UNIVERSITY the implementation is correct, then it will have

            UNIVERSITYOF ECONOMICS IN BRATISLAVA  WINTER SEMESTERACADEMIC YEAR 2017-2018     SEMINAR PAPERof Control«Empowerment as another brunch of control»        By Denis Ivanov  2017 Empowerment as another brunch of control It’s no secret that human resources are an important part of anyorganization.

From this it follows that it is very important to develop andimprove these directions in the organization. Nowadays, all companies needcreative employees to survive in a rapidly changing environment. Consequentlyfor achieving the set goals, workers should have an empowerment. Empoweringemployees is one of the most important requirements of organizations. There aresome steps for successful implementation of Empowerment in organization. Atfirst top-managers should rebuild the whole structure of organization and makeit flexible and dynamic. There will be a large number of opportunities to showtheir abilities and realize ideas for employees.

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Next step is empoweringemployees in organization is to involve all employees in active work, tointerest them in the expansion of their tasks. Introduce guidelines that willdescribe the empowerment of employees and managers, conduct training that willtrain staff. And the last step: predict possible problems that will arise whenimplementing empowerment and take action to address them. If the implementationis correct, then it will have positive consequences for employees and managers,and for the whole company.

Human resources experts agree that the increase inrights and opportunities will increase productivity. Many organizations thatare interested in increasing the effectiveness of management encourage andreward employees who offer some new ideas.                Content   Introduction. 3 Definition of Empowerment 3 History of Empowerment 5 Empowerment Objectives. 6 Advantage & Disadvantages of Employee Empowerment 7 Role of Top Management in Empowerment of Employees. 8 Approaches to Empowerment 8 Principles of Empowerment 9 Conclusion. 10 References.

11                     Introduction The effectiveness of any organization depends on human resources. Toincrease efficiency, it is necessary to improve human resources. Employees arethe key object in any activity of the organization. The growth and developmentof any organization depends entirely on the correct use of manpower resources.

Empowerment is a highly effective tool based on a changing perception ofleadership, so that its applying leads to success in organizations. Achievingthe goals of the organization is manpower. Employees will perform well theassigned tasks if they have sufficient skills, are motivated and know theclearly stated goal. Here we are helped by an instrument called empowerment. Inthis process, the most important thing is not to explain to employees what todo and when, but to give them a sufficient amount of knowledge, to clarify thegoals and to solve the problem on their own. Empowerment is a process thatmakes employees less dependent, but at the same time gives them space forimagination. This means that empowerment leads to increased motivation foremployees. Empowered  employees feel agreat responsibility to their company.

This feeling leads to the creation ofbetter products or better services. Programs aimed at changing and improvingthe organizational structures of the enterprise, namely empowerment givesemployees the opportunity to take responsibility for themselves. Employers donot like frequent changes of staff, because it takes a lot of time and moneyfor training. During the change in the organizational structure of theenterprise, when levels of stress and uncomfort increase empowerment helpsmaintain employee loyalty. If employees have the opportunity to express theiropinions and ideas, which will be taken into account when choosing a stratigraphicdirection, they begin to feel part of the organization and begin to workharder. One of the key roles of introducing an empowerment program is theopportunity to make employees feel meaningful to the company. This greatlyimproves performance. Definition of Empowerment Empowering is a process of giving power to people.

The result of theintroduction is a feeling of self-importance and self-confidence among workers.People are powerful due to their knowledge and motivation, empowering meansreleasing this power. There are some important moments in this definition:  – Empowerment is a long andexpensive process that starts from top managers and spreads across all branchesof the organization.  – The process of empowerment willbe of high quality only if the employees receive the necessary knowledge andskills.  – Empowered employees have enoughexecutive authority to create a product from start to finish. Such employees are enjoying of freedom of action.

Gradually, there is achange in the economy, from a simple economy we move on to a complex economicsystem. Labor productivity increased and capitalized in such a way that mankindhad to create labor laws and human rights. Over time, ordinary work wastransformed into highly skilled work through the empowerment of workers.Empowerment increases the importance of self-control, self-esteem, significanceand freedom of action. Empowerment is a workflow where employees and managersvalue and respect each other’s actions.

