Saturday, 14 July 2018

Forms of teachers’ empowerment

Forms of teachers’ empowerment:

            According to Gansle (2012) empowering employees to make their own key decisions on how work should be performed is key to the success of any company. Employee empowerment means giving each worker the support he needs to make key decisions on his own and to become more
productive, motivated team player. This management technique has been effectively implemented in offices around the world and has led to vast changes in the way employees communicate with both their bosses and their co workers. In support of the above view, Ocho (2009) stated that employee empowerment can take many forms, including group communication, self-esteem and contributory resources.

(a)   Group Communication:

In order for a group to run successfully, communication is the key. Communication breakdowns often lead to chaos and loss of productivity. Effective communication is very necessary in empowering and motivating workers.

(b)   Self- Esteem:

Some workers according to Ocho (2009) have high self- esteem while others find it difficult in discovering their value within the group. Managers who create an atmosphere of positive reinforcement using the democratic management technique typically find  that getting to know the strengths and  weaknesses of each employee helps them in determining how to raise  employee self-esteem. For example, if the person is shy, the manger can bolster confidence by assigning the worker to lead a small group session. The manager can then move the worker up to larger group sessions as the person feels move able to take on additional leadership roles.

 (c) Contributory Resources:

        In order to empower employees to become more productive, knowledgeable and efficient in their contributions to the group at large, it is very important to give them the tools and resources they need. It is necessary to establish and maintain a library of training resources to include DVDs and books; Offer to pay for outside soft ware and continuing education courses. Also provide office supplies that make each employee more empowered and productive such as white boards and project management software.
        In addition, Ogba (2010) identified six methods to empower employees. He explained these methods as follows:

(a)    Demonstrate that you value people:

        No matter how an employee is performing on his or her current task, your value tor the employee as a human being should never falter and always be visible.

(b)   Share leadership vision:

        Help people feel that they are part of something bigger than themselves and their individual job. Do this by making sure they know and have access to the organization’s overall mission, vision, and strategic plans. Susan M. (2012) stated that management should learn to include employees in the actual planning on the product and department level and ask for their input on the overall plan. They will own the direction and surprise you with their commitment and competency.

(c)   Share Goals and Direction

        When possible, involve employees in goal setting and planning. They add  value, knowledge, ideas, insight and experience that you would not find on  your senior team. At the very least, involve them in goal setting at the department level and  share the most important goals and direction for your  group. With the help of your employees, make progress on goals measurable and observable, or ascertain that you have shared your picture of a positive out come with the people responsible for accomplishing the results

(d)    Provide frequent feedback:

        Provide frequent feedback so that people know how they are doing.  Sometimes, the purpose of feedback is reward and recognition as well as improvement coaching. People deserve your constructive feedback, too, so that they can continue to develop their knowledge and skills.
(e)  Solve problems: Do not pinpoint people when a problem occurs, ask what is wrong with the system that caused the people to fail, not what is wrong with the people. Seek to identify and punish the guilty.
Reflecting on the above methods of employee’s empowerment and their roles to the realization of government policies and programmes, Oduma (20014)  observed that, motivating employees is a constant challenge in today’s work place but this is a challenge that must be met on a daily basis. Every CEO knows the value of a highly motivated work force, they work longer, harder and better, numerous employees’ engagement surveys attest to this fact. The above observation could also contribute to the processes of formulation and implementation of teacher’s empowerment policy in the post- primary school education management boar activities.

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