empowering for bank mutiara
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Transcript of empowering for bank mutiara
PEMBERDAYAAN• Proses meningkatkan
perasaan mampu pada anggota organisasi,– Melalui identifikasi kondisi yang
menyebabkan ketidakberdayaan, dan
– Melalui penyingkiran kondisi tsb baik lewat praktik organisasi formal dan teknik informal menyediakan informasi berharga
The Difference Between Power and Empowerment
1. External source2. Ultimately, few people have
it3. The capacity to have others
do what you want4. To get more implies taking
it away from someone else5. à competition
1. Internal source2. Ultimately, everyone
can have it3. The capacity to have
others do what they want4. To get more does not
affect what others have5. Leads to cooperation
POWER EMPOWERMENT
Empowerment Zone Restricted Zone
UnexploredHidden Potential
Known toTeam
Not Known to Team
Known to Manager
Not Known toManager
Empowerment Window
RelationshipBetweenDimensions&Prescriptions forEmpowerment
Self-Efficacy (competence)
Self-Determination(choice)
Personal Consequence(impact)
Trust (security)
Meaningfulness (value)
Vision and Values
Personal mastery Experiences
Model
Provide Resources
Provide Information
Provide Support
Emotional Arousal
Connect to Outcomes
Create confidence
Alasan Pemberdayaan Tidak Diterima secaraUniversal:
1. Manajer takut kehilangan kekuasaan, kontrol, dan otoritas
2. Karyawan tidak mampu membuat keputusanyang bertanggung jawab
3. Pemberdayaan karyawan pernah diusahakansebelumnya dan gagal
4. Berbagi information rahasia diartikan bocornyaide, rencana, dan penegtahuan kepada pesaing
5. Tidak semua orang ingin diberdayakan
Belajar menggunakan
pemberdayaan sebagai alat untuk
memperkuat kemampuan dan
komitmen karyawan adalah salah
satu tantangan terpenting yang
dihadapi manajer saat ini.
Meningkatkan Keefektifan Anda dalamMemberdayakan Orang Lain(1dari 2)
• Ketika Anda mendelegasikan tanggung jawab, pastikan Anda juga mendelegasikan otoritas bersamanya
• Pastikan untuk melepaskan peran “orang tua” dan mengambil peran “mitra”
• Pastikan kepada bawahan Anda membuat kesalahan adalah OK
Meningkatkan Keefektifan Anda dalamMemberdayakan Orang Lain(2dari 2)
• Berbagi informasi adalah penting– Karyawan yang diberdayakan harus punya
informasi cukup agar mampu melihat “big picture”
• Memberi kesempatan pelatihan sehingga karyawan dapat mengembangkan kemampuan untuk melakukan pekerjaan dengan baik
• Umpan balik kinerja adalah penting untuk karyawan yang baru diberdayakan
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Merayakan kemenanganjangka pendek
1. Shorttermperformanceimprovementsgivereinforcement
2. Givechancetotakeabreakandcelebrate
3. Canhelptheguidingcoalitiontotestvisionagainstconcreteconditions
4. Combat thosewhoareresistant5. Helpretainthesupportofbosses6. Helpbuildnecessarymomentum
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Konsolidasi pencapaian2dan menciptakanlebih banyak perubahan1. Shorttermwinstotackle
additionalbiggerchange2. Morepeoplearedrawntohelp
withthechanges3. SeniorManagementfocuss4. ProjectManagementand
leadershipdevelopment5. Reductionofnecessary
interdependencies
GETTING EMPOWERMENT1. Identify and agree the current situation2. Show how empowerment can improve
your organization3. Define the empowerment vision internally4. Conduct workshops to share the vision5. Listen to the responses and act upon
them6. Provide mentors and encourage
managers to give time to their team7. Provide the skills required8. Review the appraisals system so
organizations and individuals can focus on measurable achievements
9. Review behavior and process outcomes to keep empowerment alive [email protected] 12
CARACTERISTICS OF AN EMPOWERED LEADER
1. Respect2. Equality3. Security4. Parameters5. Empathy6. Courtesy7. Trust
RESPECT
Empowerment 14
EMPOWERMENT SITUATION
• Empowerment
• Encouragement
• Enthusiasm
• Embracing
• Energy
SUCCESS: The 5 Degrees of E’s!
High in two-way
involvement ENABLING EMPOWERING
Low inTwo-way
involvement DIRECTING DELEGATING
Low in responsibilityand initiative
High in responsibility and initiative
EMPOWERED LEADER
