Quinn & spritzer- empowerment

PRESENTED BY :
MITALI SAWANT
BHAVITA SHETTY
SHIVANI BHURKE
  MEANING & DEFINITION
 THE 3 DIMENSIONS OF EMPOWERMENT STRUCTUR
 NEED & APPROACHES OF EMPOWERMENT
 SIGNIFICANCE, PROCESS & BENEFITS OF
KEY TAKEAWAYS:
EMPOWERMENT
 RANDOLPH’S EMPOWERMENT MODEL
 ISSUES WITH EMPOWERMENT (MANAGERS)
 ISSUES WITH EMPOWERMENT (EMPLOYEES) 
 ORGANIZATIONAL IMPROVEMENT THROUGH
EMPLOYEE EMPOWERMENT
 MEANING & DEFINATION
MEANING

Power is a tool to pass on to those who work on organization’s behalf.

“To empower” means to enable to allow or to permit and can be conceived as both self- initiated
and initiated by others.

Empowerment is the process of enabling employees to set their own work- related goals, make
decisions and solve problems within their spheres of responsibility and authority.

DEFINITION

“Empowerment is the process of sharing power with employees”.

THE 3 DIMENSIONS OF EMPOWERMENT STRUCTURE
• P
ra
o n. • K ctice op
. i n e
n
t s
tex inclu er. • L ow how n commu
co of is to n
g h re k p ow nt. • T ten to th work in ication;
h rou he bac rme o e
• E lerate am voice of eams;
t
s t o sp ke w e e. n b wisd
e n ce
a a
tm ’ t t m p o
d at • A courage iguity; om;
u n sn e an ccep them
Infl ates a d doe loyee ar m s t res
pons selves;
• e
Cre es an emp s a cl ucces ibilit
y.
• s
Giv port icate for s
•
Sup mun eople
• m
Co ips p
• u
Eq
•

FOLLOWER
LEADER
STRUCTURE

• Decentralized
• Information sharing
• Contingent rewards
• Team-structured
• Aligned
 NEED & APPROACHES OF EMPOWERMENT

NEED OF EMPOWERMENT APPROACHES TO EMPOWERMENT

• Powerlessness • Helping employees achieve job mastery

• Allowing more control
• Low self- efficacy
• Providing successful role models
• Using social reinforcement and persuasion
• Giving emotional support
SIGNIFICANCE & BENEFITS OF EMPOWERMENT
SIGNIFICANCE OF EMPOWERMENT

 Enhances beliefs of employees that they are influential

contributors to the organizational success.
 Employees perceive meaning of work.
 Employees feel competent.
 Employees derive a sense of self-determination.
 Employees believe that they have an impact on
important decisions.

BENEFITS OF EMPOWERMENT
All employees view themselves as „Owners‟ of the business
Improved productivity
Creativity & Innovation
Customer-focus
Faster decision-making
Organizational learning
Making full use of Human resources
“Engaging the mind of every employee”
RANDOLPH’S EMPOWERMENT MODEL

Performanc
e

Perception of
empowermen
t

Remove Enhance job

conditions of related self-
powerlessness efficacy
 ISSUES WITH EMPOWERMENT
MANAGERS
 Managers misunderstand it.
 Managers only pay it “Lip Service”.
 Organizations are not prepared in terms of structure,
culture & rewards.
 Managers are displeased when empowered workers
make decisions that differ from their expectations.
 Managers expect to see results without having to make a
strong commitment or taking risks.
Employees
 Employees need the skills and training to
manage risks and decision-making.
 Many employees don't want the added
responsibility and accountable & are
uncomfortable with “putting their necks on
the line”.
 Not all people are conscientious enough to be
empowered.
ORGANIZATIONAL IMPROVEMENT THROUGH EMPLOYEE EMPOWERMENT

First, empowerment can strengthen motivation by

providing employees with the opportunity to
attain intrinsic rewards from their work, such as a
greater sense of accomplishment and a feeling of
importance.

Intrinsic rewards such as job satisfaction and a

sense of purposeful work can be more powerful
than extrinsic rewards such as higher wages or
bonuses.