Empowerment concept

1. Definition

Empowerment means empowerment or empowerment which is the fact of delegating power and authority to subordinates and giving them the feeling that they own their own work.

In English "empowerment" and its derivatives are used in various meanings and contexts, but in Spanish the word is in conflict with a series of expressions that approach without achieving the fullness of the noun. "Empowerment" is homologated with "empowerment" and "to empower" with "empower", while older expressions such as "empower" and "enable" are deprecated.

Other related translations:

To empower: give or grant power; empower, enable, empower, authorize, empower, empower, allow, empower, grant the right (or the faculty) of, etc.; Confer powers; (in the commercial or legal sense) empower, commission.

Empowerment: empowerment, empowerment, empowerment.

Empowered: empowered, empowered, empowered.

Powered: powered.

Empowerment is a tool of total quality that in continuous improvement and reengineering models, as well as in expanded companies, provides elements to strengthen the processes that lead companies to their development.

Empowerment becomes the strategic tool that strengthens leadership, that gives meaning to teamwork and that allows total quality to stop being a motivational philosophy, from the human perspective and become a radically functional system.

Empowerment premises

These premises must be promoted by the management, in cascade and at all levels, these are:

Responsibility for designated areas or performances Control over resources, systems, methods, equipment Control over working conditions Authority (within defined limits) to act on behalf of the company New evolution scheme for achievements.

Symptoms of Traditional Businesses

In traditional companies your position belongs to the company. Only orders are received. Your position does not really matter. You do not always know if you are working well, generally the indicators are not clear. You always have to remain silent. Your position is different from what who you are. You have little or no control over your work

Negative Consequences of Symptoms of Traditional Businesses

Repetitive and unimportant work. Confusion in people. Lack of confidence. Lack of contribution in decisions. It is not known if one works well. No one knows what is happening. Little time to solve problems. Existence of rules and regulations encompass Complexion. Others solve one's problems. People are not given credit for their ideas or efforts. Lack of resources, knowledge, training.

Characteristics of the Companies that have Experienced Empowerment.

The position belongs to each person. The person has the responsibility, not the boss or the supervisor, or another department. The positions generate value, due to the person who is in them. People know where they are standing at all times. People have power over the way things are done. The job is part of who the person is. The person has control over their work.

Positive Results of Empowerment in People

Your work is meaningful They can develop a variety of assignments Your performance can be measured Your work is challenging and not burdensome You have authority to act on behalf of the company Participation in decision making You hear what they say They know Participate as a team. Their contributions are recognized. They develop their knowledge and skills. They have real support.

How to integrate people towards empowerment?

There is a premise that says: "People do what you expect them to do." Which is a double-edged sword. If you don't expect anything from them, obviously, people won't do anything. But if you expect everything, then you will do many things to get people the expected results.

The three elements to integrate people are: Relationships. Which must be effective and solid Discipline. There must be an order and roles must be defined. Commitments. Consistent and determined at all levels, but promoted by leaders and agents of change.

How to create a company with empowerment?

Posts designed so that the employee has a sense of possession and responsibility. The attributes that they must have are the following:

- Responsibility and authority.

- Diversity.

- Challenge.

- Significant Performance.

- Power for decision making.

- Changes in work assignments.

- Attention to a project until it is concluded.

In addition the position must let determine the responsibility that the job implies. There must be indicators that let you know if you are meeting what is expected of people in each position. Only the possibility of self-elevation allows access to continuous improvement.

Work teams. These should be organized and their responsibilities should be assigned:

- Improve quality.

- Quality audit.

- Selection of the leader.

- Rotation of positions.

- Internal organization.

- Planning.

Design a comprehensive training plan, in addition to team skills training, they must develop technical skills and according to each job.

Training in interpersonal skills to solve problems, which consist of:

- Control conflicts.

- Solve problems.

- Evaluate Differences.

- Support your peers.

- Help in decision making.

- Participate in meetings.

- Communicate ideas.

- Get organized.

Training is not just about a "course", it is something else. A course to start is good, but leaders at all levels have the responsibility to follow up on what has been learned, to allow it to be applied, and developed day by day, to its people. As people develop the intrinsic values of empowerment, more training will be needed.

Develop leadership.

- Maintain and increase self-esteem.

- Listen and respond with empathy.

- Ask for help and encourage participation.

Implantation.

- Develop a shared vision and promote clear and understandable values.

- Properly design positions.

- Create systems that support.

- Establish adequate communication schemes.

- Careful selection of staff.

- Give training.

"Empowerment also means delegating, without losing control, but control of the situation not of the people."

2. Change and Empowerment

Most people can only implement a few changes at a time. If they are asked to change many things at once, then they suffer the effect known as "Analysis paralysis." Since people, to change you must possess change.

People have four concerns:

People want more information.

