managed_empowerment

Managed_empowerment - Managed Empowerment An Oxymoron By Denise OBerry www.teambuildingtips.com The Small Business Edge Corp 14318 Pelham Lane

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Managed Empowerment An Oxymoron? By Denise O’Berry www.teambuildingtips.com The Small Business Edge Corp. 14318 Pelham Lane, Suite C Odessa, FL 33556 813.671.5996 1.800.643.3370 Toll Free US www.teambuildingtips.com
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Managed Empowerment: An Oxymoron? Page 2 of 12 How Do You Unlock The Power Within Your Teams? Can teams be empowered, while at the same time work within the structure and discipline imposed by their organization? Best Practice organizations think so, and organizations that fail at teaming often cite the lack of structure as a contributing factor. The key to success is in knowing how much and what kind of structure to impose. Predictable things arise which cause teams to waste time, team leadership to suspect things are running amok, and executive management to worry whether organizational goals are being met. In many organizations, groups of employees are called teams, told they are empowered and are expected to act accordingly. This approach can result in a flurry of interest and excitement about teaming, and some groups may even achieve a measure of success. However, at some point in the life cycle of most teams, unresolved internal issues emerge which threaten the team’s ability to meet their business objectives. These unresolved issues can jeopardize the very existence of a team, since the lack of resolution can lead to frustration and disengagement on the part of team members. Managing empowerment by using a structured approach enables your organization to change and realize improvement in business objectives simultaneously. By putting some structure in place up front, and addressing the predictable behaviors in a disciplined fashion, the risk of unresolved issues will decrease significantly. Organization leadership becomes more willing to buy-in because the process is business focused, not just a "feel good" exercise. © 1998 Denise O’Berry All Rights Reserved | 813.671.5996 | www.teambuildingtips.com
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Managed Empowerment: An Oxymoron? Page 3 of 12 Existing Management Philosophies The primary management philosophies in existence today run the gamut from very directed and controlled to autonomous. Characteristics Autocratic All decisions are made at the top Buy-in is not considered worthwhile and may be viewed as counter productive Work activities and roles are tightly structured, monitored, and controlled Interaction of lower level staff is minimal across functions "Common Mentality" pervades the organization Laissez-Faire Decisions are made by individuals, often in isolation Buy-in is considered important only when workers are not under direct authority Work activities may be tightly or loosely structured, monitored, and controlled depending on individual style Lower level staff may interact across functions if no control issues exist Democratic Decisions are reached by majority vote Buy-in is considered desirable, but not essential Responsibility for structuring, monitoring, and controlling work activities may be assigned to individuals or committees
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This note was uploaded on 07/20/2011 for the course BUS 250 taught by Professor Barrie during the Spring '10 term at Kaplan University.

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Managed_empowerment - Managed Empowerment An Oxymoron By Denise OBerry www.teambuildingtips.com The Small Business Edge Corp 14318 Pelham Lane

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