This helps to extract and show the bestqualities of the team, and also increases the team spirit. Only empowered teamscan produce the highest results in comparison with ordinary teams withoutempowerment. The word empowerment in oxford dictionary has been defined as beingpowerful, giving authorization, power producing and empowered. In other words,this definition implies the provision of freedom and choice to both individualworkers and entire organizational structures. Empowerment structures the organization in sucha way that human resources become the main divergent force. In this case,employees receive full self-control, which they respect and appreciate, and asa result they will use creative approaches and creativity. This style of workcreates a sense of belonging to the team and a fusion.

Moreover, this approachallows employees to make decisions both individually and collectively. All theabove points increase in the team productivity, self-perception, confidence,energy and mutual trust. In other words, this approach reveals all the hiddenqualities and the best skills of employees. Empowerment is an alternativeprocess that has a number of dynamic benefits for both the organization andemployees. With this approach, training and development of personnel areinevitable. This type of organizational model makes the employees the core ofthe company, whose decisions determine the growth or fall of the effect. Employee empowerment is a style ofmanagement that puts managers in the role of coach, adviser, sponsor, orfacilitator. Decision-making is being pushed down to the lowest levels of theorganization.

The way work is designed and the way organizations are structuredare changing.Empowerment involves delegating thedecision-making authority regarding the action to be taken on a task that isconsidered to be important to both the manager and employee. The main reasonsfor implementing an empowerment program are to provide fast solutions tobusiness problems; to provide growth opportunities for employees and; to lowerorganizational costs while allowing the manager to work on multiple projects.Employee empowerment is the mosteffective when management has set clear obtainable goals and defined specificaccountability standards. The success of employee empowerment relies on the abilityof management to provide resources such as time and money; to provide supportby way of legitimacy; and to provide relevant and factual information soemployees can make educated decisions. Training employees to takeresponsibility and make sound decisions that are supported by upper managementas well as lower level managers are other areas that are important to thesuccess of empowerment programs.Employees benefit from empowermentbecause they have more responsibility in their jobs. Employee empowermentincreases the level of employee involvement and therefore creates a deepersense of satisfaction and higher levels of motivation.

There are potentialproblems with empowerment programs that often result in unfavorable outcomes.Many times managers delegatetrivial, unimportant and boring tasks to employees and they retain thecomplicated and important tasks for themselves. Empowerment will not workunless the authority and decision-making tasks are perceived as meaningful bythe employee.Another problem arises whenmanagers not only assign meaningless tasks to their employees but also thenexpect the employee to continuously consult them for approval. Managers mustevaluate their employees’ skills and abilities and determine if theorganization’s culture can support an empowerment program before beginning. History of Empowerment The first applying of this approach is dated between 1980 and 1990. Inthe last few years, this term has been vigorously discussed in various booksand articles, after which it began to be introduced everywhere, from small,non-structured organizations to large corporations.

Before this term began tobe used in management, it was used in politics to identify the feminist pointof view and to help the countries of the third world. In addition, thisapproach was implicitly used to help inefficient employees express themselvesand increase their productivity by giving them more freedom.  This tool is often mentioned in the literature or in various articles ina particular interpretation. In each of these studies, the key meaning of thisterm is the ability to express one’s personality in a way that is appropriatefor the individual, to prove his worth and to satisfy the need for freedom ofchoice. In sociology, the basic concepts of most human rights movements, forexample, for human rights, based on the fact that people will fight for theirfreedom, for the right to manage their lives and their social status.

 In addition, in most scientific papers which inquire social problems,the researches talk about the need to increase the amount of tools which helpspeople to monitor their social life and to struggle for their rights. Beforethese views became universally recognized in the political and social spheres,the protection of human rights was considered only in the context of feminismand the protection of the population of Third World countries. Nevertheless, empowerment is not a new concept. Since 1950, thescientific literature has considered the question of how exactly managersshould relate to their subordinates. So, at the beginning it was enough to behumane and friendly towards employees.

