Empowering Your Organization Essay

Organizations ar almost people. People argon the almost valu able addition that an arrangement plunder possess to create success. The development of these people and the endowment funds for an boldness to retain talent can be complex. An ecesis must(prenominal) be organized to communicate and provide the structure prerequisite for development and development. They must also have the people inside the administration transform their ability to grow and the directions available indoors the make-up for growth. In the industrial age a comp whatever was primarily there to provide goods and serves. umpteen organizational behaviorists at that time focused on getting the most production from the employee. The employee was looked at as a necessary evil in creating the goods for market.We have now realized that people are the foundation that can make or break an organization. The thoughts and actions of the alliance and the employee are imperative to their success. Retaining exceed talent is about creating a structure that is conducive to growth and development. authorization is important on an organizational level and an individual level. When looking at the dynamics of an organizations say-so it is essential to recognize the symptoms of disempowerment. Gershon and Straub identified ten symptoms of a disempowered organization. We will look at one eluding at centerfield an organization and four of these symptoms that were evident and describe these dysfunctions. We will then create a protrude using Gershon and Straub six values to create an empowering surroundings.Four Symptoms of Disempowerment scruple and CynicismWhen individuals finger that they must regularly compete for their future a ace of disbelieve begins to arise. In the case tuition this organization had weak leaders that did not give others a sense of team involvement. thither was constant dis charge in coworkers and in management to make the right decisions. ascribable to t he lack of leadership employees felt the affect to compete through and through criticizing and creating blame. care did not give true direction or provide any envision of action but instead were quick to criticize the actions individuals took in order to compete tasks without direction. Apathy and BurnoutThe organization in the case study was constantly in a state of channel. New projects can be exhausting in themselves. When a project goes beyond the original plan umteen time companies will use the resources they have and overwork the employee in order to reach plan. This can create burnout and apathy within the workforce. This was the case with this organization, instead of bringing in additional contact workers to assist the company expected employees to work overtime to meet goals. This would involve as many as eighty hours per week. The result was burnout and exhaustion and a general sense of being unappreciated. The personal life of the employees was expected to be put on hold and this creating a general sense of apathy within the workforce. gibber and back biting poisoning work environmentMany times people are the reflection of the environment that they are surrounded by. There is a saying about how weak people talk about other people this was the case in this organization. Gossip was common authority and a reflection of the emotional turmoil of not being able to move within the organization. Management did not stop the personal appointment that was created within many of the groups by gossip and back stabbing. covering talent leaving for better opportunities or work environment cod to the inability to move within the organization and the general atmosphere of distrust and dissatisfaction many of the top talent moved on to better opportunities. The organization was a revolving door and the issue was that the positions available were not backfilled with internal, local talent but instead more new employees were brought in to replace the talent t hat let the organization. This further fueled the discord and ill feeling of the received workforce.Six Values Applied to DisempowermentChange in anything that we do must first have sex from the inside before we can change the outside. A great example of this is in losing weight many people lead to go on a quick fix diet plan. This is a wonderful expressive style to reduce the weight in the short call but the person eventually returns to their previous weight. Change must come from the inside through long term changes in the way that they imagine about food and the long term change in diet. When an organization has the symptoms of disempowerment it is not just from the inability of the individuals internally but from a dysfunctional mindset within the organization. Therefore the organization must perform a metamorphose to change the structure of the company and the mindset of the individuals and management. There are six values that are an essential part of the framework nece ssary for change within an organization.These six values are self-responsibility, authentic confabulation, trust, attainment and growing, interpersonal process skills and caring. When looking at an organizational level of self-responsibility the empowering organization has individuals that take responsibility for their jobs, team and organization being the way that they need it to be. This is the opposite of the mindset of victimization and an understanding that changes comes from each individual within an organization. If an organization promotes authentic communication it is obvious through observing the individuals and their communication. If the communication is open, transparent, honest and vulnerable then the company is communicating authentically. When observing trust within an organization the first thing that needs to be evident is the ability for individuals to feel safe within the environment. This trust is apparent in the ability of individuals to take risks and tryout new behaviors without risk of reprimand from supervisors.When an organization promotes an environment conducive to growth and learning individuals are challenged to recognize their weaknesses and give the luck to learn and develop these skills. The growth and encouragement is transferable to both the employee and the organizational growth. Learning is on a bilateral level through growth of both the structure and the individual. An empowered organization understands individuals as autarkical and of their own mindset. They champaign the individual and have created process and protocols to resolve personal issues that may arise.The organization is high functioning within their relationships internally and victuals teamwork and individualism equally. There is a general sense of caring within an empowered organization. Leadership demonstrates genuine caring of the individuals that work within the company. Individuals feel valued and inspired creating motivation to do their best. The P lanTo develop these skills within an organization that is lacking these basic values can be challenging. The plan must start with leadership and management having a full delay of the qualities that create an empowered organization. The first step is to educate management in the skills necessary to create this environment. This cannot be done with a week-long workshop but with concrete training and development over the long-term. Honing and developing the skills on a weekly, monthly and yearly basis. Removing the boss barrier is an essential part of creating an environment for growth and productivity. The second step is to remove the system barrier. Looking at the process and the policies the current organization and recreating an environment that gives employees the opportunity to develop. Realigning the reward systems and identifying the blocks that disempower change within the organization is essential.The third aspect is to remove the barriers of the mind. This is important in e mpower both the leadership and the employee. People have a way of thinking about things until you give them the opportunity and the tools to look at things differently. You are basically what you think you are and it takes reconditioning the minds of the individuals within an organization to change. Change happens from within. It is the willingness of the organization to change and the individuals to change that will make a move towards empowerment possible. Motivation to change must be driven by emotions and the observe is to find these emotional triggers and create a plan towards growth and opportunity for both the organization and the individual.ReferencesBigelow, D. (2011). empowerment The Art of Creating Your Life as You take It. Library Journal, 136(9), 95. Gershon, D., & Straub, G. 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