The act of gaining power (such as the power to make decisions, to question, to communicate, or to act) that often belongs only to a “higher” group; or of helping other people who are not in the “higher” group to get this power.
Giving or delegating power or authority to, giving ability to: enabling or permitting.
The assumption of responsibility and control by the individual over his or her life. Also, the giving of power to a person, place, or thing.
The enabling of project team members to achieve self- control, that is, to do their jobs with the minimum of supervision consistent with their individual capabilities. To achieve this, each employee needs: A clear definition of what he or she is supposed to be doing, and for what purpose A personal plan on how to do the required work The skills and resources that are adequate for doing the work. Feedback on progress that goes directly to the person from the work itself. A clear definition of his or her authority to take positive corrective action when there is a deviation from plan [D02334] PPS&C p191-2
the sense that people can create and take action on their own behalf to meet their physical, spiritual and psychological needs.
popular management term for what they've given to their employees in the absence of cold hard cash.
Recognizing power inequalities and seeking to reduce them by working together.
to have the power or authority to do something
Empowerment means that employees at all levels are involved in setting the direction, clarifying the purpose, and establishing the norms of the organization. For empowerment to be effective, employees must have the skills, resources, and authority needed for action, and hold themselves accountable for outcomes.
A condition whereby employees have the authority to make decisions and take action in their work areas without prior approval. For example, an operator can stop a production process if he or she detects a problem, or a customer service representative can send out a replacement product if a customer calls with a problem.
The devolution of power and decision-making responsibility to those lower in the organisation.
the process and practice of deriving power from within the self, or assisting others to do so through power-with; link-theme between spiritual dimension and physical dimension
(1) A management initiative designed to move decision making to the lowest level in the organization. (2) In the strict sense: authorization or permission. In a broader sense: taking action or creating conditions in which another person's full potential may be better realized, e.g., By providing proper tools, good training, clear direction, effective processes and systems and an environment in which the employee can take pride and find joy in his/her work. This broader definition is also referred to as "enablement" or enabling an employee.
The conferment of a sense of self-actualization or authority to an individual, group of individuals or an organization.
The management practice of sharing information, rewards, knowledge, and power with frontline employees so that they can better respond to customers' needs and expectations.
Passing decision-making authority and responsibility from managers to group members. [7
Accommodating an input of the individual into a decision that is relevant to them or individuals in a decision that is relevant to the population.
The process whereby people gain more power over the factors governing their social and economic progress. This may be achieved through increasing the incomes and assets of the poor; interventions that aim to enhance confidence and self-respect; by developing collective organisation and decision-making and by reforming political institutions to make them more inclusive. Empowerment is one aim of setting up a participatory process. Source: DFID Poverty:Bridging the Gap-Guidance Notes
People or groups involved in intractable conflicts are almost always better off if they carefully assess their sources of power and build up those sources of power as much as possible before confronting their opponents. Empowerment also involves developing a strategy for using power wisely-- employing a mix of constructive confrontation techniques which are most likely to produce benefits with the lowest costs. (Keep in mind that "power" is being used here in a broad sense, to include exchange and integrative strategies as well as force). Empowerment is especially important to groups which start out in a low-power position, which puts them at a disadvantage in almost all confrontational situations. Negotiation, for example, often does not work well when the parties negotiating have extremely unequal power. Often third parties will undertake empowerment of the lower-power party in order to alleviate this situation.
To facilitate enhancement of power or authority; to give ability to; to facilitate to selfdetermine existence or behavior.
a gradual process in which people gain in self-confidence and feel more able to choose their own priorities and way forward
A condition whereby employees have the authority to make decisions and take action on their own without prior approval.
Giving real power to the decisions made by people, usually in a work environment, i.e. people are not encouraged to make decisions only to have them over-ruled by someone higher-up.
To give power or authority to.
is the process through which people gain greater control over decisions and actions affecting their lives. It may be a social, cultural, psychological or political process.
a mechanism by which people, organizations, and communities gain mastery over their affairs.
Process of adding vitality, energy, and new powerful resources to a person; vitality at the neurological level, change of habits.
occurs when a person gains rights and authority in addition to feeling a sense of personal independence and competence.
