A company that uses empowerment as well as the theories of motivation well gains the ability of addressing needs of both employees and customers. The needs of subordinates in a given organization are well addressed when the management carries out actions aimed at empowering the employees. Additionally, by way of empowering and motivating the employees in the organization, the entity is able to create cooperation in meeting the needs of customers. Motivated employees are always ready and willing to support the company in providing good and satisfactory service to the customers in the market. Once their needs are met, employees give back to the company by offering satisfactory and good service delivery to the entity’s customers.
Despite the fact that empowerment is often linked to the clients of human service organizations, it is vital to observe that these approaches must be applied in the context of employees too. Any rational supervisor must be able to note the significance of empowering his or her employees just in the same way workers find it reasonable to act for clients.
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Importantly, the empowerment process has to meet a set of principles for it to function well. These principles are those set by Hardina (2007) and they include development of partnerships, support, lowering feelings of powerlessness, clear ways of bridging the difference barriers, motivation enhancement and promotion of collaboration as well as team work. Other additional principles include encouraging the employees to target improvement, funding, involving workers in program evaluation recognizing the existent limitations and balancing them with inclusion. It is acknowledgeable that these principles were put in place to help the whole organization, but they can be tuned to suit the specific needs of an employee.
Important tasks of a supervisor
A supervisor has got many roles within the functioning process of an entity. These roles include the management of the primary agency funds, overseeing the ground flow of operations and directly monitoring as well as supporting workers. According to Lewis (2012), a supervisor must act as a positive and progressive support for the employees in the company. Moreover, Lewis (2012) suggests a number of important tasks that have to be performed by the supervisors. These key roles of a supervisor as outlined by Lewis (2012) include motivation building, enabling mutual goals between an employee and the entity, enhancing competence of workers in terms of delivery of service, assessment of individual success in the company and providing timely feedback to ensure enough time for responsive improvement by the employee.
Among the aforementioned functions of a supervisor, the most important ones include encouraging and motivating an employee in the organization. Encouragement and motivation are the two key tools that a supervisor can use to ensure employees learn, grow and improve their professional capacities.
Theories of motivation applicable
It is vital to understand that in agency, no single theory of motivation is singularly applicable. To successfully create a supportive environment for the functioning of employees, multiple motivational theories have to be used together. Notably, theories like the Maslow’s hierarchy of needs and Mcclelland’s needs are important in understanding the fact that providing the basic necessities of an employee makes him or her get the motivation to perform optimally. Moreover, acknowledging the need of an employee to belong, grow and get to a state of independence benefits the agency through helping him or her gain the requisite skills. The supervisor who avails the needed resources to employees so that they can grow their capacities gets their loyalty and devotion in performing highly. Moreover, such a supervisor develops good long-term relationships with the employees. Furthermore, these relationships are based on trust and commitment for the satisfaction of every one’s well being.
The expectancy theory is also another important motivation approach that has to be considered. In this case, the employee with higher skills and good performance expects to be rewarded and recognized well by the employer. Meeting these expectations for the highly performing workers goes a long way in motivating them to worker harder and achieve constant improvement.
However, these motivational theories applicable in an organization do not just have the positive results alone. There are likely to be drawbacks from these theories. It is the reason there are organizations, which like existing without betterment. If not mutually agreed on, the motivation efforts may not satisfy the employees because they always want highest rewards at a given time. The supervisor must ensure also the well being of workers is addressed all time.
Application of the principles of motivation to the environment of empowerment
In an environment that values of empowerment are highly recognized and practiced, the motivational principles can be the needed addition for enhancement. Demonstration of support must underpin the motivational efforts for employees. Motivational efforts seek to achieve enthusiasm, value recognition, trust and advancement towards the independence of employees. Sticking to this approach enables a manager to develop skills of workers and make them grow in the entity as they help clients.
Motivation is a process whose end result is always meeting the needs of workers in the organization. The organization must monitor the supervisors to ensure they are a source of motivation to the workers and even fund them where resources are required. Additionally, it is important for the entity to show willingness to motivate employees through creation of a department specifically charged with this function. It is a move that will always ensure a company is in a constant process of motivating its employees.
The effect of motivating workers is felt by the clients of the entity. Poor delivery of service by the workers who are not motivated by the company is of huge impact on the clients. Conversely, when the organization treats its workers well and invests massively in motivating them, there effective and quality service delivery by the employees. The beneficiaries of this quality services delivered by workers are the clients (Miner, 2015). Considering this important fact, it is clear that clients are a significant interested party in the decision-making process on matters concerning the handling of workers. Organizations are expected to involve their clients in developing the effective framework of motivating employees. The organization is likely to win the support of clients when they are involved in the process of motivating employees.
Furthermore, application of the motivational theory to the treatment of clients is a source of great encouragement to them. Clients and the community at large always understand that their needs are also addressed when they are involved in developing the framework for motivating workers. Therefore, the practice of motivating clients must also get precedent consideration in entities because it earns customer loyalty for the organization.
A company’s management must understand the fact that taking into account the needs of employees is tantamount to solving the problems and meeting expectations of clients. Motivating and empowering workers in an entity indirectly boosts service delivery for the clients hence also encouraging them to have loyalty to the organization. The motivation process must involve application of the various theories and principles like the Maslow’s hierarchy of needs.
Hardina, D. (2007). An empowering approach to managing social service organizations . New York: Springer Publishing Company.
Lewis, J.A. (2012). Management of Human Service Programs (5th Ed.). Belmont, CA: Brroks/Cole.
Miner, J. B. (2015). Organizational behavior 1: Essential theories of motivation and leadership . London: Routledge.