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Empowerment And Situational Leadership

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Empowerment & Situational Leadership Essay

What does empowerment mean to me? I feel empowerment means allowing people to use their skills, resources and opportunities and holding them responsible and accountable for what they are doing. A leader’s role is to encourage and support the decision-making process by giving employees the tools, knowledge and motivation they need to make and act upon their own decisions. When a leader engages in doing this, they help their employees come into an empowered state.
Ken Blanchard’s “Three Keys of Empowerment”, sharing information with everyone, declaring the boundaries, and replacing the old hierarchy with self-directed individual and teams can be used effectively by leaders to empower their employees. …show more content…

The main reason being that one small mistake can be a costly one. He often will have me make tickets of the customer’s blends for each field. I constantly check and recheck my work to insure I have not made any mistakes. I do not feel I give myself enough credit at times for my capabilities. I am grateful however that my boss does delegate his work and puts trust into his employees to help get the job done effectively and efficiently. I feel I have empowered others, just by sharing my knowledge and trust in others to help me understand how to get things done correctly. My current job always has room to learn new things, and we are all quick to help each other when someone else may need a boost in knowledge that I may have a better understanding …show more content…

As stated in the article by Alan Randolf and Ken Blanchard, “different strokes for different folks” (pg. 76). In other words every leadership situation will require a different leader type. Comparing the Situational Leadership II model to the original model, the original model is similar in that it sates “there in no one best style of leadership, or way to influence people. The Situational Leadership model is based on leadership itself and what level the follower is at developmentally. The model in the Situational Leadership Model #2 consists of four styles directing, coaching, supporting, and delegating. The model in the first Situational Leadership model consisted of telling, selling, participating, and delegating. Situational leadership is all about choosing the right leadership style for the right people to get things done effectively. The follower readiness versus the developmental level of the individual is amongst one of the major things changed in the latest model of the Situational Leadership Model. A restructure and new meaning of the labels have been made in order to account for the different levels of development. The different levels of development have been changed to more accurately fit an individual willing or able to learn with little or no knowledge on up. The SSL II model fits the

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Finally, my decision fairness empowers others to be involved in our daily tasks. I scored highest in action under core leadership skills, which include: decision making, communication, and mobilizing others. I feel this supports my frame of leadership as well. Moreover, I feel mobilizing others generates employees to feel respected and valued. When employees feel their leaders are emotionally invested in them it empowers them to do well for the leader.

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ii. Empowerment through involvement, in this case management gain through reflecting on employees’ experiences, ideas, and suggestions, for example team briefings. iii. Empowerment through commitment that leads to increased commitment to goals and employee job satisfaction, for example, profit sharing schemes and job rotation. iv.

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According to this author, empowerment is the ‘process of challenging existing power relations and of gaining greater control over the sources of power’ (Batliwala, 1994). The conclusion

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The situational leadership theory would explain why the members of our team more adept in presenting skills took the leadership role, this being in accordance with situational demands and

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