Organisational development

To exist is to change, to change is to mature, to mature is to go on creating

oneself endlessly.

- Henri Bergson

04/08/2023Employee Empowerment in

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Famous quote on change…

Employee Empowerment in

Change Management

GROUP MEMBERSDeepthi Gopinathan (8012)Supriya H.G (8052)Swati Bansal (8054)Maruthi Pani Kumar (8087)Nandini Shetty (8091)Sushma Nagaraja (8115)


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Why change?

It is not necessary to change

“Survival is not mandatory”

Processes: Business processes, including maps, policies and procedures, and business rules, which are redesigned or realigned for new customers, or provide improved service to existing customers.

Technology: Driven by process, technology ensures greater organizational efficiency in implementing change.

People: Those responsible for developing and implementing new processes, and specifying and using new technology.


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3 Elements that drive and are affected by organization change:

Appropriate employee empowerment is essential to organizational success.

Empowerment can strengthen motivation by providing employees with the opportunity to attain intrinsic rewards from their work

Intrinsic rewards more powerful than extrinsic rewards

Employee empowerment can increase productivity is through better decisions.


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Why Empowerment?

Does this mean Abdication?

It could also be defined as controlled transfer of authority to make decisions and take actions.

Empowerment involves actively soliciting input from those closest to the work and giving careful thought to that input.

Employee Empowerment is Employee Involvement that matters.

What is needed? Successful implementation of empowerment requires change

in corporate culture.04/08/2023

Employee Empowerment in Change Management

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Employee Empowerment Defined…


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Kotter’s eight-stage process for change

2. Form a powerful guiding coalition

1. Establish a sense of urgency

3. Create a vision

8. Anchor new approaches

4. Communicate the vision

5. Empower others to act on the vision

7. Consolidate improvements and produce more change

6. Plan for and create short term wins

Does the organizational culture encourage individuals to act?

Do people have the necessary resources to act?

Do people have the appropriate skills and training to act?

Do people have the authority to act?

Are the organizational structure & systems aligned with the vision?


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Empower!!!!!!!

Management’s Role: Commitment Leadership Facilitation

Implementing Empowerment: Development of Suggestion Systems Considering the Employees Point of View Putting Vehicles in Place

Brainstorming Quality Circles Suggestion Boxes Walking & Talking


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Management’s Role in Empowerment & Implementing Empowerment


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It is trust-based relationship

between managers and supervisors

between supervisors and workers

between management and

employees.

It is a continuous process

An empowered situation:- 1. Encourages participation2. Improve communication3. Promote creativity and innovation4. Create positive attitude and a sense of

belongings

1. Impact: When an employee feels that completion of task

‘will make a difference’, such task has an impact on him.

2. Competence: When a person has confidence that he has the

ability ,knowledge and skill ,to perform the tasks, assigned to him, then such tasks positively affect competence.

Empowering dimensions

3. Meaningfulness: When employee feels that the task assigned to

him is worthwhile and he cares to do so , such task is meaningful.

4. Choice: A task which provides him freedom of decision-

making initiative and action,we find the factor “ choice” in it.

Empowering dimensions (contd…)

1. Quality Starts with people2. Participative Management-more than a

management buzzword3. “We are all in it together”4. Empower from the ‘ bottom Up’ 5. Employees- the most important asset in the

organisation.6. Treat your employees the way you want your

customers to be treated.


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Employee empowerment is a crucial ingredient in a total quality management strategy.

Resistance from Employees & Unions

Resistance from Management Insecurity Personal Values Ego Management Training Personality Characteristics of Managers Exclusion of Managers

Workforce Readiness

Organizational Structure & Management Practices


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Inhibitors of Empowerment

Phase I: Identify the ChangePhase 2: Engage the PeoplePhase 3: Implement the Change


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The Change Management Life Cycle

1. The employee should be properly trained ,couched and guided to enable them to master the skills required for their job.

2. Draw the attention of employees to those who have attained remarkable success in the job so that they can observe the working style of their more successful colleagues and emulate them. Thus they have good role models in their colleagues.

3. Raise the confidence of employees through persuasion and social reinforcement techniques like appreciation, encouragement and positive feed back.

4. Provide the employees with clear definition of their roles, and extend assistance when required so that their stress and anxiety can be reduced.


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The ways of Empowerment

Removing Hidden Barriers Negative Behavior Poor Writing Skills Fear of Rejection Inconvenience

Encouraging new Employees

Coaching Reluctant Employees Assess Investigate Match Choose Manage


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Achieving Full Participation

Management’s Role: Establishing Policy Setting Up the System Promoting the Suggestion System Evaluating & Implementing suggestions Rewarding employees

Improving the system.. Improving Suggestion Processing Improving Individual Suggestions

Problem Identification Research Idea Development


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Suggestion Systems - 1

Evaluating Suggestions Though Employees make suggestions, final analysis is still to be

made by manager. Thus, Establish a formal rating system for evaluating suggestion

systems.

Handling Poor Suggestions Listen Carefully Express Appreciation Carefully explain your position Encourage feedback Look for Compromise


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Suggestion Systems - 2

Manufacturing sector:

Toyota: Shop floor workers empowered, responsible for paint quality of each vehicle rolling out of the assembly line


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Some industry examples

Banking sector:

Front office employees empowered in BPR


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Some industry examples (cont…)

Pharmaceutical sector

Novozymes (North Carolina, US)1. Cultural change management2. Power distance shortening (removal of 3

management layers)3. Visible management4. Lead the changed projects/processes


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Some industry examples (cont…)

Change: Change of Bank’s timing format from fixed to flexible

Complete Freedom given to store managers Involvement of employees spurred their creativity and also led to smooth transition in the working of IT, security, HR departments

Employee involvement in this process also smoothened the perception of corporate headquarters that it will lose control


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BNZ (Bank of New Zealand)

Implementing large scale change Importance of direct participation Change in technology


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Chevron

To sum up Employees Empowerment is a new way of

Managing Organisations towards a more complex and competitive future. Participative Management has proven very successful in fostering responsibility motivation and belongingness in organization with high autonomy and flexibility.

"An empowered organization is one in which individuals have the knowledge, skill, desire, and opportunity to personally succeed in a way that leads to collective organizational success."

--Stephen Covey


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Organisational development

Documents

mandatoryemployee empowerment

change phase

organization change

management buzzword

employee involvement

empowerment managements

attention of employees

organizational culture