Showing papers on "Empowerment published in 2000"
TL;DR: It is suggested that work satisfaction is explained largely by job characteristics but that LMX and TMX combine with job characteristics and empowerment to explain variation in organizational commitment and job performance.
Abstract: A field investigation of 337 employees and their immediate superiors tested the mediating role of empowerment in relations between job characteristics, leader-member exchange (LMX), team-member exchange (TMX), and work outcomes. The meaning and competence dimensions of empowerment mediated the relation between job characteristics and work satisfaction. The meaning dimension also mediated the relation between job characteristics and organizational commitment. Contrary to prediction, empowerment did not mediate relations between LMX, TMX, and the outcome variables. Rather, LMX and TMX were directly related to organizational commitment. In addition, TMX was directly related to job performance. These findings suggest that work satisfaction is explained largely by job characteristics (through empowerment) but that LMX and TMX combine with job characteristics and empowerment to explain variation in organizational commitment and job performance.
1,371 citations
01 Jan 2000
1,220 citations
TL;DR: In this paper, the authors examine the manifestations of this move in four key political arenas: decentralised service delivery, participatory development, social capital formation and local development, and collective actions for "radical democracy".
Abstract: Recent discussions in development have moved away from holistic theorisation towards more localised, empirical and inductive approaches. In development practice there has been a parallel move towards local ‘participation’ and ‘empowerment’, which has produced, albeit with very different agendas, a high level of agreement between actors and institutions of the ‘new’ Left and the ‘new’ Right. This paper examines the manifestations of this move in four key political arenas: decentralised service delivery, participatory development, social capital formation and local development, and collective actions for ‘radical democracy’. We argue that, by focusing so heavily on ‘the local’, the see manifestations tend to underplay both local inequalities and power relations as well as national and transnational economic and political forces. Following from this, we advocate a stronger emphasis on the politics of the local, ie on the political use of ‘the local’ by hegemonic and counter-hegemonic interests.
997 citations
Posted Content•
TL;DR: Crying out for Change as discussed by the authors is the second book in a three-part series entitled Voices of the Poor, which accounts for the voices from comparative fieldwork among twenty three countries.
Abstract: As the second book in a three-part series entitled Voices of the Poor, "Crying out for Change" accounts for the voices from comparative fieldwork among twenty three countries. Through participatory, and qualitative research methods, the book presents very directly, poor people's own voices, and the realities of their lives. It outlines the multidimensional aspects of well-being, and how poor people see it, highlighting that in material terms, "enough" is not a lot for a good life, and, analyzes social well-being, security, and freedom of choice and action, in contrast to the "ill-being" aspects of material absence, reflecting on the experiences of humiliation, shame, anguish. and grief. The struggle for livelihoods is described through the scarcity of rural production, the diversified cities' bondage, and, the limited opportunities of life, and individual breakthroughs challenging their livelihoods. Further analysis reflect on the inadequacy, isolation, and lack of access to infrastructure; on the health aspects of mind and body; on gender relations in troubled subjugation; on social exclusion; and, on the uncertainties for survival. It finally challenges the meaning of development, and of power, calling for change, from material poverty to adequate assets and livelihoods, from exclusion to inclusion, organization, and empowerment.
980 citations
TL;DR: In contrast to most international regimes, human rights regimes are not generally enforced by interstate action as discussed by the authors, and the distinctiveness of such regimes lies instead in their empowerment of individual citizens to bring suit to challenge the domestic activities of their own government.
Abstract: The e ftieth anniversary of the UN Universal Declaration on Human Rights marks an appropriate moment to reconsider the reasons why governments construct international regimes to adjudicate and enforce human rights. Such regimes include those established under the European Convention for the Protection of Human Rights and Fundamental Freedoms (ECHR), the Inter-American Convention on Human Rights, and the UN Covenant on Civil and Political Rights. These arrangements differ from most other forms of institutionalizedinternational cooperation in both their ends and their means. Unlike international institutions governing trade, monetary, environmental, or security policy, international human rights institutions are not designed primarily to regulate policy externalities arising from societal interactions across borders, but to hold governments accountable for purely internal activities.In contrast to most international regimes, moreover, human rights regimes are not generally enforced by interstate action.Although most arrangements formally empower governments to challenge one another, such challenges almost never occur. The distinctiveness of such regimes lies instead in their empowerment of individual citizens to bring suit to challenge the domestic activities of their own government. Independent courts and commissions attached to such regimes often respond to such individual claimsby judging that the applicationof domestic rules or legislationviolates international commitments,even where such legislationhas been
959 citations
Book•
01 Sep 2000
TL;DR: Crying out for Change as discussed by the authors is the second book in a three-part series entitled Voices of the Poor, which accounts for the voices from comparative fieldwork among twenty three countries.
