Empowerment and Participation It is interesting how the word communication
can change life at home and at work. When everyone is aware of what is going on
around him or her, they can function better. What a concept! All of the readings
I have done taught communicating is the key. We read about ridding the stigma of
upper management, getting their hands dirty, understanding their position, and
why it is important to the rest of the company. This chapter takes it one step
further and says talk about the company finances as well. It is important for
employees to understand the business in its entirety. That includes the finances
of the job. All of the readings in this chapter had something to offer. I feel
taking a bit from each will provide a work place of splendor. Finances include a
variety of things: From hiring a new employee to purchasing a new tool to make
the job easier. It is those decisions we make which can make difference of
saving, spending and making money. It is these decisions that can make or break
a company. The old school tells us not to share finances with anyone else in the
company but those directly on top. The new school is saying that this philosophy
is all wrong. If one want an employee to do the best he or she can do, and feel
important, give them the company information. Let all the employees know what
role they play. Allow them to make decisions that will make their job easier. As
implied before, who betters know the job than the employee performing the job?
The reading, Zapp! The Lightening of Empowerment suggests managers help their
employees take ownership of their jobs. This requires trust, listening to the
workers, and giving feedback. The novel concept here is to treat people like
humans. Like any relationship, one needs these qualities to survive. If one
gives positive reinforcements people tend to respect them. Employers hire people
everyday with the hopes and trust they will do their job. But when people do not
understand the role they really play in the company, they may not give their
full effort. Hence, we have Saps, people who lack the main ingredients of
relationships discussed earlier.
We must let the employees know we trust them to
make good positive decisions. Give them the empowerment by letting them know
they are valued, and commending them on jobs well done. Open Book Management
suggests we share our finances with the other employees no matter what their
status, and give them a stake in the company. After all, this is a good
suggestion, why work if one can't reap the benefits of their work? It also
suggests that many employees are business illiterate, and if we want them to
understand business we need to teach it to them. In conclusion, all of the
readings I have done so far make management more then just problem solvers. They
have become part of the problem. To solve their own problems managers need to be
teachers, coaches, and a wealth of knowledge to be shared. Businesses need to be
a team, and to this they need to share every aspect of the team. When the
business succeeds all should have a share in the profit, and when it fails all
are responsible.
Bibliography
Pierce, Jon L. John W. Newstrom. The Manager's Bookshelf. 5th ed. Prenticw Hall:
2000, 1996.129-173.
Words: 557
