Principles Of Empowerment, Team, And Positive Change For Organisational Performance

8 Tips for Empowering Employees

The given essay is based on empowerment and team, teamwork and their impact on organization. The scope of empowerment and teamwork is very broad. Empowerment means delegation of some power and responsibility to employees for taking decisions regarding their managerial task and goals. Empowerment helps in improvement of organizational effectiveness, productivity, self confidence and morale of employees. Empowerment provides authority, knowledge, information, rights at all level of employees. Through empowerment organization can solve problems and achieve goals and objectives. It encourages employees’ motivation and provides satisfaction to employees for doing work. On the other hand, team refers to group of people where all people access their work together and share their knowledge, experience, ideas and plans for organization success. Leaders develop team spirit in team and motivate people to do work. Empowerment and team both are interrelated and play extensive role in all organization, firm and companies. Teamwork and empowerment play important role in improving performance of workers and encourage their potentials. Employees learn many Things through empowerment and teamwork. For empowerment and teamwork, leaders should provide good working conditions and opportunities for performing the task of the company. With the help of empowerment and teamwork organization can achieve mission, vision of the association and improve efficiency of employees.  

To being, a manager of an organization it is the responsibility of manager that they find out the way on which they empower the employees. According to Daun (2013), there are 8 tips for empowering employees.

In empowering employees, managers should maintain communication from top to down. Open communication helps in increasing accountability, reducing misunderstanding and improving productivity of the organization. Effective communication maintains a good relationship between employer and employee. When employees demonstrate initiative, give ideas for work and if they are doing good work for complete the goals and objectives of the organization. Then manager should appreciate employees by rewarding them.

When managers give authority to employees for taking decisions then sometimes they create mistakes and misunderstanding. Hence, if the mistakes are being amiable and safe then managers should improve these failures and inspire them. Sometimes top level management keeps lot of information in their mind. They do not share that information with workers and employees do not get benefits of those information. So managers should provide plenty of information to workers, labors for taking appropriate decisions.

Employees who do not know what work they need to do then they cannot perform task very well. For that, managers need to do clear their roles and authorities so they can perform their task with efficiently and cooperatively. No one will maintain liability if they are not be able to understand consequences of failure. For empowering employees, top management requires maintain accountability and liability. Leaders should provide freedom and opportunity to middle and lower level management for taking decision and performing their task and duties.

It is true that workers get money for their work and mainly labors do work only for money but the preeminent employees do not work for only money they also think the success of the company and goals. So leaders need to appreciate their efforts and managers should not feel shy/inhibited to say “thank you” and celebrating the good thing whatever your employees doing for achievement of organization goals.

10 Principles for Operation and Managing People

There are the ten important principles for operation of organinsation and managing people for accomplishment goals and objects of the company. They are as follows.

Employees’ body language, facial expression, gesture, communication and what they are thinking about their seniors play major role in demonstration value people and open communication. Employees’ value should be unique and visible it does not matter that employees performing his or her job. Share management vision is first principle of empowerment. Leaders should ensure that employees know about organization mission, leadership vision, strategic plans and values. It is better if managers involve employees in planning process and ask their opinion on overall planning of the management. Share goals and direction is second and important principle of empowerment. If possible, top management should include workers in goals setting, course of action and planning process. Leaders can measure and observe success of the organization with the help of employees.

Trust is essential key between managers and employees, managers should keep trust, faith on workers so they can do right things, take right decisions and give contribution in organization success. When workers receive order and expectations from their leaders then they focus on their work to accomplishing the task and goals. It is the third principle of empowerment. It is the responsibility of managers that they provide certain useful information to their workers so they can access their work and take important decisions. Provide information for decision making is the fourth principle of empowerment.  

Delegation of authority is significant principle of empowerment. Delegation of authority means allocation and division of powers to their subordinates. Top level management should delegate authority and power to their subordinates for taking crucial decisions and in order to achieve successful results.

Provide regular feedback is another principle of empowerment. The main object of feedback is reward and recognition so employees should take proper feedback about workers performance. Through frequent feedback managers come to know that what and how employees are doing for accomplishing the goals. If workers face problem during performing their task and job then it is the liability of managers to solve the problems of employees whatever they are facing during jobs. This principle plays vital role in empowerment.   

