Empowering Employees to Achieve Economic Growth, SDG Number 8

empowering people

Empowering Employees to Achieve Economic Growth, SDG Number 8

According to dictionary.com, the definition of empower is to give power or authority to; authorize, especially by legal or official means. Empowering employee is one from many ways to achieve the UN Sustainable Development Goals (SDG) number eight: decent work and economic growth.

Types of Empowerment

  • Individual

This type of empowerment allows people to control and improve self-efficacy. Self-efficacy can be described as the development of a personal strength, power, or sense of mastery, which helps to improve a person’s ability to act in situations where he feels lack of power.

Personal self-efficacy is sometimes regarded as a structure of “Westernization” or “individualism”. It is based on the view that simply believing that one has the ability to achieve a certain result is all that one needs for self-empowerment.

This means that your inner beliefs are sufficient and desirable to change a person’s life. However, if there is no real change in a person’s life, the change in self-efficacy cannot really be called empowerment (Cattaneo & Chapman, 2010).

  • Psychological

It is a process by which we become conscious of the dynamics power that occur at multiple levels in our lives. This could be something like becoming aware of being treated differently due to the color of one’s skin, or how the deficiency of resources in the community one lives in affects one’s well-being.

Public then start to develop skills for gaining control over relevant aspects of their lives, such as advocating for themselves or working on coping techniques to respond to discrimination.

This type deal with the role of the context and the influences from external factors that impact the lives of all people (Keys et al., 2017).

These external factors outside of individual women’s control, impacted women in the environments where they worked and lived. The related advocacy and women’s movement efforts were led by women who had advanced skills individually and started to support others.

  • Organizational

At this level, it is important to think of empowerment in two forms: The first one is empowering those within the organization. The second one is being efficient in addressing organization level concerns and working properly with those outside the organization such as other organizations and governmental law and policies.

We can determine some ways such as empower those individuals and groups within it. First of all, we need to recognize that organizations can control and influence those who are inside the organization (Peterson & Zimmerman, 2004).

As an example, Maton (2008) recognized a set of positive core organizational characteristics for empowering community settings. These include a group-based belief system, positive core activities, a supportive relational environment, opportunity role structure, and setting maintenance and change.

By including these characteristics, an organization may foster the empowerment of its members and groups. An organization also can be successful in working with other organizations, local communities and larger society in order to address its needs and achieve its goals.

The ability of organization to empower individuals may be due to interpersonal factors, such as trust. For instance, Foster-Fishman and Keys (1997) found that in a large human service organization, employees distrusted system-wide empowerment initiatives set forth by upper management. The lack of trust often indicates perceptions about organizational policies and authority roles.

It is essential to consider that some organizations are more democratic in the way they operate and incorporate more intra-organizational plans. That is the reason why some organizations try actively to build personal relationships among members and evolve greater trust, which supports a better foundation for their actions.

How Do You Empower Them?

  1. Support the needs of employees
  2. Allow them to finish their work with their own way
  3. Welcome to the ideas and input
  4. Express helpful feedback
  5. Shares the vision of organization

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