At the same time they will develop a feeling of being

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more with the company. At the same time, they will develop a feeling of being a partner in the business. c. Provide Ample Information (banyak informasi) For empowerment to be effective, employees should have ample information about everything that affects their work. Especially important is for workers to fully understand the impact of their actions on the company's costs and profits. Armed with such information, employees are more likely to make decisions that have a positive influence on the bottom line. d. Allow Group Members to Choose Methods Under ideal conditions the leader or manager explains to the individual or group what needs to be done (sets a direction) and lets the people involved choose the method. e. Encourage Self-Leadership Encouraging team members to lead themselves is the heart of empowerment. The basic idea of self-leadership is that all organizational members are capable of leading themselves at least to some extent. Complete self-leadership would involve workers deciding what should be done, why it should be done, and how to accomplish the task. f. Establish Limits to Empowerment One of the major situations in which empowerment creates disharmony and dysfunction is when workers lack a clear perception of the boundaries of empowerment. Empowered group members may feel that they can now make decisions unilaterally, without conferring with managers, team leaders, or other team members. Limits to empowerment might mean explaining to employees that they have more authority than before, but still they cannot engage in such activities g. Continue to Lead Although leaders empower group members, they should still provide guidance, emotional support, and recognition h. Take into Account Cultural Differences
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A group member's cultural values might lead to either an easy acceptance of empowerment or reluctance to be empowered Effective Delegation and Empowerment A major contributor to empowerment is delegation , the assignment of formal authority and responsibility for accomplishing a specific task to another person . Delegation is narrower than empowerment because it deals with a specific task, whereas empowerment covers a broad range of activities and a mental set about assuming more responsibility. Delegation, like empowerment, is motivational because it offers group members the opportunity to develop their skills and demonstrate their competence. When delegation is poor, conflict often erupts between the person who thought he or she was responsible for a task, and the delegator. FACTORS THAT CONTRIBUTE TO ORGANIZATIONAL POLITICS The term organizational politics refers to informal approaches to gaining power through means other than merit or luck . Politics are played to achieve power , either directly or indirectly. The meaning of organizational politics continues to shift in a positive, constructive direction.
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