Trashing The Workplace

In the paradigm of management, empowerment is viewed as losing authority and control over people and resources. Generally, people resent being driven, controlled and being seen as part of company equipment. This breeds apathy in employees towards the organisation’s intents in the market place and destroys accountability.

Employee empowerment is defined as giving employees a degree of autonomy and responsibility for decision-making. The benefits are

When it comes to worker empowerment, Chad believes that “all managers should realize no matter what industry, that when you empower your employees and give them greater responsibility you create an environment that gives employees greater job satisfaction. It has been my experience that greater job satisfaction for employees often translates into better production from the employee which is good for the company” (C. D. Cerkoney, Personal Communication, February

How can employees be empowered and its benefit in the work place. pg 192 enabling

Flexible work shifts have been on the rise due to changes in demographics such as higher amounts of females in the workplace and dual income households (Idris, 2014). In most health care industry positions, employees may be required to work long hours and shift hours. These shifts can be very hard on employee morale and welfare. Strenuous and difficult shifts can lead to burnout and high retention rates (Mathis, Jackson, & Valentine, 2014). Alegent Health offers flexible work schedules in order to help employees gain a balance between their work and personal lives. Alegent Health’s willingness to be flexible with their employees increases their retention

According to Nesan and Holt (1999), the collective definition of empowerment is “the process of giving employees the authority to take decisions, relating to their work processes and functions, and within the limits provided by management but requiring them to assume full responsibility and risks for their actions”.

Employee engagement and motivation can be increased by providing clear line of sight, providing right job knowledge with required resources, supportive supervision, incentives and rewards.

Employee empowerment is to give workers a greater voice in decisions about work-related matters. Their decision-making authority can range from offering suggestions to exercising veto power over management decisions. The range of decisions could go as far as: how jobs are to be performed, working conditions, company policies, work hours, peer review, and how supervisors are evaluated.

The attitude extruded by Kathy Kudler and participation she exhibits will trickle down the chain of command to middle management and lower level staff. When direction is given the managers it is important for them to enforce and innovate a new way to ensure that their employees are aware and onboard with the goal and the direction of the organizations. It is usually not the best idea to present the information on the employees suddenly, so providing advance notice and scheduled training schedule to fully implement new programs will make the roll out easier for everyone, customers and staff alike.

Structural empowerment Purdy et al. state “is the notion that removes conditions that foster dependence and powerlessness within an organization that will result in a positive employee behavior and improve performance” (Effects of work environments on nurse and patient outcomes) which would cause a better working environment to work in. That being said I agree that being able to feel as you have power as a nurse to be able to be able to say things and control a little of how you work makes a nurse feel great about themselves as if they don’t just have to watch and write down all that the patient does or what the doctor say, it is like they actually have a voice in the matter. “Psychological empowerment is defined as the psychological state employees must experience for empowering interventions to be successful” (Smith Lesley, Andrusyszyn and Laschinger Effects of workplace incivility and empowerment on newly graduated nurses_ organizational commitment). I would have to agree because if you have a good mind set about things even if it the worst thing in the world it will not seem like it is. Having a good mind set conquers all things. Smith et al. say that “the empowering interventions are as followed meaning, confidence, autonomy and impact” (Smith, Andrusyszyn and Laschinger Effects of workplace incivility and empowerment on newly graduated nurses_ organizational commitment). It is so true the mind if you really think of it is made up of these things, and these are the things that get most people through the day. For example having confidence in your work will make you feel as if you can do anything at work as long as it is legal and you are able to do. I would say that they are on to something and that something would be that if you have empowering employees the nurses work environment would not be so difficult to do with and there would be a more nurses willing to work and the work environment would become like home

Employees are the foundation of a company and, Coborn’s, I have learned, has many unique employees. These employees are the face of Coborn’s and are the people who I interact with on a daily basis. Many of them have conflicting views on life but can all fit into three different categories: the “Energizer Bunny”, “The Judge Judy”, and the “No show”.

Two of the biggest areas affected by this downfall were the motivation of the workers or the workers “motivation to contribute”, and the workers trust in management (Newsome, 2015). As what happened when Scanlon was introduced, the employee morale improved, changing to the new Engstrom plan with a more simplified format would do the same thing over time. One of the ways that management could start working on their relationship with staff is to get them more involved which would show they are comfortable with “empowering” their staff. Empowerment is any process that provides greater autonomy to employees through the sharing of relevant information and the provision of control over factors affecting job performance (Newsome, 2015). This involvement would come in the form of an organization wide monthly meeting; those who participate in the meetings would be rewarded. Empowerment would create an opportunity for workers to start making suggestions again, and they would be praised for suggestions that make improvements to their daily task. These meetings would play an important part because it would allow management to show that they are open to participation from workers. Participative managers consult with their employees, bringing them in on problems and decisions so they work together as a team (Newsome, 2015). It would be an opportunity for management and workers to discuss how to make Engstrom great again, while working to mend the trust issues that developed over time. A company cannot run successfully if management does not listen to its people; “people leave managers not companies” (Fernandez,

Empowerment is an issue that is imperative to the change process. We touched on the idea of empowerment while exploring power, and politics in the workplace. Empowerment is important in regards to The Heart Of

Employee empowerment can be described as giving employees' accountability and ability to make choices about their work without managerial authorization. Good managers are expected to

Empowerment is an important tool for progression and FWD needs to exercise it often when expecting employees to work together towards a global objective. Empowerment can be defined as providing employees the chance to exercise autonomy in making decisions (Vogt, 1997), which is rarely implemented at FWD.