Improving Performance through Empowerment, Teamwork & Communication
The staff of all public sector and private sector companies and other organizations is being compelled to improve and maximize their performances at work to keep up with the commercial pressures that are now building up. This requires that they change their work culture, and for the organization to invest in infrastructure. This has compelled many organizations to invest in new technology, equipment and buildings - which can even be seen in some instances. The complimentary need for investment in people and in the management of their performance has however not received the same amount of attention. Without this relevant and effective staff management, the organizations will not be able to achieve the required commercial success. The public service targets, which have been decided for them, will also not be met and a high opportunity cost will have to be met later.
The most common objective of management is often to control production methods to minimize the chance of employees making "mistakes." However, these controls make the employees lose all initiative, stop them from learning new things, and stop them from innovating. Empowerment of the employees on the other hand will lead to better performance, reduce employee turnover, and increase productivity. This has been noticed when some companies involved their people and gave more control and responsibility. "In the developed industry for food retailing (companies that ACME depend on) the annual sales growth increased by 15 to 26%, and the sales per store increased by 10%. The number of stores increased by nearly 100% and over eight years, the sales growth was as high as 500%." (Blanchard; Carlos; and Randolph, 1999)
To give the workers empowerment the organization structure has to be radically changed. The employees must get the power to bend and break the rules. They may sometimes create mistakes, but if that results in a happy customer, the company should be willing to take that risk. The process of empowerment will stop managers from telling workers how to solve their problems and concentrate instead on the long-term growth and development of the organization. The managers will also learn how to develop the employees through projects that will improve the skills of employees and overcome areas of weakness. In this process it is important to make the employees take responsibility and decide. It is also important for the employees to be in touch with their internal and external customers.
Employees work better when they care about the result and are able to influence on the course of their work. Authority and responsibility to make relevant decisions should be given to the workers. All workers should be trained so that they can reach the standards of excellence that have been set for them can be achieved. For this they should also know their own performance as per the evaluations conducted by the management. "Workers who achieve the set standards of performance should be recognized. They should be trusted, and treated with dignity and respect." (Bob, 1997) The managers talking about their own visions of empowerment should not begin the process of empowerment, but by sharing with the workers whatever information they have about the business. Information sharing will build the necessary trust among employees. The management by answering questions and concerns of the employees will help the process of change and finally, the employees will be able to make good business decisions.
The territory for taking decisions or taking leadership must be clarified to the staff for them to feel empowered. The process of working together of the managers and the staff to set clear boundaries, the staff feels free to flourish within the limits set for them. These boundaries should be elastic enough to stretch to the degree of autonomy of the employee or the team. When an employee begins to feel frustrated or discouraged, it is a clear sign that the boundaries must be expanded. Employee empowerment needs support from both the employees and the management. The employees must be ready to act, and the management must feel that empowerment makes good business sense. Empowerment does not remove from the management the responsibility for the final performance or leading the organization.
Organizations all around the world are developing and transforming because of frequent progress in technology, the abundant increase of knowledge and information, social diversity and globalization. Unlike, earlier days organizations cannot just depend on a few members of their team to hold a key position...
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Teamwork Dear Client, while you specified two sources for use in this assignment, I was only able to access the attached article from Claims Education Magazine. I could not access the sources located at: http://find.galegroup.com/gps/infomark.do?contentSet=IAC-Documents&docType=IAC&action=interpret&type=retrieve&searchType=BasicSearchForm&tabID=T003&docId=A151842639&prodId=IPS&source=gale&userGroupName=apollo&version=1.0 and, http://find.galegroup.com/gps/infomark.do?contentSet=IAC-Documents&docType=IAC&action=interpret&type=retrieve&searchType=BasicSearchForm&tabID=T003&docId=A167305700&prodId=IPS&source=gale&userGroupName=apollo&version=1.0 due to password issues. Collaborating with others in team settings is beneficial to the fulfillment of objectives as well as building interpersonal skills. While working individually minimizes issues over responsibility and dependability, there are significant
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