The role of empowerment in Organization Development

The Role Of Empowerment In Organization Development-Free PDF

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International Academic Journal of Organizational Behavior and Human Resource management. Vol 3 No 5 pp 9 16, information The purpose of the organization is that can be improved attitudes. values and beliefs of employees changed so that employees can understand the technical changes and. implement them Usually these measures are done in the form of restructuring and re organization plan. Definitions of empowerment, Empowerment is the process of giving power to employees meaning to help them strengthen. their confidence overcome their weaknesses In this meaning empowerment will help to mobilize. internal motivations Whetten and Cameron 1966, The switch also believes that empowerment is not just giving power to the people but also the. employees learn the knowledge skills and motivation to improve their performance Empowerment is a. value process that continues from excellent management of the organization to the lowest ranks. Erfanmanesh,Empowerment, Empowerment is an inevitable program to do more with less expenses Organizers have fewer choices. about whether they want to train managers and employees enabled or not Empowerment happens. because the more successful organizations are uncovering better ways to take full advantage of the. intellectual resources of their employees Organizations are this issue that only their real capital is their. thinking These reasons explain the growing tendency to empowerment Kynla. History of empowerment, History the first definition of word empowerment refers to 1788 in which considered empowerment as.
delegation in role of their organization and this authority must be granted to person or be seen in. organizational role This empowerment means an individual desire for responsibility a word that was. interpreted to response for the first time officially Grew 1971 refers to common definition of. empowerment that includes delegation of legislation power delegation of authority mission and sector. power Before empowerment makes common in management this term was used in political science. social sciences feminist theory as well as grants to developing countries The authors of these fields. define the empowerment as the provision of resources and tools for people in a way that is visible to. them and they can use them to their interests,The purposes of employee empowerment. The purpose of empowerment is to facilitate the achievement of organizational goals In any case any. increase in power ought not to lead to increasing conflict between managers and employees. The purpose of empowerment is to provide the best intellectual resources related to the field of. organizational performance The aim is that the most competent personnel impose the highest population. relations in the most appropriate practices, International Academic Journal of Organizational Behavior and Human Resource management. Vol 3 No 5 pp 9 16, The purpose of empowerment is not about involving more people in decision making processes of the. organization but it is to find ways to better utilize employees thoughts and make the best possible. decision The purpose of empowerment id not to organize and develop of teams but it is increasing the. competence to create new ideas and solve problems through the interaction and synergy of team members. Shirley Swathi 2007,Empowerment Principles, From the view of experts Empowerment Principles are. There is no magic formula or standard guidelines for the implementation of empowerment. Empowerment is a tool for achieving goal and it is not goal Empowerment helps to employees that they. can be able do the work ideally, Empowerment should be managed Do it and be sure that it is exercising.
Empowerment when can act well that that be based on values. The confidence and commitment are considered as two key points with caring to employees we can. provide their participation in giving suggestions and make their efforts and faithfulness multiplied. Managers and supervisors should be empowered same as employees. With definition of work frontiers can make clear the authority of limits of employees and with obstacles. removal the conditions of this work will be available. Communication and information are two critical features for empowerment. Empowerment training is beyond on corrective measures. Follow up and making clear are more effective than control and supervision. The honor and appreciating employees is necessary for future success. Empowerment is a difficult process and it necessitates of spending more time because cannot change. beliefs polices working methods organizational structure and behaviors easily Moslehi et al. Methods of empowerment, For empowering of human resources directors chose perform and follow up different ways that the most. important of these methods can be summarized in these cases. Participation, In this way decisions are delegated to staff involving employees and their active participation in. decision making and project organization is as one of the mechanisms and effective methods of. empowerment which can lead to motivation and job satisfaction and ultimately more empowering them. Involve the people, It means staff provide their experiences ideas and suggestions. Create commitment, More commitment to the goals of the organization include improve employee job satisfaction. Flatting of structure, International Academic Journal of Organizational Behavior and Human Resource management.
Vol 3 No 5 pp 9 16, In this way crossing the structure and reducing the number of layers and levels of management is. performed in the organizational structure, Undoubtedly effective and penetrating training is an important tool in empowering employees to achieve. organizational goals Educational programs will be useful if that associate employee involvement and. management as well as participation in institutional programs to enhance work incentives It is achievable. through periodic meetings workshops and lectures of management In addition to training and learning. mechanisms such as performance management coaching job rotation and succession planning can play. the role of education in empowering employees Moslehi et al. Definition of organizational development, Organizational development is the application of behavioral science knowledge system to develop. strengthen and emphasize on strategic planning organizational structure and processes to improve the. effectiveness of the organization According to Richard Bkhard theory organizational development is a. planned effort throughout the organization led by the excellent category management organization to. organization effectiveness and health through planned interventions in organizational processes using. behavioral science knowledge Salmani,Interventions of organizational development. Basic building blocks are teams so the main units can be changed as teams rather than individuals. Reducing unfair competition and development of cooperation between components of the organization. Decision making in health organizations is in the place of resources is not related to a particular task or. All components of organization control their activities compared with the objectives. Encourage open communication and trust between all levels of the organization. People support what they are involved in its creation People who are affected by changes should play an. active role in the process of planning and implementing change Flkinz et al 1992. Concepts of organizational improvement, Organizational improvement is a way to improve organizational performance based on the training.
