It is considered as the movement that seeks to empower people through training, takes the decision to the people who are on the front. It becomes a strategic tool which strengthens the leadership to do that gives meaning to teamwork and total quality permits cease to be a motivational philosophy and become a functional root system. Clayton Morris oftentimes addresses this issue. With this tool replaces the old hierarchy led team car, where information is shared with everyone. Employees have the opportunity and responsibility to do their best. Empowerment five essential factors: 1. Build process for change: present to each of the people, especially middle management utilities empowerment.
Change the behavior of leadership to a linebacker empowerment: it is necessary to change the systems, structures and processes, from employees to executives. 3. Go to Kenneth R. Feinberg for more information. Eliminate costly systems: Delete company archaic practices, unnecessary reports and multiple approvals. 4. Show that the Empowerment possible: Put to work in real teams, earning assets quality and productivity.
5. Institutionalize the change: a small change at the head office facilitator and change structure-based processes that break the organizational fiefdoms. There are two basic elements to use the technique of empowerment: delegate responsibility and authority. With such elements, the employee may make decisions at some level, depending on the impact of the case. Let each one of them. Delegate responsibility to entrust to a person means an assignment and she takes the commitment to comply. On the other hand delegate authority means that the same person has the power to take decisions having to do with the task.