Management Notes

Management Notes

Reference Notes for Management
Which of the following is not one of the techniques for building employee empowerment?

Which of the following is not one of the techniques for building employee empowerment?

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Which of the following is not one of the techniques for building employee empowerment?

A) Eliminate formal organization structures such as teams and quality circles.
B) Build high-morale organizations.
C) Develop open, supportive supervisors.
D) Build communication networks that include employees.

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A) Eliminate formal organization structures such as teams and quality circles.

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Answer Explanation

Techniques for Building Employee Empowerment

A) Tasks and responsibilities should be delegated

There is a direct correlation between delegation and empowerment in the workplace. When employees understand their responsibilities, they take ownership of their work. Since you trust them to get the job done, you don’t need to manage their progress as much.It may seem insignificant to you, but to your employees, it means everything. Approximately 50% of employees do not trust their leaders, according to our surveys. You encourage your team to trust you when you trust them.

B) Clearly define boundaries and expectations

The idea of empowering employees can seem like giving them free reign to do whatever they want. Make sure your employees know what is expected of them and how the project will be defined in order to prevent this. Your quality standard will be reinforced as a result.

C) Provide employees with the resources they need

You don’t have to worry if they’re not able to swim just yet just because you’ve shown them the pool. Make sure your employees have access to a well of resources and tools that they can use whenever they need them. It is also important to let your team know that you are always available for brainstorming sessions and encourage open communication.

D) Allow yourself to be flexible

You can cultivate a more relaxed, casual workplace once you have delegated work and established ground rules. Working from home or requiring a more flexible schedule can be accommodated if the employee needs it. Keeping your employees’ outside lives in mind rather than nitpicking their rules helps them feel appreciated.

E) Keep the end results in mind, not the process

Micromanagement is the number one killer of employee empowerment. Your employees have already been given the guidelines, so let them decide how to work within them. Instead of following an impersonal process, employees will be empowered to work in a way that best suits them. When it comes down to it, the finished product is more important than the steps taken to achieve it.

F) Participate in special projects with employees

An employee who feels a sense of belonging at work is 5.3 times more likely to be empowered to do their best. By involving employees in special projects, you can help them feel appreciated and make them feel like their opinions matter. In addition, new ideas and people are introduced to employees, which rejuvenates their work ethic.

G) Input and innovation should be welcomed

If you allow your employees to explore their work, you might be surprised by the insights they gain. Employees should be encouraged to share their ideas about problem-solving methods, processes, and solutions. As a result of their unique “ground-level” perspective, their innovation and creativity are directly informed.

H) Learning and cross-training opportunities should be provided

It’s important for people to feel like they’re moving forward in their careers. Engage your employees in other departments and encourage them to branch out. You get multifaceted team members who are eager to utilize their talents in their work this way because employees are able to develop and hone their skills.

I) Recognize excellence and give feedback

According to our survey results, 79% of people who quit their jobs cite “lack of appreciation” as their reason for quitting – this is particularly concerning because 75% of North Americans say they aren’t recognized at all during the year. Recognize people when they deserve it. Your employees will repay your appreciation by repeating or even improving their performance if you express your sincere gratitude for their above-and-beyond efforts. They will also feel empowered because they were rewarded for achievements without being overly guided.

J) Consistency is key

There is no such thing as an employer giving or taking away empowerment at will. To maintain a sense of unity and inclusivity in your workplace, while exceptional performance should be rewarded, every employee should enjoy the same basic privileges.

Try these FAQs related to Employee Empowerment.

The organizing challenge of a decentralized structure which stresses employee empowerment is

A) how to keep empowered employees from making lots of stupid decisions.
B) establishing a collegial, collaborative culture so that decisions can be made by gaining a quick consensus on what to do and when to do it.
C) how to avoid de-motivating employees (because empowered employees are expected to take responsibility for their actions and decisions).
D) how to exercise control over the actions and decisions of empowered employees so that the business is not put at risk while trying to capture the benefits of empowerment.

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D) how to exercise control over the actions and decisions of empowered employees so that the business is not put at risk while trying to capture the benefits of empowerment.

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One of the disadvantages of a decentralized structure featuring employee empowerment is

a) the difficulties of delegating authority in ways that allow organization units and individuals to do things in the best way they see fit.
b) how to keep empowered employees from making lots of stupid decisions.
c) the time and costs associated with empowering lower-level managers and employees.
d) how to exercise enough control over the actions and decisions of empowered employees so that the business is not put at risk in the event that empowered employees happen to make some unwise decisions.
e) how to avoid de-motivating employees (because empowered employees feel threatened by having to take responsibility for their actions and decisions).

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d) how to exercise enough control over the actions and decisions of empowered employees so that the business is not put at risk in the event that empowered employees happen to make some unwise decisions.  

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Which of the following statements is true of employee empowerment?

a) Employee empowerment is not possible in companies that have a participative corporate culture.
b) Employee empowerment is most assured in the autocratic style of leadership.
c) Employee empowerment has been declining in organizations.
d) Employee empowerment allows employees to provide input but not feedback on company decisions.
e) Employee empowerment does not mean that managers are not needed.

Which of the following is an illustration of employee empowerment?

a) The supervisor monitors the employee’s washroom breaks.
b) The supervisor dictates the employee’s mood.
c) Unionization of the work place brings better morale and therefore better quality.
d) “No one knows the job better than those who do it.”
e) OUPS drivers are trained to perform several motions smoothly and efficiently.

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