چکیده:
Empowerment has become one of the hottest topics in modern management as a new method of creating motivation. A number of theorists have placed great importance on the role of power in the process of employee empowerment and, in principle, do not envision any goal for empowerment other than increasing the power of subordinates. This writing, while explaining various approaches to this term, identifies the reasons and ways of empowering employees and finally examines the relationship between empowerment and power.
خلاصه ماشینی:
For this reason, empowerment is defined as the process of increasing intrinsic motivation for tasks assigned to employees, which manifests in a set of the following cognitive characteristics: 1- Impact: A task has the characteristic of impact if it is perceived by the individual as a source of effect toward achieving task goals.
Hardy and Leiba-O'Sullivan have used the term "Mainstream Management"3 for this part of the study of power in organizations and believe that there are similarities between them and the studies of pluralists: 1- Both pluralists and researchers of mainstream management thought questioned the common decision-making patterns of their era.
Both are based on the assumption that power is only used to confront conflicts (oppositions); although, the power exercised through decision-making processes is less visible than the power exercised through resources (Fulop & Linstead, 1999:145; Hardy & Leiba-O'Sullivan, 1998:445).
Therefore, to empower individual "B", proponents of the communicative approach believe that the possibility of his access to accurate resources must be provided so that he too can influence the decision-making process.
On the other hand, there is a fundamental difference between the viewpoints of proponents of critical theory and dominant management thinking regarding organizational empowerment programs, which are explained in Table (3).
( Hardy Leiba-OSullivan, 1998:465-476 ) Table (3): Comparison of empowerment actions based on the perspectives of critical theory theorists and dominant thinking in management (Refer to the page image) Source: Hardy et al.
From the perspective of dominant thinking theorists in management, power is legal and functional; empowerment programs should create the necessary motivation for achieving organizational goals among employees through the division of power.
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