IntroductionThis article introduces a new employee empowerment construct that incorporates employee self-efficacy; the belief that employees are capable of performing in a way that will result in a successful outcome in a particular situation, to improve employee empowerment initiatives effectiveness and efficiency.Over the past several decades, much has been written about the benefits of empowering employees. Additionally, human resources...more
The Inherent Problem with the Traditional Two Dimensional Empowerment ApproachesThrough the two dimensions of empowerment climate and time, increased employer empowerment efforts do cause employee work units to begin to behave in a more empowered manner and achieve higher levels of performance, but far from an optimal level. In the Seibert, Silver and Randolph study, empowerment climate only explained 22 percent of the variance in work-unit...more
The Neglected Third Employee Empowerment DimensionThe concept of self-efficacy is the core of social cognitive theory. The theory helps us understand the development of behavior and personality as influenced by observational learning, social experience, and reciprocal determinism. These influential elements are the engine behind the accelerated effects of integrating the third dimension. Bandura"s social cognitive theory also represented the "self-efficacy beliefs function as an important set of proximal determinants of human motivation, affect, and action [which] operate on action through motivational, cognitive, and affective intervening processes". This serves to explain the motivational power inherent in self-efficacy.In the three dimensional empowerment model, self-efficacy is defined as the belief that each employee is capable of performing in a way that will result in a successful outcome in a specific situation. Self-efficacy beliefs begin to form in early childhood, but as with most behaviors, can continue to evolve and be shaped and influenced throughout life. As a learned behavior, employees can increase self-efficacy behavior over time with commitment and...more
Implementing the Third Dimension the Employee-Driven Self-efficacy ComponentThe power behind the three dimensional model is supplementing the traditional employer-driven process with the employee-driven process. So, as employees, how do we modify our behavior to become more empowered? How do we increase our self-efficacy as it relates to...more
The success of your organization depends on your work force. To get the best out of your employees, you need to indentify, hire and retain quality staff to achieve the highest level of performance and integration into company culture. Employee assessment is at the core of both selecting the right person for the right job and optimizing their work...more
Did you know that one third of candidates falsify their employment history?Recruiting is an expensive and time consuming process. If you hire the wrong person, you'll have to go through the process again until you find the right candidate. It can cost over 5,000 to recruit into a vacant position.We know that people aren't completely honest, all of the time. If you're shocked that three in ten people are willing to lie about their employment history, you'll probably be more surprised to learn that almost a quarter of candidates have used aliases or alternative names on job applications! Perhaps even worse, 10% of candidates fabricate credential qualifications and the same amount exaggerates their educational experience.So how do you find out who is telling the truth?It's not as simple as inviting someone to an interview and questioning them; if someone is bold enough to lie on their CV, the chances are they've practised how to repeat the lie convincingly.It requires a lot of research to perform employment screening of potential candidates. If you're recruiting for a vacant position, it would be fair to assume that people have to work harder to take up the flack of an empty post....more
This is no denying it: Employees appreciate being recognized when they perform their duties well, and when that happens it helps to motivate more of the same good work. An employee recognition program could be implemented in any number of ways, but...more
Keep the survey response unidentified: Employee should feel secure to their responses. If they have feared that their online response would be used against them than they will not respond. Use of online survey software to boost efficiency and value:...more
Do You Know How Much Every Additional Employee Actually Costs? By: Gourab Nanda About the Author MyBusinessAssistant: A full service virtual assistant company offers a unique Virtual Business Center solution to help small...more
Employee turnover is inevitable. But it's stupid decisions leading to employee turnover that is eating up the profits of businesses.A glaring example of management drinking its own Kool-Aid is something I call "industry-average syndrome," where...more
Most people resort to being a contract employee after loosing their permanent jobs. Some consider the changes subtle but others would probably disagree. Because many companies prefer to hire an employee for a certain talent, they also choose to have...more
Private companies and employees of the private sector are assumed to be riding on a wave of free employment schemes. Formally called an "employment at will" doctrine, this is defined as both employer and employee having the privilege to end their...more