In 1960, it was already said thatmanagers should be sensitive to the needs of employees, their demands. It wasalso said about the need to stimulate the employees’ aspiration to workeffectively. In the 1970s, scientific articles urged employers to take theinitiative and ask their employees whether they had any problems, claims, andwhat they needed to improve their productivity. In 1980, there was a conclusionabout the need to organize meetings of the whole team. It is necessary to dothis both to improve the relations in the team, and to discuss and solve theproblems that have already arisen. Developing this subject in 1990, researcherscame to the conclusion that employers should form a specific vector of action,which will help people to implement the empowerment sufficiently.

But, despitethese findings and all of the trials, a clear tool for carrying out the actionswas not worked out. In the end, now we have only abstract recommendations, notthe instructions to solve the main problems. Empowerment Objectives The main goal of Empowerment is to create an organization consisting ofemployers and willing to work people, who ready to do the job, because theybelieve that it’s benefit for the society, also they should be interested in aspecific area and enjoyed with such work. In addition, it pursues another goal.

With the help of unified organization, it is possible to maximize the potentialof employees, their capabilities, while improving the productivity of thehiring organization, providing a sense of self-confidence among employees andteaching them to overcome difficulties in the work process successfully. In other words, the main idea of ??Empowerment is the formation of thebest intellectual resources associated with any area of ??the organization’sactivity, and providing them with a decent workplace which helps people to dowork comfortable. Scientists, who investigate this area, formulate the goals in this way:only the development of Empowerment can guarantee employees that they willsucceed in their work if they work within the framework of the tasks set, theorganization’s strategy and their competence. On the part of justice, it is sufficient to focus on ensuring the rightsof workers in working life.

In other words, the Empowerment is the way whichhelps employees to provide themselves with decent working conditions, tomaximize their potential, to benefit society and contribute to the developmentof a specific production sector. Implementation of all the above is not only anemployer’s problem. The employee should also participate in improving theconditions of his work, feel responsible for implementing changes in this areaand work every day on this to encourage the employer to pay attention to hisproblems and needs. Proceeding from the above, we can say the following. The Empowermentaims: 1.           Toidentify people who are the most prepared to work, who have the necessarypotential and are ready to implement it. 2.

           Toprovide the most comfortable working conditions for all employees. 3.            To ensure legislatively that the basic needsof employees are met. 4.

            To ensure the successful development of aspecific production area through the maximum realization of the intellectualpotential of employees in this field.  Advantage & Disadvantages of Employee Empowerment The Employee Empowerment gives employees both responsibility andauthority to make decisions on all aspects of product development or customerservice. The advantages include qualification improvement, training of employees,and participation of employees in the formation of work objectives.

This leadsto an increase in the productivity of labor, the emergence of mutual respectamong employees working in a team, reducing the number of employees who areindifferent to the results of labor. In addition, in the situation whenemployees participate in the decision-making process, they vote for one oranother vector of activity, the number of conflicts with the manager issignificantly reduced. However, it should be said about some difficulties.

Employees may abusethe increased power that is provided to them. In addition, not everyone isready to increase the responsibility in the implementation of their workactivities. There are also people who can`t work in a team. They focus onachieving personal goals and increasing only their own productivity, which canhamper the prompt adoption of necessary decisions. Also, managers need to showhigher organizational abilities to unite and systematize a large number ofindependent opinions. Cooperation, information exchange and productive work arepossible only under the leadership of a strong and competent leader. Otherwise,employees may conflict with the leadership and among themselves, fight forinfluence on the team instead of solving problems. This will slow down theworkflow to a large extent.

In addition, the increasing of employees’competence requires large financial investments for training, employeetraining. Without such investments and interest of employees in their owndevelopment, team business solutions will be disastrous and fatal for theorganization. It is necessary to find a balance between Employee Empowerment andtraditional management. The manager should be sensitive to the needs ofemployees and the needs of the company. Also he must clearly understand how touse the potential of employees to successfully achieve the desired results. TheEmployee Empowerment brings positive results only together with training andtraining of employees to make their own decisions, and also with coordinatingby team leader in accordance with the goals.