Abstract: As the second book in a three-part series entitled Voices of the Poor, "Crying out for Change" accounts for the voices from comparative fieldwork among twenty three countries. Through participatory, and qualitative research methods, the book presents very directly, poor people's own voices, and the realities of their lives. It outlines the multidimensional aspects of well-being, and how poor people see it, highlighting that in material terms, "enough" is not a lot for a good life, and, analyzes social well-being, security, and freedom of choice and action, in contrast to the "ill-being" aspects of material absence, reflecting on the experiences of humiliation, shame, anguish. and grief. The struggle for livelihoods is described through the scarcity of rural production, the diversified cities' bondage, and, the limited opportunities of life, and individual breakthroughs challenging their livelihoods. Further analysis reflect on the inadequacy, isolation, and lack of access to infrastructure; on the health aspects of mind and body; on gender relations in troubled subjugation; on social exclusion; and, on the uncertainties for survival. It finally challenges the meaning of development, and of power, calling for change, from material poverty to adequate assets and livelihoods, from exclusion to inclusion, organization, and empowerment.
896 citations
TL;DR: This article examined some of the important organizational consequences of popular management techniques and provided strong support for institutional theory, demonstrating how both internal and external legitimacy can be gained by using popular management practices.
Abstract: This paper examines some of the important organizational consequences of popular management techniques. Using informational reports on quality, empowerment, and teams, as well as a measure of the implementation of total quality management programs, we found that companies associated with popular management techniques did not have higher economic performance. Nevertheless, these same companies were more admired, perceived to be more innovative, and rated higher in management quality. Higher pay was also given to chief executives when their companies were associated with these management trends. These results provide strong support for institutional theory, demonstrating how both internal and external legitimacy can be gained by using popular management techniques. They also extend institutional theory from its usual emphasis on organization-environment relations to new within-firm dynamics.
827 citations
TL;DR: In this article, the authors summarized empirical evidence regarding the implementation of community natural resource management (CNRM), based on five case studies in Nepal, the U.S. states of Alaska and Washington, and Kenya.
Abstract: Community natural resource management (CNRM) has been extensively promoted in recent years as an approach for pursuing biological conservation and socioeconomic objectives. The rationale for CNRM is often compelling and convincing. Relatively little data exists, however, regarding its implementation, particularly the reconciliation of social and environmental goals. This article summarizes empirical evidence regarding the implementation of CNRM, based on five case studies in Nepal, the U.S. states of Alaska and Washington, and Kenya. Six social and environmental indicators are used to evaluate and compare these cases, including equity, empowerment, conflict resolution, knowledge and awareness, biodiversity protection, and sustainable resource utilization. The results of this analysis indicate that, despite sincere attempts and some success, serious deficiencies are widely evident. In especially Nepal and Kenya, CNRM rarely resulted in more equitable distribution of power and economic benefits, reduced con...
765 citations
Book•
13 Jul 2000
TL;DR: Zastrow and Kirst-Ashman as discussed by the authors presented separate chapters on biological, psychological, and social impacts at different lifespan stages with an emphasis on strengths and empowerment, and integrated the core competencies and recommended practice behaviors outlined in the 2008 Educational Policy and Accreditation Standards (EPAS) set by the Council on Social Work Education.
Abstract: Zastrow and Kirst-Ashman's UNDERSTANDING HUMAN BEHAVIOR AND THE SOCIAL ENVIRONMENT looks at lifespan through the lens of social work theory and practice, covering human development and behavior theories within the context of family, organizational, and community systems. Using a chronological lifespan approach, the book presents separate chapters on biological, psychological, and social impacts at the different lifespan stages with an emphasis on strengths and empowerment. As part of the Brooks/Cole Empowerment Series, this edition is completely up to date and thoroughly integrates the core competencies and recommended practice behaviors outlined in the 2008 Educational Policy and Accreditation Standards (EPAS) set by the Council on Social Work Education (CSWE).
554 citations
TL;DR: In this article, the authors reviewed the literature on cross-functional new product development teams to uncover the array of factors that have previously been demonstrated or hypothesized to relate to crossfunctional team success, when measured at the project level.
534 citations
TL;DR: In this paper, a pilot study was conducted to test a hierarchical model in which empowerment of contact personnel is presented as an antecedent condition to role conflict, role ambiguity, adaptability, self-efficacy, and role ambiguity.
