Disempowering organizational culture, what does that mean? That is an articulate way of saying how individuals, or organizations, go about destroying organizational culture. The obverse of disempowering organizational culture would be to empower an organizational culture. This paper discusses how individuals can identify symptoms of a disempowering culture, and how you can reverse that using the six values identified by Gershon and Straub (2009). Also contained in this paper are four examples of symptoms that are present at the Police Department that the author currently works for, that are disempowering that organizations culture. An example of those disempowering symptoms are, (a) leaders versus employees mindset, (b) distrust and cynicism, (c) thoughts or feelings not freely expressed for fear of reprisal, and (d) learning and growth opportunities not being actively pursued. Four of the afore mentioned symptoms are presented and discussed as well as the authors position and curative plan defended.
Empowering your Organization
How does an employee or a manager, go about empowering his or her organization in a positive, productive manner? And obversely, how does an employee or a manager, go about disempowering an organization? These are some of the questions that this paper will cover on the road to understanding about empowerment and the symptoms that will warn an organization that it is in fact on the road to dysfunction.
To better understand organizational dysfunction or disempowerment, an employee, manager, or leader must first know what the symptoms of disempowerment of an organization are Gershon & Straub (2009). To better understand that here are the symptoms as described by Gershon and Straub; (1) blaming...
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...ior and developing talent in organizations. Retrieved
http://www.empowermentinstitute.net/index.php/organizational/organizational-empowerment/57-organizational-empowerment
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Reframing Organizations is based on the belief that this kind of empowerment is critical for individual and organizational success. A relationship with
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We need to embrace change by having an individual take a leadership role. There can be more than one leader, but at least one person has to realize change is needed for the better and success of others. Another way to embrace change is by bringing the ...
With the concept of organization justice, Shkoler (2017), defines the concept of organizational justice as the “Perceptions of the degree to which an organization provides its employees with appropriate, fair and respectful treatment, adequate and accurate information, and resources and rewards.” (Shkoler & Tziner, 2017). With this, the researchers (2017) found that employees who perceived injustice in the workplace and acted to resolve the issues developed some behaviors that demonstrated negative feelings towards the organization. These behaviors included a lack of motivation and manifestations of mistrust towards the workplace or the manager. (Shkoler et al., 2017). The consequence of perceived injustice to employers is job burnout. Emotional intelligence was measured using the Trait Emotional Intelligence Questionnaire-Short Form. Organizational justice was measured by the justice scale and burnout was measured with the Maslach Burnout Inventory. Work Misbehavior was measured by the Interpersonal and Organizational Deviance Scale. Meetings were conducted among threatened participants to gather the information about what might be going on in terms of employee’s personal, social, and mental health. This included issues of expertise, self-esteem,
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Change is the only constant in life. And therefore it should be understood as part of a continuing work in progress that calls for a much broader canvas that seeks out competing voices, and works with the resulting ambiguities, contradictions and tensions of messy reality (Graetz, F. & Smith, A., 2010). In this submission I try to show that organizational change is majorly based on the environment surrounding it much more than the desire of the members or change agents working in that organization. This view diverts from that of Lippitt, (1958) who suggests that implementing planned organizational changes successfully depends on premeditated interventions intended to modify the functioning of an organization. It also diverts from the traditional approaches to organizational change that generally follow a linear, rational model in which the focus is on controllability under the stewardship of a strong leader or ‘guiding coalition (Collis, 1998). In this discussion therefore, comparison made between the different philosophies of change and I try to show that successful change implantation largely depends on an organizations appreciation of what goes on around it rather than what they have planned as a strategic direction.
Change is a fundamental element of individuals, groups and all sorts of organizations. As it is the case for individuals, groups and societies, where change is a continuous process, composed of an indefinite amount of smaller sub-changes that vary in effect and length, and is affected by all sorts of aspects and events, many of which cyclic are anticipated ones. It is also the case for organizations, where change occurs repeatedly during the life cycle of organizations. Yet change in organizations is not as anticipated nor as predictable, with unexpected internal and external variables and political forces that can further complicate the management of change (Andriopoulos, C. and P. Dawson, 2009), which is by itself, the focus of many scholars in their pursuit to shed light on and facilitate the change process (Kotter 1996; Levin 1947; et al).
Empowerment is another feature of post bureaucracy. It represents organizations awarding power and authority to those lower in the organizational hierarchy (Knights & Willmott, 2007). To some extent empowerment could be beneficial to a organization because empowerment would allow the workers to work...
Employee empowerment can be a powerful tool. The leadership style can increase efficiency and effectiveness inside an organization. Empowerment can also increase productivity and allow managers more tim...