HR

1. Personal Empowerment
Amal Benny

2. Empowerment Definition
According to J.I Cotton empowerment is defined as,
“A participative process that uses the entire capacity of
employeesand is desgined to encourage increased commitment
to the organization’s success.”
Accoding to Netstorm and Devis,
Enpowerment is any process that provides greater autonomy
through the sharing of relevant information and provison of
control over factors affecting job performance.

3. Vision Statement
 A primary goal of employee empowerment is to give workers a
greater voice in decisions about work-related matters.
 Their decision-making authority can range from offering
suggestions to exercising veto power
over management decisions.
 Possible areas include: how jobs are to be performed,
working conditions, company policies, work hours, peer
review, and how supervisors are evaluated

4. Approaches to Enpowerment
 Helping employees achive their job mastery. ( Giving proper
training, coaching, and guided experience that will result in
intial successes)
 Allowing more control. ( Giving them discretion over job
performance and then holding them accountable for outcome.)
 Providing successful role models. ( Allowing them observe
peers who have already succeeded in the on their jobs.)
 Giving emotional support (Providing reduction of struss and
anxity through better definition, task assistance, and honest
caring)

5. Conditions for Empowerment
 Participation
 Innovation
 Information
 Accountablity

6. Benefits Of Enpowerment
 All ees view themselves as ‘Owners’ of the business
 Improved productivity
 Creativity & Innovation
 Customer-focus
 Faster decision-making
 Organizational learning
 Making full use of Human resources-
 “Engaging the mind of every employee”

7. Success Factors
 Rewards have to encourage empowerment, not compliance
with rules.
 Sharing responsibility means sharing in the rewards-
performance based pay is crucial.
 Empowerment requires sharing of information- books need to
be opened to employees.
 Employees need to be trained to make smart decisions.

8. Personal Empowerment in you
 Your sense of self worth
 Your right to have and determine choices
 Your right to have access to opportunities
 Your right to have the power to control your own life
 Your ability to go outside yourself to influence change in the
socio-economic environment in which you live.

9. Personal Empowerment

10. Personal Enpowerment
 The term 'empowerment' simply means 'becoming powerful'.
 Building personal empowerment involves reflecting on our
personal values, skills and goals and being prepared to adjust
our behavior in order to achieve our goals.
 Personal empowerment also means being aware that other
people have their own set of values and goals which may
different to ours.

11. Personal empowerment gives an individual
the ability to:
 Take control of their circumstances and achieve their own
goals in their personal and working life.
 Become more aware of their strengths and weaknesses and
therefore be better equipped to deal with problems and
achieve goals.
 Enhance the contribution they make both as an individual and
as a member of a team.
 Take opportunities to enhance personal growth and a sense of
fulfilment.

12. Dimensions of Personal Empowerment
Self-Awareness
Self-awareness involves understanding our individual character
and how we are likely to respond to situations.
Values
Values are opinions or beliefs that are important to us but of
which we are not always aware.
Skills
An individual's skills are the main resource which enables them
to achieve their desired goals.

13. Information
Knowledge or information is necessary in the development of
self-awareness and skills.
Goals
Setting goals is a means by which an individual can take charge
of their life.

14. Quality Circle

15. Meaning of Quality Groups
Quality Circle is a small group of 6 to 12 employees doing
similar work who voluntarily meet together on a regular basis to
identify improvements in their respective work areas using
various techniques for analyzing and solving work related
problems coming in the way of achieving and sustaining
excellence leading to mutual upliftment of employees as well as
the organization.
It is "a way of capturing the creative and innovative power that
lies within the work force“

16. Features
 Voluntary Groups
 Small Size
 Regular Meeting
 Independent Agenda
 Quality Focused

17. Characteristics of Quality Circle
 Quality circle are small primary groups of employee whose
lower limit is three and upper limit twelve.
 The membership of quality circle is most voluntary .
 Each circle is lead by area supervisor .
 The member meet regularly every week or according to an
agreed schedule.

18.  The circle members are specially trained in techniques of
analysis and problem solving.
 The basic role of circles to identify and solve work related
problems for improving quality and productivity.
 Quality circle enable their member to exercise their hidden
talents for tackling challenging tasks.

19. Developing quality circles in an organisation
1. Publishing the Idea.
2. Construction of quality circle.
3. Initial Problem solving.
4. Presentation and approval suggestions.

20. Advantages:
 Product Improvement
 Customer Satisfaction
 Efficiency Savings
 Financial Savings
 Improved Company Performance
 Reduced Customer Complaints
 Reduced Wasted
 Reduced Error
 Increased Accuracy

21. Limitations:
 The overall productivity may decrease initially.
 A large investment and time is required for a concept that is
essentially new .
 The chances of error increase initially .
 After circle implementation a period of confusion may arise.
This is because people experiment with new ideas , new skill
and new roll.

22. Thank You 