Every person brings a new management style with them to the positions. However, not all managing styles are effective for a well ran organization with good employees. Some aspects of a good manager are one who empowers their employees, motivates them, and in today’s work climate protect the staff from bullies. Along with personal issues that managers deal with in libraries, new technologies are introduced quickly. Managers are responsible for staff training on the new technology and creating new policies for the technology. Empowerment is one the most important things that a manager can give to their employee. Sahoo, Behera, and Tripathy found that employees who feel empowered are happier, do a better job, and they are more loyal to the …show more content…
Chang and Jang modified the theory again, in the graph below. (p.75). In this version of the theory intrinsic and extrinsic valence as well as intrinsic and extrinsic instrumentality is added to the theory. The study showed that the employees responded well to this motivational style. As a manager I want to provide my employees with a work environment that is safe from bullies. Bullying can lead to staff absenteeism, depression, and high employee turnover (). Strong leadership and clearly defined job descriptions are two things a manager can do to prevent bullying in the library (). Another thing a manager can do is create an environment where aggressive behavior is not accepted (). Situations where employees are experiencing heavier than usual workload or if the organization is restructuring can lead to bullying behaviors. As a manager these are time I need to be extra vigilant. Postorek, Contacos-Sawyer, and Thomas suggest that organizations make very clear in their policies what constitutes aggressive behavior. Also all staff member will know the steps in reporting and the disciplining of the bully. An important tip they give is for hiring new staff members. They suggest that when checking references to ask about aggressive behaviors so
In the paradigm of management, empowerment is viewed as losing authority and control over people and resources. Generally, people resent being driven, controlled and being seen as part of company equipment. This breeds apathy in employees towards the organisation’s intents in the market place and destroys accountability.
Thus, if employees are treated in a Theory X manner, they will become lazy. If they
In many ways, empowerment embodies principles effective managers and leaders have practiced for years. Two new driving forces in business, increased diversity and high-speed change, magnify the need for empowerment. Empowering people is now indispensable for effective personal productivity and maximum team success.
Employee empowerment is defined as giving employees a degree of autonomy and responsibility for decision-making. The benefits are
Maslow's hierarchy of needs provides a foundational theory. It states that all employees have some basic needs that must first be satisfied in order to provide the framework for further motivation and empowerment.
The single most important component associated with managing a successful organization, entails the empowerment of employees. People that are empowered are able to make smart decisions without always having to rely on authority, to point them in the right direction. Creating an empowered organization involves interest in the workplace; minimal absence from work, high retention rates; loyal and motivated team members; as well as efficient results and effective communication amongst team members. In the book, The Wonderful Wizard of Oz
Empowerment is a process that increases organizational power by including team working, sharing and solidarity. This relationship is based on trust which is considered as an output of empowerment. Empowerment deals with employees’ cognitive growth which enables them to control their fundamental behaviour towards their work environment. Implementation of empowerment is a holistic reorganization of the way a business thinks and does things (Page,
2. Employees will exercise self-direction and self-control if they are committed to objectives. External control and the threat of punishment are not the only means to make employees to work towards objectives.
Competent leadership is important to establishing a climate in which empowerment can occur. Key to employee empowerment is creating an environment for positive communication, shared decision-making, and trust (Ongori & Shundra, 2008). An organization’s management must nurture employee empowerment; that is, employees must be able to recognize that empowerment is a priority in the organization.
The success of any business depends on the productivity and satisfaction of its employees. Employees need to be motivated to work. Motivation can be defined as the inner force that drives individuals to accomplish personal and organizational goals. Motivation can be either intrinsic or extrinsic. For an individual to be motivated in a work situation there must be a need, which the individual would have to perceive a possibility of satisfying through some reward. Intrinsic motivation stems from motivations that are inherent and arise from performing the task of the job itself, which the individual gets a feeling of either positive or negative motivation as a result of
Knowing how to handle these behaviors is beneficial since they are acts that are present regardless. Bullying in the workplace can lead to staff dissatisfaction, along with turnover, litigation, and can damage the reputation of the organization (Sullivan, 2013). Bullying does not just cause the threat to the individual but can cause harm to the patient and other staff that is in the presence of this behavior (Sullivan, 2013). Identifying an issue with problem staff early and intervene, to correct, if necessary is ideal to keep the team working efficiently.
Workplace bullying is a widespread issue in which people need to be educated on in order to put an end to it. Its causes are complex and multi-faceted and yet preventable. Workplace bullying puts unnecessary strain on the employees It is the employer and organizations responsibility to provide a bully free environment for their employees. Employees should have the right to feel safe in their work environment and be free from workplace bullying. Employers need to be held accountable and have a plan in place to protect the employees from this type of violence. Unfortunately that is not always the case, in some instances the employer is the one doing the bullying. Workplace bullying carries many definitions in which will be
Empowerment is an issue that is imperative to the change process. We touched on the idea of empowerment while exploring power, and politics in the workplace. Empowerment is important in regards to The Heart Of
Empowerment is the best way to promote a good long-lasting employee-customer relationship (Fragoso, 1999). Empowerment can also bring certain benefits to employees of an organization. It makes the employees give more input to company improvements; it promotes higher productivity, and is a good balance between their personal and professional lives. It exercises employees’ minds to find better solutions to problems on the job and increases the employees’ potential for promotions and job satisfaction. It results in personal growth, feelings of confidence and control in themselves and their companies. It makes workers utilize their potentials and it enables them to stand behind their decisions, assume risks, participate and take actions. It is a win-win-win situation: customers benefit from employees, organization benefit from the employees and the customers, and employees benefit from higher confidence and self-esteem (Fragoso, 1999).
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