Abstract: A pilot study was conducted to test a hierarchical model in which empowerment of contact personnel is presented as an antecedent condition to role conflict, role ambiguity, adaptability, self-effic...
Book•
01 Jan 2000
TL;DR: In this article, the authors present dimensions, determinants and dilemmas in the study of workplace deviants job insecurity is important, but not for the reasons you might think - the example of contingent workers international management and the circulation of ideas dysfunctional work behaviour in organizations relational models and organizational studies.
Abstract: Employees behaving badly - dimensions, determinants and dilemmas in the study of workplace deviants job insecurity is important, but not for the reasons you might think - the example of contingent workers international management and the circulation of ideas dysfunctional work behaviour in organizations relational models and organizational studies - applications to resource allocation and group process a relational approach to empowerment human resource management practices in the networked organization - impacts of electronic communication system extra-and intra-organizational work values and behaviour - a multiple-level model.
TL;DR: The authors found that empowerment was negatively associated with satisfaction in India but positively associated in the other 3 samples, and continuous improvement was positively associated with Satisfaction in all samples.
Abstract: Although variations in national cultures predominate as explanation for the belief that universal approaches to management do not exist, there have been few reports of systematic studies. Data from employees of a single firm with operations in the United States, Mexico, Poland, and India were used to test the fit of empowerment and continuous improvement practices with national culture. Using the theoretical constructs of individualism-collectivism and power distance, the authors predicted that the practices would be more congruent in some cultures than in others and that value congruence would result in job satisfaction. Using structural equations modeling, the authors found that empowerment was negatively associated with satisfaction in India but positively associated in the other 3 samples. Continuous improvement was positively associated with satisfaction in all samples. Substantive, theoretical, and methodological implications are discussed.
TL;DR: The concept of community participation plays a central role in policies and interventions seeking to reduce health inequalities as discussed by the authors, and it is suggested that social identities, social representations and power are crucial elements for constructing a social psychology of participation.
Abstract: The concept of ‘community participation’ plays a central role in policies and interventions seeking to reduce health inequalities. This paper seeks to contribute to debates about the role of participation in health by suggesting how social psychological concepts can add to the theorisation of participation. It criticises traditional concepts of development and introduces some of the challenged that are present for development and community theorists in conditions of rapid globalisation. The paper proceeds to demarcate the space which a social psychology of participation occupies within the terrain of existing research into the health-society interface. The concepts of empowerment and social capital are identified as important starting points to address the relative lack of social psychological attention to community-level determinants of health. It is suggested that social identities, social representations and power are crucial elements for constructing a social psychology of participation. The paper concludes by highlighting the vital link that should exist between the development of theory and practical interventions. Paulo Freire's notion of conscientisation is a guiding notion throughout the paper. Copyright © 2000 John Wiley & Sons, Ltd.
TL;DR: This article presents a framework intended to assist planners, implementers and evaluators to systematically consider community empowerment goals within top-down health promotion programming, and 'unpacks' the tensions in health promotion at each stage of the more conventional, top- down programme cycle.
Abstract: Health promotion often comprises a tension between 'bottom-up' and 'top-down' programming. The former, more associated with concepts of community empowerment, begins on issues of concern to particular groups or individuals, and regards some improvement in their overall power or capacity as the important health outcome. The latter, more associated with disease prevention efforts, begins by seeking to involve particular groups or individuals in issues and activities largely defined by health agencies, and regards improvement in particular behaviours as the important health outcome. Community empowerment is viewed more instrumentally as a means to the end of health behaviour change. The tension between these two approaches is not unresolvable, but this requires a different orientation on the part of those responsible for planning more conventional, top-down programmes. This article presents a framework intended to assist planners, implementers and evaluators to systematically consider community empowerment goals within top-down health promotion programming. The framework 'unpacks' the tensions in health promotion at each stage of the more conventional, top-down programme cycle, by presenting a parallel 'empowerment' track. The framework also presents a new technology for the assessment and strategic planning of nine identified 'domains' that represent the organizational influences on the process of community empowerment. Future papers analyze the design of this assessment and planning methodology, and discuss the findings of its field-testing in rural communities in Fiji.
TL;DR: In this article, the authors discuss the development of an instrument designed to identify empowering behaviors of leaders, but there has been little research on identifying empowering behaviours of leaders in management practice.
Abstract: Empowerment is a popular management practice, but there has been little research to identify empowering behaviors of leaders. The present article discusses the development of an instrument designed...
