizations can use to effectively open the knowledge, experience, and motivation power that people already have: To share information with everyone, to create autonomy through boundaries and to replace the old hierarchy with self-managed teams.
In her book ‘Empowering People’, Stewart describes that in order to guarantee a successful work environment managers need to exercise the ‘right kind of authority’. To summarize, ‘empowerment is simply the effective use of a manager’s authority’, and subsequently, it is a productive way to maximize all-around work efficiency.
As author of the book, ‘Empowerment Takes More Than a Minute’, Ken Blanchard, points out, empowerment is not giving people power. People already have plenty of power, in the wealth of their knowledge and motivation, to do their jobs magnificently. It is about letting this power out. It encourages people to gain the skills and knowledge that will allow them to overcome obstacles in life or work environment and ultimately, help them develop within themselves or in the society.
Empowerment of employees in the work place provides them with opportunities to make their own decisions with regards to their tasks. More and more bosses and managers are now practicing the concept of empowerment among their subordinates to provide them with better opportunities.
According to Thomas A Potterfield, employee empowerment is considered by many organizational theorists and practitioners to be one of the most important and popular management concepts of our time. Companies have been initiating empowerment programs in attempts to enhance employee motivation, increase efficiency, and gain competitive advantages in the turbulent contemporary business environment.
In the book Empowerment Takes More Than a Minute, the authors, Ken Blanchard, John P. Carlos, and Alan Randolph, illustrate three simple keys that organizations can use to effectively open the knowledge, experience, and motivation power that people already have: To share information with everyone, to create autonomy through boundaries and to replace the old hierarchy with self-managed teams.
In her book ‘Empowering People’, Stewart describes that in order to guarantee a successful work environment managers need to exercise the ‘right kind of authority’. To summarize, ‘empowerment is simply the effective use of a manager’s authority’, and subsequently, it is a productive way to maximize all-around work efficiency.
