Mental Empowerment Paper

In the paradigm of management, empowerment is viewed as losing authority and control over people and resources. Generally, people resent being driven, controlled and being seen as part of company equipment. This breeds apathy in employees towards the organisation’s intents in the market place and destroys accountability.

In many ways, empowerment embodies principles effective managers and leaders have practiced for years. Two new driving forces in business, increased diversity and high-speed change, magnify the need for empowerment. Empowering people is now indispensable for effective personal productivity and maximum team success.

Employee empowerment is defined as giving employees a degree of autonomy and responsibility for decision-making. The benefits are

Empowerment of individuals is important when planning care as this is the way in which a health or social care worker will encourage an individual to make decisions and take control of their own life. Empowerment is a process that builds a person's self-esteem and confidence in their ability to make decisions. This can also be linked to promotion of

Psychological empowerment, according to Zimmerman (1995, p. 590), has three major components that “merge to form a picture of a person who believes that he or she has the capability to influence a given context [intrapersonal component], understands how the system works in that context [interactional component], and engages in behaviours to exert control in the context” [behavioural component], which exemplify development of consciousness.

How can employees be empowered and its benefit in the work place. pg 192 enabling

Empowerment is when individuals are given greater control over decisions and actions that will affect their health. Empowerment is important when working in partnership within health and social care settings, as it can allow honest relationships to develop between service users and

Lewis, J. A., Lewis, M. D., & Packard, T. R. (2012). Management of human service programs (5th ed.). Belmont, CA: Brooks/Cole.

The single most important component associated with managing a successful organization, entails the empowerment of employees. People that are empowered are able to make smart decisions without always having to rely on authority, to point them in the right direction. Creating an empowered organization involves interest in the workplace; minimal absence from work, high retention rates; loyal and motivated team members; as well as efficient results and effective communication amongst team members. In the book, The Wonderful Wizard of Oz

In many companies, operational employees also need information to handle tasks and make decisions that were assigned to supervisors. This trend, called empowerment, gives employees more

Empowerment is an issue that is imperative to the change process. We touched on the idea of empowerment while exploring power, and politics in the workplace. Empowerment is important in regards to The Heart Of

284). Before an employee can begin to feel empowered, an open and safe environment must already be established. Employees must be given the freedom to make accountable decisions and encouragement to make these decisions. Some types of encouragement that can be provided to the employees are recognition, assured feedback, and guidance/support (Yoder-Wise, 2015). Empowered staff strive to obtain goals and provide quality service.

In this paper I will discuss the effects and responsibilities leaders have on an organizational culture. I believe leaders have an enormous effect on the well-being of an organizational culture. Leaders must take an active role within their organization's culture. Whether positive or negative, in an organization, things tend to follow suit "down hill." A leader has the power and influence to maintain, create, or repair an organizational culture. However, this can prove to be a delicate and challenging task.

Empowerment is the best way to promote a good long-lasting employee-customer relationship (Fragoso, 1999). Empowerment can also bring certain benefits to employees of an organization. It makes the employees give more input to company improvements; it promotes higher productivity, and is a good balance between their personal and professional lives. It exercises employees’ minds to find better solutions to problems on the job and increases the employees’ potential for promotions and job satisfaction. It results in personal growth, feelings of confidence and control in themselves and their companies. It makes workers utilize their potentials and it enables them to stand behind their decisions, assume risks, participate and take actions. It is a win-win-win situation: customers benefit from employees, organization benefit from the employees and the customers, and employees benefit from higher confidence and self-esteem (Fragoso, 1999).

Another vastly used concept in management theory and practice i.e. the positive psychology pursues organisational virtues and social responsibility. Positive psychology is applied in contemporary management to facilitate social relation between a leader and his subordinates to develop a sense of security and create positive emotional states of the individuals. With smaller sized team and more freedom in work,Google Inc. keeps the employees working towards a set purpose besides instilling high levels of self- motivation and work empowerment within them. Google Inc. focuses on noble tasks and convince their employees of their significance in bringing changes and peace to the world by organising the world’s information and making life better for individuals and the society(Cook 2012).Hence,it can be observed that through positive psychology,high employee satisfaction and achievement can be gained through self-motivation,self-improvement and self-inspiration by incorporating passion in their work and align them with the organization’s own’s values.This in turns improves the company’s productivity and innovation ability which will then elevate the corporation’s social and economic status.