授權員工

你對自己的個人能力感興趣還是對員工的能力感興趣？雇主和員工對授權是什麼，以及如何實时工作都有不切實際的看法。

賦權是使個人能够或授權個人以自主、獨立、自我導向的管道思考、行為、採取行動、控制工作和工作決策的過程。

這是一種感覺自己有能力掌控自己命運的狀態。

授權就是感覺能够控制你的工作環境，並且你被允許在你所控制的領域做出决定，並且在你的工作中承擔責任。

當從人際關係的角度考慮授權時，儘量避免把它看成是一個人為另一個人所做的事情。這是組織對授權概念所經歷的問題之一。人們認為某人，通常是經理，必須賦予那些向他或她報告的人權力。

因此，報告員工等待授權的授予，經理問為什麼人們不以授權的管道行動。在許多組織中，這種給予和等待導致了普遍的不愉快，大部分是不值得的，並帶有授權的概念。不要讓這種情況在你的組織中發生。

你最大的成功來自於被授權的員工採取行動，而不是等待許可。

相反，把授權看成是個人能够以自主的作法採取行動、控制工作和決策的過程。授權來自個人。

組織有責任創造一個工作環境，幫助培養員工在被授權下，能夠以他的能力與行動，實現組織和個人的願望。

工作組織有責任消除那些限制員工以授權方式行動的障礙。

同樣，把授權看成是組織受益於採用的員工哲學和戰畧。在包括任務和目標的組織的戰略框架內運作的賦權員工提高了工作場所的生產率和效率。

他們能够更有效地執行他們的工作，而不會感到好像他們在等待一個决定，等待訓示，並等待許可採取行動。當自我指導成為規範時，他們變得更加負責任和負責。

授權是一種理想的管理和組織風格，使員工能够實踐自治，控制自己的工作，並利用他們的技能和能力，以造福於自己的組織和自己。我建議授權。

Empowering Employees

Are you interested in your personal abilities or in the abilities of your employees? Employers and employees have unrealistic views on what empowerment is and how to work in real time.

Empowerment is a process that enables or empowers individuals to think, act, take action, control work and make decisions through independent, independent and self-directed channels.

It's a state of feeling capable of controlling one's own destiny.

Empowerment is the feeling that you can control your work environment, and that you are allowed to make decisions in areas under your control and take responsibility in your work.

When considering empowerment from the perspective of interpersonal relationships, try to avoid seeing it as something done by one person for another. This is one of the problems that organizations experience with the concept of empowerment. It is believed that a person, usually a manager, must be empowered to report to him or her.

Therefore, the rapporteur waits for the authorization to be granted, and the manager asks why people do not act in authorized pipelines. In many organizations, this kind of giving and waiting leads to widespread unpleasantness, mostly unworthy, and with the concept of empowerment. Don't let this happen in your organization.

Your greatest success comes from empowered employees taking action, not waiting for permission.

Instead, empowerment is seen as a process in which individuals can act, control and make decisions in an autonomous manner. Authorization comes from individuals.

It is the responsibility of the organization to create a working environment to help nurture employees who are empowered to fulfill their organizational and personal aspirations through their abilities and actions.

Working organizations are responsible for removing obstacles that restrict employees from acting in an authorized manner.

Similarly, empowerment is seen as an employee philosophy and battlefield that organizations benefit from. Empowered employees operating within the strategic framework of organizations that include tasks and objectives improve productivity and efficiency in the workplace.

They can perform their work more effectively without feeling as if they are waiting for a decision, for instructions, and for permission to take action. When self-guidance becomes the norm, they become more responsible and responsible.

Empowerment is an ideal management and organizational style, enabling employees to practice autonomy, control their work, and use their skills and abilities for the benefit of their organizations and themselves. I suggest authorization.