This principle explains that when an employee brings problem to solve in front of manager then manager should solve that problem and provide guidance by asking question.

The sagacious employees who perform their task professionally and effectively then workers should be rewarded and recognized by leaders. Rewarded and recognized for empowered employees principle plays vital role in empowerment.

According to Demirci & Erbas (2010), Employee empowerment is used by organization for improving the performance and efficiency of employees. There are four elements of empowerment power, knowledge, information, rewards. So managers need to provide power, knowledge, information, rewards to employees for performing their task. Empowerment is a organization approach where managers share activities and efforts with subordinates. Empowerment equation can be formed following. 

Empowerment = Power + Knowledge + Information + Rewards

Power	Information	Knowledge	Rewards
Autonomy	HRI ( Feedback)	Training	Compensation
Authority	Role Clarification	Counseling	Career  planning
Delegation	Motivation Participation	Appraisals	Job enrichment

(Source: Demirci & Erbas, 2010)

Figure 1: Empowerment and its relation to performance

Empowerment and its Effect on Performance

The employee empowerment plays major role in organization development and employee performance (Ramesh & Shyam, 2014). The following significant of employee empowerment are as follows.

Employee empowerment increase productivity of the organization.

 It helps in reduces cost of product.

It plays vital role in enhances morale and improves job satisfaction of workers.

 It promotes and maintains good relationship among top level management, middle level management and lower level management.

 It provides flexibility to organization and reduces job related anxiety.

It helps in retention of employees.

It provides rapidly response to dissatisfy consumers during service recovery.

Some people form a group to achieve common goals and objectives. People in a team they are from different skills and tasks. Teamwork is mandatory for organization success without teamwork firm cannot achieve organization goals and objectives. For example, in cricket players work together for highest scored and do planning, make coordination and cooperation for win the match.  So it can be said that teamwork is essential in every organization to accomplishing task and objectives (Carson, Tesluk & Marrone, 2007) 

The characteristics of effective team are as follows:

 Team helps in identify roles and specific objectives

There is an open communication system in a team

Adequate leadership is available in a team

 In a team employees can share their ideas, suggestions and efforts with each other.

We can take effectively decision and resolve problems

 In a team we understand consumer expectations

 We can easily attempt organization goals and objectives

 Team maintain co-ordination and cooperation

 People share all relevant information with each other

In a team members show respect for each other

Why organization uses team

 In a team people are from different skills and task, in this they can share their knowledge and skills with other person. People can take important decision in team and they can solve problems easily. People achieve organization goals and objectives easily in a team. People work together in a team in this way it improves productivity of the firm.  Team members reduce issues and absenteeism.Team members improve morale of the employees and they learn from each other.  

 Team members reduce duplication of errors and omission. Team members can continue monitors employees performance. Team members can do optimum utilization of resources. Team members can develop sense of purpose. There are five stages of team development which are being explaining following ways.

Forming stage is the first stage of team development and people are positive and polite in this stage but few members do not understand what work team members are going to do. Managers play foremost role at this stage because team members’ roles and authorities do not clear.  Storming stage is the second stage of team development and it is essential for growth of the team. Storming stage starts when conflict arises between team members. People can work many different ways but different approaches create unexpected problems and people may become frustrated. Third stage of team development is norming stage. Gradually, team moves in third stage of team development. In this stage, people start to resolve evils, appreciate colleagues’ strength and respect authority of leaders. At this stage, people start to know one another; they become socialism and ask one another for help.  Performing stage is the fourth stage of team development where team members start to perform their tasks without any friction in order to achieve organization goals. Members may delegate authorities and work at this stage. Adjourning is the third stage of team development. Gradually, team moves in fifth stage to team development. Adjourning refers break down of team after task has been completed by members.

There are many managerial skills require for developing a team like problem solving, decision making skills. Leader should be a good listener and planner. He should be a critical thinker and success motivated person. Leaders should maintain positive attitude and honesty. Leader need to give authorities and power to their subordinates so they can perform their task and duties. Leaders should maintain dignity and unity among the members. He should build up good relationship among workers. In this way leaders can develop a team and encourage employees for doing work. Leaders play vital role for developing team.  

