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Presented By : HR Team

Endurance Technologies Pvt. Ltd,L-6/3, MIDC, Waluj, Aurangabad

PRESENTATION ON

“MIDDLE LEVEL EMPLOYEE EMPOWERMENT AT L6/3 ”

Zone / Bay wise Responsibility Chart

INTRODUCTION

Empowerment:

1.Employee empowerment is giving employees a certain degree of autonomy and responsibility for decision-making regarding their specific organizational tasks. It allows decisions to be made at the lower levels of an organization where employees have a unique view of the issues and problems facing the organization at a certain level.2.sharing varying degrees of power with lower-level employees to better serve the customer.3.Empowerment is the level of responsibility and authority given to an employee.4.By empowerment, the employees are motivated and enthusiast to utilize their skills, abilities and creativity by accepting accountability for their work.

Empowerment can strengthen motivation by providing employees with the opportunity to attain intrinsic rewards from their work, such as a greater sense of accomplishment and a feeling of importance.

Intrinsic rewards such as job satisfaction and a sense of purposeful work can be more powerful than extrinsic rewards such as higher wages or bonuses.

CURRENT SCENARIO

1.There is centralization of Authority in the Organization.2.A well developed second line is lacking in Various Departments.3.There is a Communication gap Between Leaders and followers resulting in improper teamwork.4.Lack of authority to Middle level Employees decreases satisfaction level and may result in less participative work Environment.5.Lack of Middle level Employee Empowerment leads to lower Employee Engagement and affects organizational Development negatively.6.Lack of Employee Empowerment has resulted in Dangerously Increased Employee Turnover at Middle Level.

NEED OF EMPLOYEE EMPOWERMENT AT MIDDLE LEVEL:

1.Horizontal growth of Employees in Organization.2.Delegation of work & Authority.3.Increased job satisfaction 4.Effective Team work 5.Increased employee participation 6.Reduces Turnover rates. 7.Increases trust in the organization 8.Lower absenteeism degree 9.Better productivity and profitability 10.Less conflict as employees will more likely agree with changes if they get involved in the decision making process

CASE STUDY

Mr Sagar Joshi, Dy.Manager in Production Department.

Works as Second Line to Department Head.A crucial link between higher management and shop floor workers.Lacks Decision Making Authority and Not able to take Decisions in Absence of Department Head.Has Technical Knowledge, but Lacks Leadership qualities to lead the team in Absence of Senior Authorities.Not Involved in Decision Making Processes by Seniors.Can be very Productive if Empowered through proper Training and Motivation.

Mr Rajendra Nakil, Executive in Tooling Department.

Works as Second line to Department Head.Plays the role of Mediator between Department Head and lower Employees.Has sound leadership skills, Motivates and encourages Team member to perform Effectively.Takes responsibility of tasks in Absence of Department Head and has sound Decision Making Ability.

HOW TO EMPOWER MIDDLE LEVEL EMPLOYEES

Essential elements for empowerment:

1.Accuracy and Clarity 2.Encourage and support 3.Autonomy and freedom

Accuracy and Clarity :

The first step in empowering employees is to clarify objectives and expectations.People can only achieve the progress at work if they have a complete picture of what results they are expected to deliver.With empowerment the role of a manager shifts from closely supervising what people are doing to holding them accountable for results.This means that managers need to clearly define expected outcomes and communicate them frequently so that everyone understands their responsibilities.

Encourage and support:

The second step in empowering others is to support them by supplying the aids and resources they need to progress and removing any obstacles that may hinder progress. Managers empower their people by serving their needs.This requires not only providing the time, resources, and encouragement necessary for attaining goals, but also actively working to minimize barriers to success.

Autonomy and freedom :

Empowering people means giving them the complete autonomy they need to do their job .Once employees know what they are expected to do and have the support they need to do it, the best thing a manager can do is to Support them.Trusting employees to get their work done however they choose is fundamental for creating positive work environments.

General Guidelines for Empowering Employees

• Involve people in decisions that affect them • Clarify goals and objectives and explain how the work is related • Delegate responsibility and authority for important work activities • Take into consideration individual differences in ability and motivation • Provide access to relevant information • Provide the resources needed for new work responsibilities • Realign management systems consistent with empowerment principles • Remove bureaucratic constraints and unnecessary controls • Express confidence and trust in people • Provide coaching and advice on a timely basis • Encourage and support initiative and problem solving • Recognize important contributions and achievements• Ensure that rewards are commensurate with new responsibilities • Ensure accountability for the ethical use of power

Empowerment ProcessDetermining the skill level of the employee Providing for employee training as needed Coaching tasks with which the employee has some skills but is lacking experience or motivation Supporting tasks where the employee knows what to do but is still lacking confidence in their abilities Delegating tasks where the employee is motivated and fully capable.

CASE STUDY

Toyota Motor Company empowers some of its employees to identify and help remedy problems occurring during product assembly.An automobile coming off Toyota's assembly line with a paint defect is seen as an opportunity to delve into the root cause of the defect, as opposed to merely fixing the defect and passing it on to distributors for resale. Solutions resulting from employee involvement tend to have more employee buy-in when it comes to implementation.Because such solutions are generated from the front lines, this further enhances the potential for productivity improvements by reducing the attitude that solutions are "passed down from above."

BENEFITS OF MIDDLE LEVEL EMPLOYEE EMPOWERMENT

Quality of WorkEmployee SatisfactionCollaborationProductivityCostsReduces Turnover rates. Increases trust in the organization.Creativity & Innovation.Faster Decision Making.

ComplicationsGiving up control can be threatening to some managers.Managers may not want to share power with someone they look down upon.Managers fear losing their own place and special privileges in the system.

Thank You..!!