Summary
In summary, the goal of this presentation is to demonstrate that empowerment has been shown to positively impact health care provider job satisfaction, organizational commitment and to decrease levels of stress and burnout.
Rosabeth Moss Kanter is a professor of business at Harvard Business School. She is credited with the theory of structural empowerment that focuses on the organizational structure as having more importance than the individual’s own qualities. Kanter believes that the organization will grow and develop if leaders shared their power with their subordinates. Additionally she believes that empowering subordinates will enhance individual skills, increase job performance, job satisfaction and commitment of individuals within the organization. There are six conditions required for empowerment to take place: opportunity for advancement, access to support, access to information, access to resources, formal power and informal power.
There are many factors that influence empowerment in the healthcare workplace. These included the historical changes in healthcare since the mid 1980’s where successive bouts of restructuring and reduction in health investment has left a lasting impression on healthcare. Societal changes in both the workforce and patient population have had a direct impact on the workforce and expectations of quality and timely care. Technology has changed care at the bedside dramatically over the past several decades. Client accessible electronic medical records (EMR), increasingly sensitive monitoring machines and quick access to test results are a few examples of the impact advancing technology is having on how health care providers (HCPs) provide client care. Furthermore, the internet and social media are becoming very powerful as mediums to access the latest information on healthcare trends and information. However, there is risk involved for the healthcare consumer as not all information available on the internet and social media are evidenced based or from a trusted source.
Through the use of organizational reflection one can determine the organizational readiness for empowerment or current success at employee empowerment. In addition, many spin offs have been identified to demonstrate the pro`s of moving to an empowered organization.
Healthcare, as a whole, is in a constant state of change with much emphasis on increasing service with no additional resources. This is a challenge that requires creative solutions. Structural empowerment is a method that has demonstrated success as a viable solution for meeting these challenging and changing times. It requires a thorough understanding by management of the paradigm shift required in philosophy of leadership. With clarity and purpose, combined with dedicated leaders this culture change can provide an improved practice that results in staff satisfaction and engagement. The ripple effect of this change is a higher client/patient satisfaction and positive experience, a common goal desired throughout healthcare.
Rosabeth Moss Kanter is a professor of business at Harvard Business School. She is credited with the theory of structural empowerment that focuses on the organizational structure as having more importance than the individual’s own qualities. Kanter believes that the organization will grow and develop if leaders shared their power with their subordinates. Additionally she believes that empowering subordinates will enhance individual skills, increase job performance, job satisfaction and commitment of individuals within the organization. There are six conditions required for empowerment to take place: opportunity for advancement, access to support, access to information, access to resources, formal power and informal power.
There are many factors that influence empowerment in the healthcare workplace. These included the historical changes in healthcare since the mid 1980’s where successive bouts of restructuring and reduction in health investment has left a lasting impression on healthcare. Societal changes in both the workforce and patient population have had a direct impact on the workforce and expectations of quality and timely care. Technology has changed care at the bedside dramatically over the past several decades. Client accessible electronic medical records (EMR), increasingly sensitive monitoring machines and quick access to test results are a few examples of the impact advancing technology is having on how health care providers (HCPs) provide client care. Furthermore, the internet and social media are becoming very powerful as mediums to access the latest information on healthcare trends and information. However, there is risk involved for the healthcare consumer as not all information available on the internet and social media are evidenced based or from a trusted source.
Through the use of organizational reflection one can determine the organizational readiness for empowerment or current success at employee empowerment. In addition, many spin offs have been identified to demonstrate the pro`s of moving to an empowered organization.
Healthcare, as a whole, is in a constant state of change with much emphasis on increasing service with no additional resources. This is a challenge that requires creative solutions. Structural empowerment is a method that has demonstrated success as a viable solution for meeting these challenging and changing times. It requires a thorough understanding by management of the paradigm shift required in philosophy of leadership. With clarity and purpose, combined with dedicated leaders this culture change can provide an improved practice that results in staff satisfaction and engagement. The ripple effect of this change is a higher client/patient satisfaction and positive experience, a common goal desired throughout healthcare.