09

Chapter 9
Employee Empowerment and Interpersonal Interventions
An Experiential Approach to Organization Development 8 th edition Copyright 2011 Pearson Education, Inc. Publishing as Prentice Hall
Chapter 9 Slide 1
Learning Objectives
Recognize need for employee empowerment. Experience dynamics in communication. Practice giving and receiving feedback. Describe career life planning and stress management.
Chapter 9 Slide 2
Empowering the Individual

(part 1 of 2)
Empowerment - giving employees power to make decisions. Power and decision making delegated to lower levels of employees. Interventions aimed at enhancing development of individual members.
Chapter 9 Slide 3
Empowering the Individual

(part 2 of 2)
Helping organization members improve:

Communications. Interpersonal skills. Managerial performance.
Chapter 9 Slide 4
Employee Empowerment
Individual is one of critical elements in large-scale organizational change. Central to Empowerment.
Delegation of power and decision-making to lower levels. Promulgation of shared vision of future. Engaging employees so they develop pride and responsibility.
An Experiential Approach to Organization Development 8 th edition Copyright 2011 Pearson Education, Inc. Publishing as Prentice Hall Chapter 9 Slide 5
Empowerment (part 1 of 3)
Employees more proactive and selfsufficient. Individual one of most critical elements in change. Purpose is to have individuals purpose and vision congruent with organizations.
For many organizations, empowerment is basic cornerstone of change. GE has company wide vision they call work-out.
Chapter 9 Slide 7
Empowerment concepts interwoven through OD interventions including:
Team and system interventions. Total quality management. Self-managed work teams, learning organizations. High-performance systems.
Laboratory Learning (part 1 of 2)

Sometimes called:
Encounter groups. Sensitivity training. Training groups.
Involves using group for discovering cause-and-effect relations in interpersonal communications.

Laboratory Learning (part 2 of 2)

Usually includes:
10 to 12 participants who do not know one another and 1 or 2 experienced facilitators.
Recently used less as an OD technique.
Chapter 9 Slide 10
Objectives of Laboratory Learning Include

Insights into managerial and personal style. Determine impact upon others. Awareness of group functioning. Analyzing and coping with change.
Chapter 9 Slide 11
The Johari Window Model

Communication critical in determining effectiveness of organizations. It is technique for identifying interpersonal communication style. Model presents:
2 dimensional, 4 cell figure. Based on interaction of self and others.
Figure 9.1 The Johari Window
Chapter 9 Slide 13
Four Areas of Johari Window

(part 1 of 2)
1. Public area.
Behavior, thoughts, and feelings. Known both to oneself and to others.
2. Blind area.
Aspects of self not known to oneself. Readily apparent to others.
Chapter 9 Slide 14
Four Areas of Johari Window

(part 2 of 2)
3. Closed area.
Behaviors and feelings know only to oneself. Not known to others.
4. Unknown area.
Aspects of self not known to oneself or others.
Disclosure and Feedback of Johari Window

Disclosure involves revealing:
Ones feelings, thoughts, and feedback to others.
Feedback is behavioral process used to:

Enlarge public area and reduce blind area.
Chapter 9 Slide 16
Transactional Analysis
Model for analyzing human behavior using familiar terminology. Structural analysis is useful to understand how we get to be who we are.
Chapter 9 Slide 17
Ego States of TA (part 1 of 2)

3 sources of behavior called ego states:
Parent - behaviors copied from parental figure. Adult - behaviors involving objective facts. Child - behaviors retained from childhood.
Chapter 9 Slide 18
Ego States of TA (part 2 of 2)

All 3 ego states exist within a person. Each ego state necessary for wellintegrated personality. Can enable person to better understand values, behaviors, and thoughts. Awareness can help to improve ones effectiveness in an organization.
Figure 9.2 Ego States
Chapter 9 Slide 20
Figure 9.3 Ego States of an Organization
Chapter 9 Slide 21
Understanding Transactional Theory

A transaction is basic unit of communication. Every interaction among people involves transaction between ego states.
Chapter 9 Slide 22
Classification of Transactions
Complementary. Crossed. Ulterior.
Chapter 9 Slide 23
Complementary Transaction
Occurs when a message sent from one ego state receives an expected response from other persons appropriate ego state.
Chapter 9 Slide 24
Figure 9.4 a Complementary Transaction
Chapter 9 Slide 25
Crossed Transaction
Occurs when a message from one ego state receives response from inappropriate or unexpected ego state.
Chapter 9 Slide 26
Figure 9.4 b Crossed Transaction
Chapter 9 Slide 27
Ulterior Transaction
Involves two ego states simultaneously:
Literal words of transaction means one thing. Underlying intent means something entirely different.
Chapter 9 Slide 28
Figure 9.4 c Ulterior Transaction
Chapter 9 Slide 29
Strokes
A stroke is any form of recognition. Includes physical, verbal, and visual messages. Strokes are conditional and unconditional.
Chapter 9 Slide 30
Conditional and Unconditional Strokes