Power means control and authority. The prefix em means to put on to or to cover with. Empowering is passing on authority and responsibility. Empowerment occurs when power goes to employees who then experience a sense of ownership and control (Wellins, Byham, and Wilson, 1991). Ken Blanchard states that empowerment is not giving people power, but instead is allowing people to act with the power that they already have within themselves (1996).
top of the page | Is the expansion of assets and capabilities of vulnerable people to participate in, negotiate with, influence, control, and hold accountable institutions that affect their lives. In its broadest sense, empowerment is the expansion of freedom of choice and action. It is a participatory process which places or transfers decision-making responsibility and the resources to act into the hands of those who will benefit. This can include (I) capacity building for stakeholder organizations; (II) strengthening legal status of stakeholder organizations; (III) stakeholder authority to manage funds, hire and fire workers, supervise work, and procure materials; (IV) stakeholder authority to certify satisfactory completion of project and establish monitoring and evaluation indicators and (V) support for new and spontaneous initiatives by stakeholders.
Increasing people's capacities and choices. It includes enabling people to make well-informed decisions about matters that affect them and positioning them to take advantage of opportunities.
Enabling people to take responsibility for themselves and helping them to make decisions about their lives.
Enabling an individual to have responsibility, control and decision-making authority over the work he or she performs.
Leadership which empowers people
Refers to a model of social of change based on oppressed people gaining power through leading struggles to improve their own lives, rather than benevolent privileged people making changes for the oppressed (e.g., immigrant workers organizing for better wages is empowering; a bunch of upper-middle class college students leading the fight for those same immigrant workers is not so empowering). Students can help workers empower themselves by making sure workers are protected from losing their job or being harassed when speaking out or trying to organize.
Empowerment means giving a person or group more power. This may be done by the party alone, through education, coalition building, community organizing, resource development, or advocacy assistance. It can also be done by a mediator, who can work with the lower power person or group to help them represent themselves more effectively. Although this approach causes ethical dilemmas (since helping one side more than another compromises a mediator's impartiality), it is quite commonly done in the problem-solving or "settlement- oriented" approach to mediation, since this approach works best when the two parties are relatively equal in power. Baruch Bush and Joe Folger, however, advocate the empowerment of both parties simultaneously through transformative mediation, which seeks to restore disputants' "sense of their own value and strength and their own capacity to handle life's problems." This approach avoids the ethical dilemmas of one-sided empowerment, though it sacrifices emphasis on achieving a settlement as primary.
a sense of own value and strength and a capacity to handle lifeâ€(tm)s issues.
Education and practices aimed at transferring power to or strengthening individuals and groups.
means “leveling the playing field” in a manner that gives equal voice to the perspectives and the priorities of less-powerful groups within the community, be they defined by class, ethnicity, migratory status, or gender.
The process of enabling or authorizing an individual to think, behave, take action, and control work and decision-making in autonomous ways.
Authorizing people to take action independently and providing them with the resources and training to have ideas, to make decisions, to act appropriately, and to take responsibility for their ideas, decisions and actions; involves contact personnel having routine discretion, creative discretion, and deviant discretion.
The process of transferring decision-making power from influential sectors to poor communities and ndividuals who have traditionally been excluded from it.
Giving the people who perform the task the authority/responsibility to make change.
Empowerment means giving a person or group more power. It can be achieved by the party itself, through education, coalition building, community organization, resource development or advocacy assistance. It can also be achieved by a mediator, who works with the less powerful person or group to help them to represent themselves more effectively. Although this latter method causes ethical dilemmas (as helping one side more than another compromises the mediator's impartiality), it is quite common in the problem solving or settlement-oriented approaches to mediation, which work best when the two parties are relatively equal in power. Baruch Bush and Joe Folger advocate the empowerment of both parties simultaneously through transformative mediation, which seeks to restore disputants' "sense of their own value and strength and their own capacity to handle life's problems". This approach avoids the ethical dilemmas of one-sided empowerment, but sacrifices the primary focus on achieving a settlement (Conflict Research Consortium, 1998).
Giving employees the freedom, authority, incentives, and training to make decisions and innovative and creative contributions to the company. Also called participative management.
Giving front line employees the authority and responsibility to make marketing decisions without seeking the approval of their supervisors. p. 723
To give power, make able.
Usually refers to giving employees decision-making and problem-solving authority within their jobs.
to give power to; generally used in psychology to describe finding one's own personal power through acquiring knowledge, developing a sense of self, and establishing and enforcing personal boundaries
An individual's assertion of personal power, energy, force, and strength in all fields: spiritual, physical, mental and magical.
Giving employees the authority and responsibility to respond quickly to customer requests. It allows the employees the responsibility normally associated with staffs. Examples are scheduling, quality, or purchasing decisions.