Empowerment and participation

1. HUMAN
BEHAVIOR
ON
ORGANIZATION
EDUM 562
Professor: Mr. Jonathan Despi

2. CHAPTER 8
EMPOWERMEN
T
And

3. CHAPTER 8
THE NATURE OF
EMPOWERMENT
AND
PARTICIPATION

4.  Is any process that provides
greater autonomy to employees
through sharing of relevant
information and the provision of
control over factors affecting job
performance.
EMPOWERMENT

5.  It helps remove the conditions that cause
powerlessness while enhancing employee
feeling of self-efficacy.
EMPOWERMENT
 Authorizes employees to cope with
situations and enables them to take
control of problems as they arise.

6. EMPOWERMENT
Five broad approaches to
empowerment:
1) Helping employees achieve job mastery
2) Allowing more control
3) Providing successful role models
4) Using social reinforcement and persuasion
5) Giving emotional support

7.  It is the mental and emotional
involvement of people in group
situations that encourages them to
contribute to group goals and share
responsibility for them.
PARTICIPATION

8. PARTICIPATION
Three important ideas:
 INVOLVEMENT
 CONTRIBUTION
 RESPONSIBILITY

9. PARTICIPATION
 INVOLVEMENT
- participation means meaningful involvement
rather than mere muscular activity.
EGO-INVOLVED
- a person who participates

10. PARTICIPATION
 IDEAS (Motivation to contribute)
- Employees are empowered to release their
own resources of initiative and creativity
toward the objectives of the organization.
- it improves motivation by helping employees
understand and clarify their paths towards
goal.

11. PARTICIPATION
 Acceptance of Responsibility
- participation encourages people to accept
responsibility in their group’s activities.
- When we talk about their organization, they
begin to say “we” not “they”.
- When they see a job problem, it is “our”, not
“theirs”.

12. How participation works?
Involvement
 Mental
 Emotional

13. Two views of Power and
Influence
 Is a fixed amount  Is a variable amount
Autocratic View
Power
Participative View
Power
 Comes from the
authority structure
 Comes from people
through both official
and unofficial
channels
 Is applied by
management
 Is applied by shared
ideas and activities
in group

14.  Adequate time to participate
Prerequisites for Participation
 Potential benefits greater than cost
 Relevance to employee interests
 Adequate employee abilities to deal with the
subject
 Mutual ability to communicate
 No feeling of threat to either party
 Restriction to the area of a job problem

15. - When employees want more participation
than they have, they are “participatively
deprived”.
- When they have more participation than
they want, they are “participatively saturated”

16.  Be fully responsible for their actions and their
consequences
Responsibilities of employees and
Managers
 Operate within the relevant organizational
policies
 Be contributing team members
 Respect and seek to use the perspective of
others
 Be dependable and ethical in their empowered
actions
 Demonstrate responsible self-leadership

17.  Participation tends to improve motivation
because employees feel more accepted by
their employer and more actively involved in
the situation.
Benefits of Participation
 Once the organizational culture is changed,
then the system as a whole becomes more
effective.

18. SERVANT LEADERSHIP
Several key behaviors of a servant leader:
 They listen actively and empathetically.
 They engage in introspection to understand
better their own attitudes and feelings.
 They treat others with respect, as equals

19. SERVANT LEADERSHIP
Several key behaviors of a servant leader:
 They admit mistakes, confess their own
vulnerability, and ask for help from others.
 They seek to engage in dialogue and often
paraphrase to ensure understanding.
 They affirm the worth and contributions of
each participant.

20. SERVANT LEADERSHIP
Several key behaviors of a servant leader:
 They are willing to admit mistakes and ask for
help.
 They build trust by articulating their values and
acting consistently with them.
 They place great emphasis on helping other
people succeed.