Conditional strokes.
Tied to some type of performance by receiver of stroke.
Unconditional strokes.
Given with no strings attached.
Both types of strokes are appropriate.
Chapter 9 Slide 31
Positive, Negative, and Crooked Strokes (part 1 of 2)

Strokes in TA may be:
Positive. Negative. Crooked.
Positive strokes.
Transactions that provide expected response and reassure a persons worth. Results in a Youre OK feeling.
Positive, Negative, and Crooked Strokes (part 2 of 2)

Negative strokes.
Critical transactions resulting in unexpected, unreassuring response. Results in Youre not OK feeling.
Crooked strokes.
Transactions that have double meaning. Transmits message different from words a person uses.
Psychological Positions and Scripts

Psychological position is persons general outlook on life. It is how he or she relates to others.
Chapter 9 Slide 34
Four Psychological Positions

(part 1 of 2)
Im OK, youre OK.

Acceptance of self and others. A healthy outlook.
Im OK, youre not OK.

Tendency to mistreat, blame, and put down others.
Chapter 9 Slide 35
Four Psychological Positions

(part 2 of 2)
Im not OK, youre OK.

Feelings of low self-esteem or lack of power compared to others.
Im not OK, youre not OK.

Feelings of low self-esteem and loss of interest in living. Feelings of confusion and depression.
Authentic Communication and Relationships of TA

TA emphasizes open communications. Provides framework for examining how people communicate and work. Adult-to-adult transactions help develop employee involvement and empowerment.
Chapter 9 Slide 37
Career Life Planning Interventions

Help individuals better manage their career. Process of choosing occupational, organizational, and career paths.
Chapter 9 Slide 38
Steps in Career Life Planning

(part 1 of 2)
1. Prepare set of career life goals. 2. Go through the list to:

Test for reality. Determine priorities. Look for conflicting goals.
Chapter 9 Slide 39
Steps in Career Life Planning

(part 2 of 2)
3. Make list of:

Important accomplishments. Things that made participant feel satisfied.
4. Work through list in Step 3 looking for conflicts. 5. Prepare detailed plan of action.
Stress Management and Burnout

Stress is interaction between individual and environment. Characterized by emotional strain affecting persons physical and mental condition. Excessive work and personal stress can become dysfunctional.
Stress Requires Two Simultaneous Events

External event (stressor). Emotional or physical reaction to the stressor such as:
Fear. Anxiety. Muscle tension. Increased heart rate.
Major Sources of Stress

On-the-job activities. Events occurring away from work. The two are interrelated and complex issues.
Chapter 9 Slide 43
Potential Stressful Work Activities Include

Change in policy. Reorganization. Unexpected changes in schedules. Conflicts with other people. Lack of feedback. Not enough time to perform duties. Lack of participation. Job ambiguities.
Chapter 9 Slide 44
Job Burnout
Emotional exhaustion and reduced accomplishment. Experienced by those who do people work. Response to chronic emotional strain of dealing extensively with other people.
Chapter 9 Slide 45
Stress Management Interventions (part 1 of 6)

Helps individuals cope with negative outcomes of exposure to stress. Interventions include:
Wellness programs. Relaxation techniques. Career life planning. Stress management training. Job burnout seminars.
Chapter 9 Slide 46

Wellness Program Helps employees to improve diet and exercise. Sometimes includes company-built training facilities.
Chapter 9 Slide 47

Relaxation Techniques Two commonly used techniques:
Biofeedback. Meditation.
Chapter 9 Slide 48

Career Life Planning Sessions may be one-to-one or group sessions.
Chapter 9 Slide 49

Stress Management Training Instruction in:
Time management. Goal setting. Relaxation techniques. Conflict resolution.

Seminars on Job Burnout Workshops to help employees understand nature and symptoms of job problems.
Chapter 9 Slide 51
OD Application How W. L. Gore Empowers Individuals and Teams

At Gore no assigned authority and no chain of command. No predetermined channels of communication.
Chapter 9 Slide 52
Uses lattice system and no plants larger that 200 associates. Leaders emerge rather than appointed. Team does hiring for new employees.
Chapter 9 Slide 53
Team becomes successful because members help others to be successful. Seniority and education do not count. Associates compensated on how much they contribute to firm.
Chapter 9 Slide 54
Key Words and Concepts

Biofeedback.
Instruments record brain wave, heart, etc. Enables people to control nervous system reactions and stress.
Career life planning.

Matching career and life goals.
Chapter 9 Slide 55
Complementary transaction.
Message sent from ego state receives expected response from other persons appropriate ego state.
Crooked stroke.
Transmits message different from words that person uses.
Crossed transaction.
Occurs when message from one ego state receives response from inappropriate state.
Disclosure.
Used in Johari Window model to enlarge public area.
Ego states.
Sources of behavior used to describe feelings and behaviors of parent, adult, and child .
Empowerment.
Delegates power to lower levels to engage all employees.
Fade out.
Occurs in laboratory learning when participants return to work organizations.
Feedback.
Process used to enlarge public area and reduce blind area.
Job burnout.
Response to emotional strain of dealing extensively with other human beings.
Chapter 9 Slide 58
Johari Window Model.