TL;DR: The uses of the empowerment concept as a framework for nurses' professional growth and development are explored, with empowerment seems likely to provide for an umbrella concept of professional development in nursing.
Abstract: Power and empowerment in nursing: three theoretical approaches
Definitions and uses of the concept of empowerment are wide-ranging: the term has been used to describe the essence of human existence and development, but also aspects of organizational effectiveness and quality. The empowerment ideology is rooted in social action where empowerment was associated with community interests and with attempts to increase the power and influence of oppressed groups (such as workers, women and ethnic minorities). Later, there was also growing recognition of the importance of the individual’s characteristics and actions. Based on a review of the literature, this paper explores the uses of the empowerment concept as a framework for nurses’ professional growth and development. Given the complexity of the concept, it is vital to understand the underlying philosophy before moving on to define its substance. The articles reviewed were classified into three groups on the basis of their theoretical orientation: critical social theory, organization theory and social psychological theory. Empowerment seems likely to provide for an umbrella concept of professional development in nursing.
TL;DR: The idea of empowerment is a tantalizing notion that seems to offer organizations the promise of more focused, energetic, and creative work from employees as mentioned in this paper. But after years of trying, many organizations have not realized the promise the idea held, and some reasons why: precipitous empowerment mandates, overreliance on a narrow psychological concept of empowerment, one-size-fits-all empowerment, neglecting the needs of power sharers, a piece-meal approach, and distortions of accountability.
Abstract: Executive Overview Empowerment is a tantalizing notion that seems to offer organizations the promise of more focused, energetic, and creative work from employees. But after years of trying, many organizations have not realized the promise the idea held. This article presents some reasons why: precipitous empowerment mandates, overreliance on a narrow psychological concept of empowerment, one-size-fits-all empowerment, neglecting the needs of power sharers, a piece-meal approach, and distortions of accountability. This article offers some ways to implement empowerment programs more effectively: enlarge power, be sure of what you want to do, differentiate among employees, support power sharers, build fitting systems, and focus on results. The article contends that empowerment is still a useful concept that we need to learn to apply better.
TL;DR: In this article, a theoretical model is proposed to explain the linkages between organizational characteristics and student achievement, which supports the pivotal importance of teacher empowerment in the effectiveness of schools, and supports the relationship between teacher empowerment and school effectiveness.
Abstract: Empowerment is defined and measured in terms of teachers’ power to control critical decisions about teaching and learning conditions. This research first considers the relationship between school climate and teacher empowerment and then the relationship between teacher empowerment and school effectiveness, which includes measures of mathematics and reading achievement in 86 middle schools. The results support the pivotal importance of teacher empowerment in the effectiveness of schools. Finally, a theoretical model is proposed to explain the linkages between organizational characteristics and student achievement.
TL;DR: In this paper, the authors analyzed employee resistance to an organizational change project in which employees were empowered to participate in the design of a new organizational structure and found that resistance appeared to be motivated less by intentional self-interest than by the constraints of well established, ingrained schemas.
Abstract: We analyzed employee resistance to an organizational change project in which employees were empowered to participate in the design of a new organizational structure. What emerged from our analysis was the importance of cognitive barriers to empowerment. Employees' resistance appeared to be motivated less by intentional self-interest than by the constraints of wellestablished, ingrained schemas. Resistance was also fueled by skepticism among the employees about management's commitment to the new decision-making schema, especially because employees judged managerial actions to be inconsistent with their new espoused framework. A grounded model of schema change is developed for changes in organizational decision-making schemas during empowerment efforts. Theoretical implications and suggestions for improving organizational change efforts are proposed.
TL;DR: Fostering environments that enhance perceptions of empowerment and organizational trust will have positive effects on organizational members and increase organizational effectiveness, suggest the authors.
Abstract: In today's dramatically restructured healthcare work environments, organizational trust is an increasingly important element in determining employee performance and commitment to the organization The authors used Kanter's model of workplace empowerment to examine the effects of organizational trust and empowerment on two types of organizational commitment A predictive, nonexperimental design was used to test Kanter's theory in a random sample of 412 Canadian staff nurses Empowered nurses reported higher levels of organizational trust, which in turn resulted in higher levels of affective commitment However, empowerment did not predict continuance commitment--that is, commitment to stay in the organization based on perceived lack of other job opportunities Because past research has linked affective commitment to employee productivity, these results suggest that fostering environments that enhance perceptions of empowerment and organizational trust will have positive effects on organizational members and increase organizational effectiveness
01 Jan 2000
TL;DR: In this paper, the authors present a framework for thinking about team reflection and guidelines for becoming effective at it, and demonstrate that team reflection on objectives, strategies, processes, and environments may be the most critical factor leading to team effectiveness.
