Empowering employees
There are many differences defenisi empowerment (Empowerment) is raised by the experts. According to Noe et.al (1994) is the empowerment of responsibility and authority to work to take all decisions concerning product development and decision making. Meanwhile, according to Khan (1997) is the empowerment of personal relationships to build a sustainable trust between employees and management. Byars and Rue (1997) gave the Empowerment is a form of decentralization involving the subordinate to make decisions.
Defenisi of the above can be taken from a variety of important issues of empowerment, namely: first, the responsibility and authority to employees. Second, to create conditions of trust between management and employees. Third, the employee Involvement namely employee involvement in decision making.
Sharafat Khan (1997) offers a model of empowerment that can be developed in an organization. Model is the empowerment that is:
1. Desire. The first stage in the model Empowerment is the willingness of management to involve workers and mendelegasikan. Which includes, among other things this:
• Workers are given the opportunity to identify problems that are developing.
• directivepersonality out and expand the involvement of workers.
• Encourage the creation of a new perspective and to rethink the strategy work.
• describe the skills and team training for the employees themselves (self - control
2. Trust. Once the desire of management to conduct empowerment, the next step is to build trust between management and employees. There is mutual trust between the member organizations will create good conditions for the exchange of information and advice without fear. Things - including in the trust are:
• Giving employees the opportunity to participate in policy making.Sharafat Khan (1997) offers a model of empowerment that can be developed in an organization. Model is the empowerment that is:
1. Desire. The first stage in the model Empowerment is the willingness of management to involve workers and mendelegasikan. Which includes, among other things this:
• Workers are given the opportunity to identify problems that are developing.
• directivepersonality out and expand the involvement of workers.
• Encourage the creation of a new perspective and to rethink the strategy work.
• describe the skills and team training for the employees themselves (self - control
2. Trust. Once the desire of management to conduct empowerment, the next step is to build trust between management and employees. There is mutual trust between the member organizations will create good conditions for the exchange of information and advice without fear. Things - including in the trust are:
• Provide time and resources are sufficient for the employee in completing work.
• Provide training that is adequate for the needs of work.
• Respect and appreciate the differences of views that achieve success by employees.
• Provide adequate access to information.
3. Confident. The next step after the trust is the confidence cause employees with respect to the ability of the employee. Things - including the actions that can cause confident among others:
• Mendelegasikan tasks that are important to employees.
• excavate ideas and suggestions from employees.
• Extending the tasks and build networks between departments.
• Provide schedule job instruction and encourage the settlement of the good.
4.Credibility. The fourth step to maintain credibility with the awards and to develop a work environment that encourages a healthy competition so that the organization has created a high performance. This credibility is included among others:
• Looking employees as a strategic partner
• Increasing the target in all parts of the job
• Introducing initiatives for individuals to make changes through participation
• Assist in determining the difference between completing the objectives and priorotas
5. Accountibility
Stage in the process of empowerment is more responsibility on the employees of the authority given. By setting clear and consistent about the role, standards and goals of the assessment of the performance of employees, this step as a means of evaluating the performance of employees in the settlement and the responsibilities of the authority given. This includes the accountability, among others:
• Using the line training in evaluating the performance of employees
• Provide a clear task and the size of the clear
• Involve employees in determining the size and standard
• Provide advice and assistance to employees in completing work load
• Provide a period of time and giving feedback
6.Communication. The last step is the communication that is open to creating mutual understanding between employees and management. This openness can be realized with the criticisms and suggestions on the results and achievements of the workers. It is included in the communication, among others:
• Define the open door communication policy
• Provide time to obtain and distribute information to the public issues
• Creating opportunities for cross - training
Model above illustrates that a series of empowerment is a process done in stages in the organization in order to achieve optimal and build awareness of the member organizations of the importance of the empowerment process so that the necessary commitment from the members of the organization. With the authority and responsibility will lead to employee motivation and commitment to the organization.(*).(by Ohm).
• Increasing the target in all parts of the job
• Introducing initiatives for individuals to make changes through participation
• Assist in determining the difference between completing the objectives and priorotas
5. Accountibility
Stage in the process of empowerment is more responsibility on the employees of the authority given. By setting clear and consistent about the role, standards and goals of the assessment of the performance of employees, this step as a means of evaluating the performance of employees in the settlement and the responsibilities of the authority given. This includes the accountability, among others:
• Using the line training in evaluating the performance of employees
• Provide a clear task and the size of the clear
• Involve employees in determining the size and standard
• Provide advice and assistance to employees in completing work load
• Provide a period of time and giving feedback
6.Communication. The last step is the communication that is open to creating mutual understanding between employees and management. This openness can be realized with the criticisms and suggestions on the results and achievements of the workers. It is included in the communication, among others:
• Define the open door communication policy
• Provide time to obtain and distribute information to the public issues
• Creating opportunities for cross - training
Model above illustrates that a series of empowerment is a process done in stages in the organization in order to achieve optimal and build awareness of the member organizations of the importance of the empowerment process so that the necessary commitment from the members of the organization. With the authority and responsibility will lead to employee motivation and commitment to the organization.(*).(by Ohm).
(*) -Posted in HRD on May 8, 2009 by shelmi.
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