Model for identifying communication style.
Laboratory learning.
Uses group as laboratory for discovering relations in interpersonal communication.
Meditation.
Relaxation technique to reduce stress.
Negative strokes.
Results in unexpected response with Youre not OK feeling.
Positive strokes.
Provides expected response and reassures persons worth.
Psychological positions.
Feelings lead to positions toward oneself and others.
Psychosocial system.
Includes relationships and behavioral patterns of members.
Chapter 9 Slide 60
Stress.
Emotional strain affecting persons physical and mental condition.
Stress management intervention.

Methods to help individual deal with stress.
Stressors.
Events that create state of disequilibrium within individual.
Chapter 9 Slide 61
Stroking.
Form of recognition of one person by another.
Structural analysis.
Used to understand the 3 ego states.
Transaction.
Interaction between people involving communication between ego states.
Chapter 9 Slide 62
Transactional analysis.
Relationship model for people to understand themselves better.
Ulterior transaction.
Involves 2 ego states in people sending messages that have underlying meanings.
Wellness programs.
Stress reduction programs such as physical fitness and nutrition counseling.
Chapter 9 Slide 63
Simulation 9.1 SACOG

Purpose.
Learn to recognize the dimensions of group effectiveness. Observe how dimensions inhibit or facilitate group functioning. Learn to identify OD interventions that can increase individual and group effectiveness.
Simulation 9.2 Johari Window

Purpose.
Provide you with information to compare your perceptions of yourself with the perceptions others have of you. The survey can initiate further thought about your communications and interpersonal relations.
Simulation 9.3 Career Life Planning

Purpose.
Give you experience in preparing career and life plans. Act as a helper for someone else formulating career life plans.
Chapter 9 Slide 66
Preparations for Next Chapter

(part 1 of 2)
Read Chapter 10. Prepare for OD Skills Simulation 10.1.

Prior to class, form teams of six and assign roles. Complete Steps 1 and 2.
Chapter 9 Slide 67
Preparations for Next Chapter

(part 2 of 2)
Complete Step 1 of OD Skills Simulation 10.2 before class and after finishing OD Skills Simulation 10.1. Read and analyze Case: Steele Enterprises.
Chapter 9 Slide 68
Chapter 9 Slide 69

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Chapter 9

Employee Empowerment and Interpersonal Interventions

Empowering the Individual

Empowering the Individual

Helping organization members improve:

Laboratory Learning (part 1 of 2)

Involves using group for discovering cause-and-effect relations in interpersonal communications.

Laboratory Learning (part 2 of 2)

Recently used less as an OD technique.

Objectives of Laboratory Learning Include

The Johari Window Model

Figure 9.1 The Johari Window

Four Areas of Johari Window

Four Areas of Johari Window

Disclosure and Feedback of Johari Window

Feedback is behavioral process used to:

Ego States of TA (part 1 of 2)

Ego States of TA (part 2 of 2)

Figure 9.2 Ego States

Figure 9.3 Ego States of an Organization

Understanding Transactional Theory

Figure 9.4 a Complementary Transaction

Figure 9.4 b Crossed Transaction

Figure 9.4 c Ulterior Transaction

Conditional and Unconditional Strokes

Both types of strokes are appropriate.

Positive, Negative, and Crooked Strokes (part 1 of 2)

Positive, Negative, and Crooked Strokes (part 2 of 2)

Psychological Positions and Scripts

Four Psychological Positions

Im OK, youre OK.

Im OK, youre not OK.

Four Psychological Positions

Im not OK, youre OK.

Im not OK, youre not OK.

Authentic Communication and Relationships of TA

Career Life Planning Interventions

Steps in Career Life Planning

1. Prepare set of career life goals. 2. Go through the list to:

Steps in Career Life Planning

3. Make list of:

Stress Management and Burnout

Stress Requires Two Simultaneous Events

Major Sources of Stress

Potential Stressful Work Activities Include

Stress Management Interventions (part 1 of 6)

Stress Management Interventions (part 2 of 6)

Stress Management Interventions (part 3 of 6)

Stress Management Interventions (part 4 of 6)

Stress Management Interventions (part 5 of 6)

Stress Management Interventions (part 6 of 6)

OD Application How W. L. Gore Empowers Individuals and Teams

Key Words and Concepts

Career life planning.

Johari Window Model.

Stress management intervention.

Simulation 9.1 SACOG

Simulation 9.2 Johari Window

Simulation 9.3 Career Life Planning

Preparations for Next Chapter

Read Chapter 10. Prepare for OD Skills Simulation 10.1.

Preparations for Next Chapter

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