Quality Management

Approving "empowerment" with "empowerment" and "to Empower" with "boost", while expressions fall into disuse old as "empowering" and "enable." To the extent that management is integrated with the relevance of empowerment that gives workers notice a more proactive behavior, the more beneficial for the company, as it is a process that allows free, count and multiply the potential of staff to acquire more synergy, feedback to the trust pass to the income, productivity and belonging to the company where he works. It is therefore not surprising that stated that the Empowerment, is a resource management for expanding the means by which usually has to do a job. It is definitely true when they say, that empowerment becomes the strategic tool that strengthens the leadership to do that gives meaning to teamwork and total quality permits cease to be a motivational philosophy, from the human perspective and become a functional root system. It says much assertiveness, that people are led, conducted under a process Empowerment, feel they are at the heart of events and perceived success in contributing towards the organization, who are persons taken into account, considered in the plans of the company, where they are respected, appreciated its performance, integration their duties. Premises to be considered towards the empowerment and empowerment When management identifies the scope, relevance of using the Empowerment must be vigilant in complying with its premises, which is known, should be promoted by management, cascade and at all levels, these are: Responsibility for designated areas or yields. Control over resources, systems, methods, equipment. Control over working conditions.

Authority (within defined limits) to act on behalf of the company. New scheme of evolution by achievements When the manager has reviewed and considered the scope and positive impact on changes in favor of a good organizational culture, an authentic culture of the company itself, where he says what he has created in favor of productivity, development of the organization under his command, should take into account the characteristics of the incumbents so that its opening supportive of the changes, changes that give way to a good empowerment, for it to consider the main symptoms reminiscent Yohann Jonson, as traditional companies in his post is part of the company. Only orders are received. Your post does not really matter. Do not always know if you are working well, usually the indicators are not clear. You always have to remain silent.

His position is different from what you are. It has little or no control over their work precisely on this change must be generated and results will be favorable. Comments modern organizational behavior shows a new openness in the use of authority, power, and share it among all members of the company, committed to one goal, as is ensuring the success of the company in its operations, productivity, achievement so that the work efforts, performance will benefit everyone. From here. the importance of the democratic use of power with the potential of staff to participate in decisions, goals with an integration of values, efforts cohesive, integrated, and thus, a new organizational culture that promote the company, its achievements. . Consider that everyone must work together to design the process of change, from top management to line workers. * Area Faces graduate, UC. Quality management and productivity

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