An organization’s
human resource is its most valuable asset. The employees are the repository of
knowledge, skills and abilities that can’t be imitated by the competitors.
Technologies, products and processes are easily imitated by the competitors;
however, at the end of the day, employees are the most strategic resource of
the company.
Generally, people
are a firm’s most underutilized resource. And that is why management tries to
empower the employees. But employees often are afraid of taking this
responsibility. They fear the additional work pressure that they will have to
bear as a part of being empowered. Besides, they also fear being held
accountable for the decisions they make.
For employee empowerment to
work successfully, the management team must be truly committed to allowing
employees to make decisions. They may wish to define the scope of decisions
made. Building decision-making teams is often one of the models used in employee empowerment,
because it allows for managers and workers to contribute ideas toward directing
the company.
Autocratic managers, who are micromanagers, tend
not to be able to utilize employee empowerment. These types of managers tend to
oversee all aspects of others’ work, and usually will not give up control. A manager dedicated to employee empowerment must be willing to give up control of
some aspects of work production.
When employees feel as though they have choice
and can make direct decisions, this does often lead to a greater feeling of
self-worth. In a model where power is closely tied to sense of self, having
some power is a valuable thing. An employee who
does not feel constantly watched and criticized is more likely to consider work
as a positive environment, rather than a negative one.
One easy way to begin employee empowerment in the workplace is to install a
suggestion box, where workers can make suggestions without fear of punishment
or retribution. However, simply placing a suggestion box somewhere is only the
first step. Managers must then be willing to read and consider suggestions.
They might provide a forum where questions or suggestions receive a response,
like a weekly or monthly newsletter. In addition, managers can hold a once
monthly meeting open to employees where all suggestions are addressed.
By Priti Shah
Laurent & Benon Management Consultants Ltd, a
public limited company with its corporate office Gurgaon with Pan-India
presence. We as an organization strive to offer the right Human Resource
Solutions at the right time and enable our clients to enhance the net worth of
their human resource capital.
For further
Information please Visit us at: http://www.laurentandbenon.co.in/
Visit Blog at:
http://laurentandbenon.blogspot.com/