If I could play a role of leader then I performed many roles as a leader. As a leader, I could influence people behaviors several ways. I could set vision and goals of the company and motivate and guide people for doing work   

Specific: The goals should be specific in identification and action.

Measures: The goals and its benefits should be measurable.

Attainable: The goals should be achievable with optimism utilization of resources.

Realistic: The goals should realistic in nature.

Timely: The goals should be completed within given time period.

Being a leader, it is the responsibility of leader to improving performance of old age people for achieving the organization goals and objectives. If older people do not work in organization with efficiency and regular basis then company cannot achieve targets. So leaders should improve the performance of older people for high productivity and accomplishment of goals. The company wants that older people do work with efficiently and perform their task for completion of objectives. If I were a team leader in graduate role then following ways I would have improved the performance of older people

For improving the performance older people I would have create healthy environment of confidence, mutual understanding and coordination. In this way manpower utilize their skills and knowledge more effectively to provide high quality of productivity. To inspire and motivate older people, I would have given gifts to them for increasing their performance. In this way employees do work more effective way. For encouraging people as a leader, I can provide training and development to employees. Training and development helps employees enhance their skills and knowledge. Frustration and stress affects employees working capacity, they do not be able to keep proper concentrate on their work and they fail to give contribution in organization goals and tasks. So as human being, I would have helped to reduce stress of employees. Leaders should keep an eye on their staff that what they are doing or not as well as managers should also feel that whether workers are happy, tired, frustrated or not getting enough resources for work so leaders should take care all these small things it will help in improving performance of older people. So if could become a leader then I would have monitored the performance of employees.

Managers can support workers by providing training, motivation, education, coaching for the work and growth. In this way employees learn lot of things and acquire knowledge which helps them to improving performance. Age should be fixed for older people by the firm because sometimes age affects working capacity of people and after the age of 65-67 older people become less adaptable while organization wants more adaptable people. In this manner, it can be said that there should be retirement system for older people in organization. There should be incentives and reward system for workers to improving their performance. The company should fix criteria of incentives and rewards for workers, it will motivate to employees for doing work more efficiently. Incentives and rewards provide satisfaction to employees. Delegation of authority and responsibility is good source of improving performance of workers. It demonstrates managers’ trust on workers for doing job correctly and making decisions.

For improving performance of employees leaders need to provide all information to employees related with company. Whether they are good things or bad, leaders should not afraid to share any information to employees. There are several benefits of employees’ performance in an organization; some of the important benefits are as below. Employees’ performance helps to attainment of objectives and goals of the company. Employees perform their duties and responsibility in a good manner; it reduces conflict and dispute among employees.

 It helps in optimum utilization of resources. Employees get job satisfaction and confidence. If employees perform their task and duties then it increases productivity of the firm. If workers focus on their performance, employees get higher salaries and incentives.  It improves goodwill of the company.

Employee performance increase quality and quantity of the work.

It develops loyalty, Commitment, trust, belief among employees. It increases efficiency of employees for doing work.  It improves the sales and market share of the company.

Employees’ performance increases participation of employees in work.

Conclusion: 

Employee empowerment is a related with authentic benefits for an organization and firm. It gives freedom, flexibility, authority and power for taking decision and solving the problems. Empowerment provides satisfaction and morale to employees, increases productivity of the firm, increases teamwork and decreases organizational overheads. All these benefits help in accomplishment of goals and objectives of the association. On the other side, this paper has explained team and teamwork and their benefits in an organization. In a team workers do work together for achievement of firm vision and mission. Members maintain good coordination, cooperation in a team and diverse work among employees. As a team, it is requires to identify employees strength, potential and weakness. If people work in team then they can easily share risk among members and maintain communication in an organization. In a team, employees are from different backgrounds so members learn lot of things. So it can be said that empowerment, team and teamwork are play significant role in an organization and affects employees performance. There is a good relationship between employee empowerment and team. Empowerment and teamwork improves performance of workers and increases output of the company. So it can be said that empowerment and teamwork essential for success of the organization.

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