Lee Dee · Transcript · · Updated
CBME 1 | Lesson 4 | Part 2/3 – Transcript
Video by Lee Dee · Watch the original on YouTube
Summary
AI-generated from the transcript. Verify details against the source video.
- Empowerment involves giving employees the power to decide in an organization while maximizing their creativity and intellectual energy.
- There are six enlisted principles of empowerment, including empowering sincerely, establishing mutual trust, and providing business information.
- Workforce engagement focuses on workforce commitment by creating a strong emotional bond where employees treat the business as their own.
Use this video with Pro
Reading, copying and transcript downloads are free. Create saved AI results for this video with a signed-in Pro account ($9/month).
Transcript
Search ignores accents. All transcript text stays visible.
hello again class and i would like to welcome you in the continuation of our lesson four entitled the definition of teamwork empowerment engagement and motivation the second part of the video will be talking about empowerment and workforce engagement for empowerment it is actually giving someone the power with regards to an
organization it's very important as bosses we tend to give this power to decide to our employees this is in relation to the satisfaction of the clients at the same time giving trust to the employees it is by means of tapping our employee but of course with our approval in this way we can maximize their creativity and their intellectual energy as well so
in short empowerment is giving and providing responsibility but make sure that we are considering the different principles in giving this empowerment to our employees empowerment of employees would consider the different principles there are six enlisted principles the very first one is empowering sincerely and completely this means that when you empower your
employee make sure that you have no doubts and you are trusting them in terms of the workload that you are giving to them secondly is establishing that mutual trust mutual trash would mean trust between the employee and the boss or the boss and the employee this is the willingness of the boss to make delegations of task with regards to what an employee could decide
in a specific organization the third one is providing employees with business information it is very important that before an employee to decide for a specific decision it is basing it on the different information so there should be an access to the information and this are used for the decision making process in order for us not to have a problem in the future with regards to
how they are deciding or giving decisions to specific problem or predicaments the fourth one is ensuring that employees are capable of course it's very important to prepare an employee before you give them the power to decide it is very important that they are well versed in all the areas of the production or whatever department are they uh given the power to decide for a decision other than that
their technical and interpersonal skill is very important this should be honed before giving an employee the power to decide because in this way they are actually reducing the gap or reducing the fine line between the difference of a manager and a ramp and by employee or a subordinate next is to not ignore
the middle management since we are empowering our lower employees then the the possibility would be the middle management would be disregarded in this case empowering the low level employee affects the middle employees in this way what to give to the middle employees would be they will be acting as teachers or coaches with regards to coming up with decisions
in the predicaments or problems that they are facing in their own departments this lower down employees who are given the task and empowered to make decisions and number six is to change the reward system of course lower rank employees would expect that their job are specified in their job responsibilities and duties but then since they are assuming new challenges and responsibility
you should pay them what they deserve in the sense that since you are adding work especially this are technical works on decision making you should also give them the opportunity to grow in terms of they are motivated to work because of the monetary because whatever you do monetary aspect in terms of work is very important since people are satisfying their different
necessities in order for them to live the last topic that we need to discuss for this video is all about workforce engagement workforce engagement mainly focuses on the workforce commitment since we are trying to look at how committed our employees are in terms of their work this is having this strong
emotional bond to the organization that they are really treating their work as their own work or probably the business as their own business because if not they just have this mindset that as long as they are doing their work in a minimal way then that would be okay or that would be good but in the sense that if an employee is given this workforce engagement or having this commitment to work
the productivity of this employee would be higher this engagement leads to greater level of satisfaction the greater level of satisfaction would mean there is a fulfillment in the job and this fulfillment would not be paid by any monetary means but this is a job which is exemplary to people who are committed in going to
work so this ends the part two of our lesson part tune in for the last part of our lesson for and thank you for watching you