 Role of Top Management in Empowerment of Employees Strengthening of Empowering forces employees to rely on seniormanagement to a lesser extent when they do the work. An employee gains not onlyfreedom of choice in making decisions, but also additional risks. In the eventof problems or difficulties, the employee is responsible for them. If the teamwork in the organization is coordinated well enough, then overcoming thedifficulties will not bring new worries. Under the leadership of theauthorities there will be shortcomings in the work, possible errors. The teamwill receive new experience, redistribute the workload and increase theefficiency of their work after working a specific failure.Thus, the main manager in Empowerment of Employees will coordinate the team,organize their work, and will provide every employee with the opportunity to beheard. First of all, the manager thinks about the achievement of long-termgoals, strategies, coordinates the team and monitors the quality of the workperformed Approaches to Empowerment Researchers of this topic consider three basic approaches to theEmpowerment system: 1.

  Communicativeapproach. Empowerment is the process by which a leader or manager transferssome of his powers to his subordinates. This allows him to share power betweenseveral individuals in the organization. 2.  Incentiveapproach.

The essence of this approach is to stimulate individuals who areinclined to carry out the necessary tasks. The leader must provide the employeewith the maximum amount of work and responsibility to which the subordinate isable. Otherwise, the employee will feel that he is not realizing his potential.In turn, excessive work will destroy the employee’s interest and make him avoidwork.  3.  Recognitionapproach. It consists in the aspiration of people to get the maximum level offreedom of choice in any life situation: in society, at work, etc. In thisapproach, the main initiative belongs to the employee.

 Principles ofEmpowermentIt is necessary to clearly understand that Empowerment precisely meansto achieve this. The Empowerment is a process of increasing the capacity ofindividuals or groups that will allow them to make their own choices andtransform them into desired actions and outcomes.How does it look in practice? Let’s define, as the organization,corresponding to the basic principles of Empowerment looks:•         Ultimately, highlyskilled, independent working groups take on most of the decisions, and thereare no escalations;•          The role of the manager varies from directionand performance verification to coaching, facilitation, resolution of only thehighest level problems and ensuring that people have the skills, information,judgments and attitudes that enable them to receive significantly improvedresults;•         Employees havemore autonomy from across borders that specify the range within which they canact, including decision making;•         Training insteadof accusation becomes the focus of every mistake, missed opportunity or goal;•         Training anddevelopment is a constant high priorityAn empowered workforce is what you should strive for.

However, this hasnot yet become a reality everywhere. ConclusionEmpowerment isa powerful tool for increasing income and improving the quality of work.The managementshould be ready to actively delegate its authority to competent employees,providing them with the necessary information and independence. It is importantto ensure the creation of a team for autonomous decision-making by employees.Knowing theprocesses of globalization and growing competition, organizations need toredesign their management philosophy and policies in order to increase theircompetitiveness so that they can become a truly modern and business class. Thisrequires a strong team of responsible, independent employees, who, with theirmaximum productivity, can form the image of the company, achieve their goals,ensuring the prosperity of the business.

Therefore, inorder to have wise and powerful human resources, which are an important part ofevery organization, the employer must give employees the opportunity toparticipate in the decision-making process, train and train to solve newproblems independently, be responsible for their choice and profit in case ofsuccess. This is the only way to improve the productivity and effectiveness ofthe organization. Due to the keyrole of Human Resources, it is important to have the necessary powers,competencies, considerable knowledge and participate in decision making inorder to maximize the effectiveness of the company. This will satisfy theinterests of management, and employees, and customers who use the product ofthis organization. Any opinion, any decision of each employee can be decisive,fatal and can bring success.   References1.

      Seibert, Scott E., Seth R. Silver,and W. Alan Randolph.

“Taking Empowerment to the Next Level: AMultiple-Level Model of Empowerment, Performance, and Satisfaction.” Academy of Management Journal 47, no. 3 (2004)2.      Pfeffer, Jeffrey. “How CompaniesGet Smart.” Business2.

0 6,no. 1 (2005)3.      Meyer, John P., Thomas E.

Becker, andChristian Vandenberghe. “Employee Commitment and Motivation: A ConceptualAnalysis and Integrative Model.” Journal of Applied Psychology 89, no. 6 (2004)4.       Druskat, Vanessa Urch, and Jane V.

Wheeler. “Howto Lead a Self-Managing Team.” MIT Sloan ManagementReview 45, no. 4 (2004)5.      Cherrington, D.J.

 Organizational Behavior: The Management of Individualand Organizational Performance. 2nd ed. Needham Heights, MA: Allynand Bacon, 1994.