He wonders how the change will affect them personally.

He wonders what it will take to implement the change.

Wondering about the impact or benefits of the change.

What is required to achieve change?

Top management needs to talk less and listen more, trust and depend on others, in ways they have never done before. To achieve this, the following three factors must be considered:

- Decide what you want to achieve.

- Discover within that vision, what your clients want and need, listening to consumers and learning from them.

- Deliver what you promise and one percent more by discovering new ways to exceed customer expectations.

Knowing something and having a positive attitude towards that information is one thing, but applying it permanently is another thing.

Not only are we learning that information is not everything, but we are also learning that when it is delivered, it must be on time.

"The time to learn to work as a team is when there is a need and initiative to operate within yourself"

Common concerns

Administrators everywhere are concerned about how they can help their organizations to:

Be customer oriented. Customers are the ones who "write the checks." Be cost effective. Consumers want quality at the lowest cost. Be fast and flexible. Businesses that are quick to adapt will succeed. Continuously improve. If the company does not continually improve, it is dying.

“Today the situational leader no longer seeks to apply a leadership style to a predetermined situation, but rather facilitates team performance, in which employees are treated like colleagues, developing and implementing action plans together”

Leaders must be constantly monitoring the environment to see what factors can threaten or stimulate their competitiveness and respond to those factors.

Forces must be supported and weaknesses improved. Lifelong learning is the key to survival. Those who see change as an opportunity rather than a threat are ready to learn and they will enjoy it.

3. The Empowerment Technology

What is the role of technology in the EMPOWERMENT process ?

If we can get the information to be located in a place where people can easily access it, and if they have the cognitive skills to use it, then people will have very strong support that will allow them to be creative and manage their area in the way that everyone they wait in an EMPOWERMENT process.

Why is an Open Systems perspective required?

An open environment, where you not only have a workstation, but also cognitive abilities that go hand in hand with hardware and software, allow people to travel across networks to get what they need..

What steps should be taken to ensure that employees can access the information in a way that is useful to them?

In addition to their cognitive abilities, people need dexterity, powerful tools, and accessibility. Proper training should also be given.

If you looked at the entire supply chain as an interdependent and dynamic entity, if you were trying to optimize it, the results will be good for everyone if you design the right path. This will generate the benefit of operating at the correct inventory levels.

This allows us to help our business partners or affiliates operate with the right inventory.

A common way of applying information technology in companies is to decentralize the functions of the systems area.

Benefits of self-directed teams

Increased Satisfaction. Better change of attitude from "having to do" something to "wanting to do it". Greater employee commitment. Better communication between employees and managers. More efficient decision-making process. Improved Quality. Operating Costs Reduced A more profitable organization.

Empowerment and Quality start with our own way of thinking

“If you want to start a quality process, empowering people, you must recognize that you must first examine the way of thinking of managers and those who want to promote this effort. Since in such intellectual models lie, the opportunities for improvement, but also, are the main inhibitors of change ».

4. Knowledge, Quality and Empowerment.

Edward Deming related deep knowledge to quality. Achieving it depended on the use we made of such knowledge, which is defined as a mixture of four main factors:

- The understanding of the psychology of the human being.

- The way in which people learn.

- The system under which it works.

- The measurement system used to consistently identify variability in the production or provision of services.

"We cannot solve everyday problems if we use the same thinking that produced them in the first instance"

“Change comes from motivating people to do their jobs well, regardless of the type of work being done.

The Process, he dialogues and the support in a structured way allows the change to be general. The administration is responsible for this happening.

Author Applications

"Everyone must work together to design the process of change, from senior management to line workers."

The secrets of a successful Empowerment

For what, is EMPOWERMENT necessary?

It is necessary for the success of business. This must be measured in terms of customer satisfaction, improvement of financial results and development of its people.

Companies must review existing and historical culture as well as structures; and develop specific actions to change what is inappropriate.

"People at all levels of the organization cannot embrace empowerment overnight. Achieving this requires having consistent goals, a proper approach, training, recognition and feedback.

Why does EMPOWERMENT fail?

Although some companies seek to empower their staff through empowerment, they generally fail without achieving the desired results.

This is generally due to not being given due attention and because it is not shown in a concrete way, so that everyone knows, what it is about and what are the expected results of it.

If the fundamental factors that Empowerment touches are not incorporated (customer satisfaction, improving financial results, and retaining and attracting the right employees), managers will only achieve mediocre results.

My options when delegating responsibility:

Entrusting the job to the right person. Delegating authority to carry out work and making decisions. Delegating work without giving decision-making authority. Doing work yourself.

Pyramid of Power:

The pyramid of power is based on:

Trust Respect Permission to fail.

With the following points as its structure:

Define responsibility, Delegate authority, Define performance standards, Training and development, Provide information and knowledge, Provide feedback, Recognition.