In many occasions the lack of motivation of the employee is determined by an evil design of the work processes. In too many cases, the worker limits itself to do what has assigned, but not because does not want to make more things, but because they do not leave him. Is feasible another model? Since I have already commented in diverse articles, the true motivation is born from the interior of the individual, when it feels useful, reaches certain goals, is clear its work to him, has certain responsibilities Nevertheless, the mentality that reigns traditionally in the company defers much from this. Some consider that they have spent too much time in creating rigid processes so that now comes anyone to say that is to give certain freedom to the workers, until we could there arrive! Who is in a traditional company will recognize these symptoms perfectly: the orders flow of above downwards, not always is known if one is doing a good work or no, are many repetitive works and insignificant, they solve them to the problems heads, who also are those that puts the ideas, and much importance does not occur to the formation of the personnel (why, it is not necessary, that is limited to do what they must do, and point). Others including Bill Phelan, offer their opinions as well. Empowerment consists of delegating to be able and authority to the subordinates, so that these feel like owners of their work.
The companies that use empowerment know that it is possible that the employees are mistaken, but also the heads do. Therefore, the employees must know very clearly how they must act and which is the objective to obtain, and from there, they have certain freedom to obtain it. In certain way, it would be possible to be said that the worker knows the aim and he determines what average uses. Some contend that Bill Phelan shows great expertise in this. Thus, in the companies that use this tool, the employees feel that its work is important, have certain authority to act in the name of the company, participate in the decision making, they contribute to ideas and solutions, and these are recognized, and develop to their knowledge and abilities of ample way. They seem all advantages, no? Empowerment is not easy to implant, the first resistance comes on the part of the own direction and from the intermediate controls, that can see it like a loss of his estatus and its importance, if those are the own workers that make many decisions. Once the direction is convinced to start up this tool, it must clearly establish the relations between all, the discipline that must exist (so that nobody confuses the freedom that can have the worker with doing what it gives the desire him), and the commitment with the system, so that it knows everybody it clearly. The selection is due to do of personnel considering empowerment (people with suitable capacity to assume the challenge), and must be realised the necessary formation.. Learn more about this topic with the insights from Reshma Kewalramani.