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Potential Edits to Wikipedia Article "Empowerment"

Our SCOM 425 group has noticed some shortcomings in the wikipedia article "Empowerment." Within the article there is very little information on the relationship between empowerment and leadership, so we plan to add a section on "Empowerment in Leadership" with two subheadings: "Components of the Empowerment Process" and "Empowerment Model." Below is the information we have collected on those topics so far. We also plan to remove the "Women in Empowerment" section from the article and create a new article for that topic alone because we feel that it is too specific to be included under the "Empowerment" article.

Empowerment in Leadership

Components of the Process of Empowerment

Modifying the environment

The environment is important because it can help an employee flourish. If autonomy is given and the employee is given the ability to grow and learn the environment is successful. The leader creating the environment as one that is flexible is important for the employee to feel as though they have meaning within the workplace.

Building intrinsic motivation

Leads to

• Morale increases that can be expected both at the team and the individual level.
• Productivity will increase because employees will buy in to what they are doing within the job.
• Less no shows at work. People will genuinely want to be there both mentally and physically.
• People will stay within the company for longer than the past. When the employee feels fulfillment they will be more inclined to stay with the company and continue working hard.
• Overall the work level will improve.

Supply of resources

Without the proper resources empowerment may not be possible.

Model of Empowerment

"Leading the Journey: Model of Empowerment" by Belsaco and Stayer is deemed a systematic approach. Leaders are responsible for determining the vision and direction by removing any obstacles or challenges in an organization.

Steps include:

1. Determining focus and direction: The goal of this step is to put on an incredible performance in the end not a mediocre performance. Leaders have to create the vision and direction of the organization while communicating with customers and employees.
2. Removing obstacles: Eliminate challenges that inhibit followers or customers by creating a plan of action.
3. Developing ownership: Decline to accept responsibility for problems and use probing questions to guide followers instead of answering questions.
4. Stimulating self-directed actions: Determine your individual strengths and allow others to take on your weaknesses. Construct problem-solving techniques for employees and hire employees with the skills that will benefit the organization.