Abstract: Complex decision-making groups depend on learning that cannot occur without reflection. Learning in teams does not occur spontaneously; it requires deliberate allocation of the precious resource of time to that process. This chapter presents a framework for thinking about team reflection and guidelines for becoming effective at it. Empirical work in 150 companies has demonstrated that team reflection on objectives, strategies, processes, and environments may be the most critical factor leading to team effectiveness. The learning from reflection makes innovation possible. Innovation also depends on low market share, emphasis on quality, and use of teams. Teams may contribute, because they represent the best way of increasing the employees' sense of involvement or empowerment. However, it is harder to work in teams. And, an unsafe environment, such as one where downsizing is a threat or a recent experience, will impede the risk taking that innovation requires.
TL;DR: In this paper, a study of front line employees in four textile plants located in the Southeastern United States was used to examine how organizational culture may support empowerment efforts and found that organizational cultures that were perceived as being more collective and more doing-oriented were related to significantly greater perceptions of empowerment.
Journal Article•
TL;DR: In this paper, the authors present an overview of women's empowerment and empowerment and discuss future directions for population policing in the United States, including women empowerment, empowerment, and health care.
Abstract: PART I. INTRODUCTION PART II. THEORETICAL PERSPECTIVES ON WOMEN'S EMPOWERMENT PART III. WOMEN'S EMPOWERMENT AND REPRODUCTIVE HEALTH PART IV. WOMEN'S EMPOWERMENT AND SOCIO-DEMOGRAPHIC PROCESSES PART V. FUTURE DIRECTIONS FOR POPULATION POLICY
Book•
01 May 2000
TL;DR: This chapter explains the role of families and parents in the context of schools as Systems: The Context for Family-Professional Collaboration, and discusses the importance of communicating among Reliable Allies.
Abstract: I. UNDERSTANDING EMPOWERMENT. 1. Historical and Current Roles of Families and Parents. 2. Schools as Systems: The Context for Family-Professional Collaboration. 3. Empowerment. 4. Building Reliable Alliances. II. UNDERSTANDING FAMILIES. 5. Family Characteristics. 6. Family Interaction. 7. Family Functions. 8. Family Life Cycle. III. COLLABORATING FOR EMPOWERMENT. 9. Communicating among Reliable Allies. 10. Meeting Families' Basic Needs. 11. Referring and Evaluating for Special Education. 12. Individualizing for Appropriate Education. 13. Extending Learning into Home and Community. 14. Attending and Volunteering at School. 15. Advocating for Systems Improvement. Appendix A. Appendix B. References. Index.
TL;DR: This paper explored government and expert discourses of rural community development in Queensland and suggested that these strategies are indicative of an advanced liberal form of rule which seeks to "govern through community" and argued that while the empowering effects of self-help are frequently cited as its greatest virtue, it is not so much control as the added burden of responsibility that is being devolved to local people.
TL;DR: This article examined the relationships between four contextual factors related to empowerment (communication with supervisor, general relations with company, teamwork, and concern for performance) and the four components of psychological empowerment identified by Spreitzer and her colleagues.
Abstract: This paper examines the relationships between four contextual factors related to empowerment (communication with supervisor, general relations with company, teamwork, and concern for performance) and the four components of psychological empowerment (meaning, impact, self‐determination, and competence) identified by Spreitzer and her colleagues. We surveyed 203 employees of a manufacturing firm, using new and established measures of contextual factors and Spreitzer’s measures of empowerment components. The contextual factors were found to be differentially associated with the elements of psychological empowerment. Communication with supervisor and general relations with company were significantly related to the empowerment facets of meaning, self‐determination, and impact, but were not related to the facet of competence. Teamwork was related to meaning and impact. Concern for performance was related to meaning and self‐determination. These associations also varied by type of job. We conclude with implications for research and practice.
TL;DR: A proposal of a constructivist model for empowering battered women who choose to stay that balances between their needs and rights is presented.
Abstract: This article examines the individual and social construction of empowerment for battered women who choose to stay with their abusers through a critical examination of the images of battered women who stay, constructed in the professional literature on various ecological levels, and a proposal of a constructivist model for empowering battered women who choose to stay that balances between their needs and rights. The model includes dimensions of physical and emotional distance as well as a time dimension. Key themes related to battered women's options along these dimensions are presented.