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Empowerment

The document discusses techniques for human resource management, including employee empowerment and participation. It defines empowerment as encouraging employees to take responsibility for improving their jobs and contributing to organizational goals. Participation aims to optimally use human resources by allowing employee involvement through communication, financial involvement, task participation, and teamwork. The document provides strategies for implementing empowerment and participation, such as developing suggestion systems, recognizing empowered employees, and achieving full participation by improving communication and removing barriers.

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5K views

Empowerment

The document discusses techniques for human resource management, including employee empowerment and participation. It defines empowerment as encouraging employees to take responsibility for improving their jobs and contributing to organizational goals. Participation aims to optimally use human resources by allowing employee involvement through communication, financial involvement, task participation, and teamwork. The document provides strategies for implementing empowerment and participation, such as developing suggestion systems, recognizing empowered employees, and achieving full participation by improving communication and removing barriers.

Uploaded by

swatigupta88
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Human Resource Management Techniques:

EMPOWERMENT
AND
PARTICIPATION

Presented by:
Himanshu Agarwal
Swati Gupta
Himanshu Singh
Priya Goyal
Naresh Pathak
Indian Institute of Planning and Management
Jaipur, India
Employee Empowerment
Book Definition of Empowerment

def’n It means encouraging and allowing individuals to take


personal responsibility for improving the way they do their
jobs and contribute to the organization's goal. -- Richard
Caver

Process by which manager provides greater authority through


sharing of relevent information and the provision of control
over factors affecting performance. --John Newstorm

Objectively, Empowerpent means…


Making the employee feel more connected to the company and
his work by giving him power to take various work-related
decisions ultimately leading to better performance.
Why is it needed?

World becoming a ‘global village’.


Employee motivation and retention.
Employee Employer bonding.
Employee feels more connected to organizational
goals.
Brings about personal and professional growth.
Its easier to attain real-time effectiveness by
employee empowerment than by change in
process and technology.
Empowerment lets employees…

think autonomously.
behave autonomously.
take actions autonomously.
take decisions autonomously.

thus leading to…


employee believing that he is in control of his destiny and ultimately
leading to a stronger bonding with the organization.
example of lack of empowerment

ScenarioThe manager of the Human Resources department


has asked his staff members to obtain his signature on
every document related to the hiring of a new employee.
Problem its adding weeks to the process of hiring new
employees which is
1.making the task of his staff people complex.
2.preventing his staff members to get the feeling of ‘job
fulfillment’.
result Jessica empowered herself to discuss the career
objectives swished to pursue with his supervisor. she told
his supervisor, frankly, that she would need some autonomy
to function effectively sans which she might consider leaving
the company.
What all can be distributed?

 Authority
 Information
 Knowledge
 Goals
 Rewards
Empowerment equation…

Empowerment=
Authority+ Responsibility + Accountability
Words replacements & phrases used in
Empowerment
Control-- self-control
Manage-- lead, encourage, persuade, lift, serve, help
Orders– discuss
Phrases like this are common…
Let’s brainstorm
Let’s think outside of the box.
Let’s rethink
Let’s go for a walk

the word ‘I’ is replaced by ‘we’


Empowerment is ineffective without…

Giving the employee ‘sense of choice’


-Ego booster
-Helps in building self-discipline.
-makes the employee respect the manager
-biggest contributor to employee retention
Making the employee feel impact of his job
-stronger connection with organizational goals.
Making the employee feel competent
-personal satisfaction.
-increased self-worth thus increase in confidence
Making the employee understand the meaningfulness of his job
-liking towards the job
Empowerment –WHAT IS IT NOT…

Throwing out the rule book.

Bypassing everybody who will say “No”.

Doing the fun part of someone else’s job.

Freedom to unilaterally make decisions that impact


others.
Inhibitors of Empowerment

Resistance from Employees & Unions


Resistance from Management
Insecurity
Personal Values
Ego
Management Training
Personality Characteristics of Managers
Exclusion of Managers

Workforce non-Readiness
Organizational Structure & Management Practices
Implementing empowerment

Manager’s Role:
Providing training
Facilitation(personal and material)
Implementing Empowerment:
Development of Suggestion Systems (most important)
Considering the Employees Point of View
Putting Vehicles in Place
Brainstorming
Quality Circles
Suggestion Boxes
Walking & Talking
Suggestion Systems - 1

Management’s Role:
Establishing Policy
Setting Up the System
Promoting the Suggestion System
Evaluating & Implementing suggestions
Rewarding employees
Improving the system..
Improving Suggestion Processing
Improving Individual Suggestions
Problem Identification
Research
Idea Development
Suggestion Systems - 2

Evaluating Suggestions
Though Employees make suggestions, final analysis is still
to be made by manager.
Thus, Establish a formal rating system for evaluating
suggestion systems.

Handling Poor Suggestions


Listen Carefully
Express Appreciation
Carefully explain your position
Encourage feedback
Look for Compromise
How to Recognize Empowered
Employees
action based rewards

prizes for new ideas

appreciation

performance based incentives


Participation
Participation and empowerment

Most HR specialist use participation and


empowerment interchangeably
OR
one as a subset of another
Our view…
A very high degree of participation very
comprehensively implemented is empowerment.

empw’ment=responsibility + accountability + authority


authority

Participation empw’ment
What is participative management

As the name implies, PM aims to gain the optimal use


of human resources by allowing employees to be
involved more, which can be achieved through:
upward and downward communication
financial involvement
task based participation
team working
When can participation happen…

Interest and concern… Some people prefer to be


told what to do.

Recognize and work around weaknesses in others.

Communication …particularly listening. We often


would rather inform than become informed.
When can participation happen…

Conflict resolution... It usually requires forgiving


others or something
 Self-control. Getting the best out of others
requires controlling our habits, anger, self-serving
tendencies.
 Negotiation. It can seem difficult to negotiate
when we already have the power to simply decide
and act(this is for managers)
Achieving Full Participation

removing Negative Behavior


improve communication Skills
removing Fear of Rejection
taking care of physical Inconvenience
Open up communication channels
Advantages of participation

Development of followers
Better decision on complex
tasks
Increase in follower motivation
and commitment
Opportunity to empower
followers
HOW IS DELEGATE RESPONSIBILITY

Distribute pleasant and unpleasant tasks


Clarify goals and expectations
Provide support
Monitor and provide feedback
Division to different people.
Questions/Queries

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