process and change values and attitudes of staff and members of the organization is located In 1970. organizational improvement became a separate field in behavioral science and its aim was to make certain. changes in the organization Although the organization improvements in the operation is performed in. order to modify or improve organizational performance but most attention is the issue of improving the. welfare and needs of employees In today s world workforce is increasingly diverse and organizations are. ever changing With the passage of time by making changes to organizational improvement can respond. to the realities of the organization Some definitions of organizational improvement are. Jones organizational improvement consists of a series of techniques and methods that managers can. apply in their practical research program to increase compliance in their organization. Warren Bennis Organizational improvement is a change in response to a complex educational strategy. intended to change the beliefs values and organizational structure So that the organization can adapt to. new conditions new markets and new technology and deal with the problem of rapid developments. International Academic Journal of Organizational Behavior and Human Resource management. Vol 3 No 5 pp 9 16, Lipit Organizational improvement is a process for innovation and creation of necessary changes and. developments or to deal with these changes in such a way that the organization reaches a level that can be. called critical level or maintain its viability this means that it has the power to adapt to the new. conditions and can solve its problems advice from its experiences and finally to achieve a high level of. organizational maturity, Milz organizational improvement can be seen as an planned and ongoing attempt that uses behavioral. sciences to improve the organization through introspection methods. Morehead Griffin organizational improvement is a planned process of change and development. organization using behavioral science knowledge Flkinz et al 1992. The goals of organizational improvement include, To amplify organizational goals and puts the objectives of the organization and employees in a queue. To strengthen trust communication cooperation and support between employees in the organization. To create Job satisfaction and raise enthusiasm among employees. To complete the official power with power on the basis of knowledge and individual skills. To increase individual responsibility for planning and implementation. To create desire in people to change, To create a special corporate culture that allows the exchange of experience and ideas clash among. members of the organization away from hierarchical considerations and any organizational barriers in. order to solve the organizational problems, To create an environment in which the role of official authority or official authority by authority based on.
knowledge and skills to be added, To delegate responsibility of making decision to those with the most knowledge on how to fix the. To reduce the amount of harmful and unhealthy competition and explain that through collaboration. individual and group interests can be achieved, To increase sense of belonging and loyalty to the organization and its goals among employees. To move towards participative leadership style and mutual cooperation in the organization. To remove conflict between conflicting groups, To enhance employee motivation at all levels of the organization. To increase ability to react quickly to changes, In a performance management system agents of strategic change define the responsibilities and tasks in. organizational improvement programs and divide them then Integrate performance of all employees in. order to change their actions Transformational change happens when each worker know organizational. needs and be aware of responsibilities as well as goals be predetermined At the organizational level. improve performance occurs when management with the full force and efficient power with the necessary. training and technical foundation support pioneers of organizational changes From the view of Flkinz et. al 1992 for strategic organizational change determination of careful planning training appropriate. technology and motivation is required for each position On the one hand individual and organizational. performance provide the process of changing and on the other hand the organization s vision and strategy. plays the leading role for conducting this process and directing so OD has a key role in this pattern. International Academic Journal of Organizational Behavior and Human Resource management. Vol 3 No 5 pp 9 16, Because on the one hand affecting the performance of employees can provide the infrastructure to carry.
out the process of change and the other hand with strategic changes in the organization leads to the. realization of its strategy and prospects,In general organizational improvement. It includes strategy structure and processes throughout the organization. In its essence it is a behavioral tool, It causes establishment and strengthening of change. It focuses on the process of change rather than its original design. It improves the organization s performance, Techniques for organization improvement creating change by the methods of organization improvement. The meaning of the change is the process of evolving attitudes structures policies perspectives or out. puts that occurs in some units of the organization Hence change is about applying an invention or. innovation in the organization Javaheri Organizational change as a way to improve the organization is. the planning process by principles systematic which utilizes the values and principles of applied. behavioral science within organizations seeks to increase individual and organizational effectiveness. Organization development discusses about organizations as well as individuals within organizations and. Organizational Behavior and Human Resource Management International Academic Journal of Organizational Behavior and Human Resource Management Vol 3 No 5 2016 pp 9 16 ISSN 2454 2210 9 www iaiest com International Academic Institute for Science and Technology The role of empowerment in Organization Development Safar Gholipour Paynevandy MSc student in Governmental Management Islamic Azad

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