EMPLOYEE EMPOWERMENT

PRESENTED BY: MANALI SHAH GUIDED BY: NANDITA MADAM

Empowering The Individual

Empowerment is the process of giving employees the power to make decisions about their work. A range of OD intervention techniques activities aim at enhancing the development and empowerment of the individual members of the organization. It is based on the assumption that if the individual becomes more effective, skilled and involved then the whole organization will be improved.

Employee Empowerment
A relatively new technique for unleashing human potential in organizations. Employees who are empowered are more proactive and self-sufficient in helping their organizations to achieve their goals. Central to empowerment is delegation of power and decision making to lower levels, and engaging all the employees so that they develop a personal sense of pride, self respect and responsibility.

Laboratory Learning
Laboratory learning programs evolved from the group dynamics work of Kurt Lewin and programs conducted by the National Training Laboratories in the US. The objectives are: -- to increase the interpersonal skills in leadership, group and organization situation -- to develop self insight and focus is on interpersonal dynamics. Results are: -- it improves organizational productivity -- provides employees with improvements in job satisfaction and self development.

Interpersonal Style

Transactional Analysis
It provides a model for analyzing and understanding human behavior using terminology familiar to many people. Structural analysis according to this concept every person has three separate sources of behavior called ego states: The parent The adult The child

 TYPES OF TRANSACTIONS: 1)Complementary Transaction 2)Crossed Transaction 3)Ulterior Transaction

 Stroking a stroke is any form of recognition including physical, verbal or visual of one person by another. strokes may be: 1) positive stroke 2) negative stroke 3) crooked stroke Psychological positions and scripts 1) Im OK, youre OK. 2) Im OK, youre not OK. 3) Im not OK, youre OK. 4) Im not OK, youre not OK.

Career Life Planning Interventions

Steps in a typical career life planning program.
Step 1: Each participant independently prepares a list of career life goals. Step 2: Practitioner goes through the list, reality testing, looking for conflicting goals. Step 3: Each participant makes a list of important accomplishments. Step 4: Practitioner works through comparison of the individuals goals and achievements. Step 5: Participant prepares a detailed plan of action.

Stress Management
Major sources of stress:
Technological change Downsizing Sudden reorganizations and unexpected changes in work schedule Competition Lack of participation in decision making Empowerment Conflicts with other people Immediate supervisor Violence in the workplace Not enough time to do the expected duties

Job Burnout
It refers to emotional exhaustion, depersonalization and reduced accomplishment experienced by those who work with people. It is most common among professionals like managers, nurses, police officers, social workers.

Stress Management Interventions

It is any activity or program that attempts to reduce the cause of work related stress or helps individuals to cope with the negative outcomes of exposure to stress. OD interventions like team building, goal setting are successful in reducing stress but not the source of stress. The methods used for stress management are: Wellness programs initially limited to physical fitness but recently wellness has come to include nutrition counseling and smoking cessation. e.g., Johnson & Johnson

 Relaxation techniques biofeedback and mediation are commonly used. Stress management techniques it may include instruction in time management, goal setting, delegation, self awareness, conflict resolution, etc. Seminars on job burnout seminars such as workshops on role clarity and analysis used in companies like IBM, Xerox.