Wednesday, 31 January 2018

Overview of Teachers’ empowerment and the teachers’ empowerment policies

The concept of empowerment is multi-faceted and dimensional in that, it can be used in different ways depending on the context within which one is using it. In literal terms, empowerment could be used to mean, to authorize which means giving people some ability to influence something they cannot influence or do something they cannot do. In the management parlance empowerment could mean to equip” and to give the staff of an organization the enabling environment to perform their duties effectively and efficiently. 


It is in line with the above views that, Mullins (2005) stated that empowerment means allowing employees greater freedom, autonomy and self- control over their work and responsibility for decision- making. This means that empowerment can be regarded as a motivation strategy designed to bring out the best from the employees of an organization. It is also anchored on the believe that. Subordinates also need to exercise some level of power as that will make them feel belonged and that their decisions could also be taken.
According to Sussan (2010) empowerment is the process of enabling or authorizing an  individual to think, behave, take actions, control works and make decisions in autonomous ways. Empowerment here means making people responsible for the quality of their own work and giving them the means to test and inspect it. It also means consulting people and taking their view into account when changes are necessary. Umeogu (2012) suggested four managerial initiatives and means to empower employees:
  • Empowerment through participation, for example, the delegation of decision making which in a traditional organization would be the domain of management.
  • Empowerment through involvement for example, when management’s concern is to gain from employees’ experiences, ideas and suggestions
  • Empowerment through commitment, for example through greater commitment to the organization goals and through improvement in employee’s job satisfaction.
  • Empowerment through de-layering, for example through reducing the number of tiers  of management in the organization structure.
 Suffice it to say here that, people may confuse empowerment with delegation but in the strict sense of it, empowerment involves granting subordinate’s authority to decide and act. It is described as a management style. It means making people responsible for the quality of their own work and giving them the means to test and inspect it.
It is important to state here categorically that, this research focuses on the empowerment  of  teachers through greater government commitment to the improvement of teacher’s job satisfaction. Based on this, empowerment could be used interchangeably with the concept of motivation. When used within  this purview, empowerment can be regarded as the process  through which the  government improve teachers welfare, give them adequate incentive to  enable them bring out their best and also help them to achieve their personal career targets .while  working for the realization of government  educational objectives. It is in view of the above that, Ogwa (2011) stated that, empowerment is the process through which the employees of any organization are given the suitable social, economic, political, welfare and otherwise incentives that can make them work more effectively and efficiently. In  line with this, Mullins (2005) stated that,

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