please write on counterpoint about empower employees....... i need fast answer
TO GET THE MOST OUT OF TEAMS, EMPOWER THEM POINT COUNTERPOINT If you want high-performing teams with members who Empowerment can do some good in certain circum- like one another and their jobs, here is a simple solu- stances, but it's certainly not a cure-all. tion: Remove the leash tied to them by management and Yes, organizations have become flatter over the past let them make their own decisions. 136 In other words, several decades, paving the way for decision-making empower them. This trend started a long time ago, when authority to seep into the lower levels of the organiza- organizations realized that creating layers of bureau- tion. But consider that many teams are "empowered" cracy thwarts innovation, slows progress to a trickle, simply because the management ranks have been so and merely provides hoops for people to jump through thinned that there is no one left to make the key calls. in order to get anything done. Empowerment is then just an excuse to ask teams to You can empower teams in two ways. One way is take on more responsibility without an accompanying structurally, by transferring decision making from man- increase in tangible benefits like pay. agers to team members and giving teams the official In addition, the organization's leadership already has power to develop their own strategies. The other way a good idea of what it would like its teams (and individ- is psychologically, by enhancing team members' beliefs ual employees) to accomplish. If managers leave teams that they have more authority, even though legitimate to their own devices, how likely is it that those teams authority still rests with the organization's leaders. will always choose what the manager wanted? Even if Structural empowerment leads to heightened feelings of the manager offers suggestions about how the team psychological empowerment, giving teams (and organi- might proceed, empowered teams can easily ignore that zations) the best of both worlds. advice. Instead, they need direction on what goals to Research suggests that empowered teams benefit pursue and how to pursue them. That is what effective in a number of ways. Members are more motivated. leadership is all about. They exhibit higher levels of commitment to the team When decision-making authority is distributed among and to the organization. They also perform much better. team members, each member's role is less clear, and Empowerment sends a signal to the team that it's trusted members lack a leader to whom they can go for advice. and does not have to be constantly micromanaged by Finally, when teams are self-managed, they become upper leadership. When teams get the freedom to make like silos, disconnected from the rest of the organiza- their own choices, they accept more responsibility for tion and its mission. Simply handing people authority is and take ownership of both the good and the bad. no guarantee they will use it effectively. So, leave the Granted, that responsibility also means empowered power to make decisions in the hands of those who teams must take the initiative to foster their ongoing have assigned leadership roles. After all, they got to be learning and development, but teams entrusted with the leaders for a reason, and they can best guide the team authority to guide their own destiny do just that. So, do to stay focused and perform at top levels to maximize yourself (and your company) a favour and make sure that organizational outcomes. teams, rather than needless layers of middle managers, are the ones making the decisions that count
