interpersonal intervention

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Ch-9 Employee Empowerment and Interpersonal Intervention:

Ch-9 Employee Empowerment and Interpersonal Intervention By: Radhika Gandhi

Points to be covered:

Points to be covered Empowering the Individual Employee Empowerment Laboratory Learning Interpersonal Style: The Johari Window Model Career Life Planning Interventions

Empowering the Individual:

Empowering the Individual Empowerment is the process of giving employees power to make decisions about their work. Power and decision making delegated to lower levels of employees. Interventions aimed at enhancing development and empowerment of the individual members of the organization. Based on the assumption that if Individual becomes more effective, more involved, and more skilled, the total organization also will be improved.

Cont….:

Cont…. Organization members attempt to improve their: Communication abilities Interpersonal Skills Managerial Performance If managers can increase their Interpersonal competence , the results should be improved organizational performance.

Employee Empowerment:

Employee Empowerment Employee Empowerment is a relatively new technique for unleashing human potential in Organizations. Central to Empowerment is: Delegation of power and decision making at lower levels Promulgation of a shared vision of the future Engaging all employees to develop a personal sense of pride, self-respect and responsibility.

Cont….:

Cont…. The Individual is one of the most critical elements in any large-scale Organizational change. Excellence is achieved by Organizations that push risk-taking and decision-making down to the lowest possible level. The challenge is to empower employees to take initiative and responsibility at every level and function.

Cont…:

Cont… Employee Empowerment attempts to move the Organization “I just work here, I don’t make the rules” type of culture to one of a shared vision and goals. The purpose is to have the Individual’s purpose and vision congruent to the Organization’s. General Electric has company wide version they call ‘ work-out’ .

Cont…:

Cont… In many Organizations, employee empowerment has become a basic cornerstone of change and development programs. Empowerment concepts interwoven through OD interventions including: Team and system interventions. Total quality management. Self-managed work teams, learning organizations. High-performance systems.

Laboratory Learning:

Laboratory Learning Laboratory learning programs (sometimes called encounter groups, sensitivity training, training groups, or simply T-Groups) evolved from the group dynamics work of Kurt Lewin and programs conducted by the National Training Laboratories (NTL) in the United States and the Tavistock Institute in England.

Objectives :

Objectives To increase interpersonal skills in leadership, group and Organization situations. It involves using a group as a laboratory for experimenting, learning, and discovering cause-and-effect relations in Interpersonal communication. Includes 10 to 12 Participants who typically do not know one another and one or two experienced trainers or facilitators. It requires a one or two-week time span, although some last three days or less. Practitioners usually conduct programs at a location removed from the work place.

Cont…:

Cont… The focus is on what goes on in the group and on the Interpersonal dynamics between group members. Learning is unstructured, no appointed leader and no assigned topic. The goal for participants is to develop self-insight, with greater sensitivity to their effect on others , and to become aware of their blind spots and hidden areas.

Use of Laboratory Learning in OD Programs:

Use of Laboratory Learning in OD Programs Laboratory Learning conducted independently of an OD Program generally invlves the problem of fade-out. Instead, Laboratory Learning conducted as a part of an OD Program provides more support to the participant back in the work Organization.

Results of Laboratory Learning:

Results of Laboratory Learning One of the most effective OD Interventions in providing employees with improvements in Job Satisfaction and Self-Development. Improves Organizational productivity just as effectively as technical and structural Interventions.

The Johari Window Model:

The Johari Window Model Communication is a critical dimension in determining the effectiveness of Organizations. The Johari window Model conceived by Joe Luft and Harry Ingram is a technique for identifying Interpersonal Communication Style. The model measures interpersonal style in terms of communication awareness by presenting a two-dimensional, for-celled figure based on the interaction of two sources of information: oneself and others.

Four Areas of Johari Window:

Four Areas of Johari Window Public area - behavior, thoughts, and feelings which are known both to the person and to others. Blind area - aspects of the self not known to oneself but readily apparent to others. Closed area - behaviors and feelings know only to oneself but not to others. Unknown area - aspects of self not known to oneself or others.

Disclosure and Feedback:

Disclosure and Feedback Disclosure involves open disclosure of one’s feelings, thoughts, and feedback to others. Feedback is behavioral process used to enlarge public area and reduce blind area.

Career Life Planning Interventions:

Career Life Planning Interventions Career Life Planning is the process of choosing, Occupational, Organizational, and Career paths. Management Guru Peter Drucker advocates that individuals take responsibility for managing their own futures. Career Life Planning involves: Determining where you are now. Deciding where you want to be. Developing a plan for getting where you want to be.

Steps in Typical Career Life Planning Program:

Steps in Typical Career Life Planning Program Prepare set of career life goals. Go through the list to test for reality, determine priorities, and look for conflicting goals. Make list of important accomplishments and things that made participant feel satisfied. Work through list in Step 3 looking for conflicts. Prepare detailed plan of action.

Results:

Results Higher Job Satisfaction and Career Satisfaction

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