How empowerment works in different capacities of human resource.

Empowerment for a part time faculty members

            Faculty members are the backbone of the system of higher educational institutions. Many questions arise for a part time faculty members to empower themselves. They are not much involved in the system. These faculty members are most suitable for higher educational institutions. There demand is increasing day by day for many reasons for example irregularities in vacancy announcements, low salary demand from them, minimum benefits, no opportunity of professional development and availability of fresh graduates etc. In this way higher educational institutions are managing their budgets and financial resources. So, there is a great lack in the for the faculty in the job involvement, job satisfaction and organizational commitment. It is necessary to empower them to be involved in decision making about their work environment for gaining the culture of trust and taking risks and managing change.

Importance of empowerment

            People with higher job involvement are more positive and harder worker. These are basically the human resource which should be utilized effectively to be more productive and motivated. Empowerment is strengthening the psychological component of an employee to enhance the sense of ownership of the work. Through this a company can also benefit from innovation, growth and progress of their employees. Empowerment includes four dimensions - meaning, competence, self-determination, and impact - that reflect the cognitive abilities of part-time faculty members. However, this study breaks down empowerment into three categories: meaning and competence, self-determination, and impact. Meaning and competence are united into a single variable. Meaning describes how well people’s ideals align with the worth of their jobs. It is the value that each person assigns to the work. Competence is one’s feeling of self-efficacy. Self-determination is people’s conviction that they can use judgement (or choice) in the workplace, and impact involves the power of employees to influence job results.

Personal identity

            Work for every person is the matter of personal identity. This identity can be gain through engaging, showing concerns, internalization of values. They will not be lethargic, make independent decisions and become more innovative in taking initiatives. Authorities can give importance to faculty’s members ideas, providing healthy and happy environment, develop policies and procedures in this regard and consider their job status to be improved regularly.

Integration and Synchronization with the vision through administrative empowerment

            Administrative empowerment of employees is the must to do work for an organization. In this knowledge era it is almost impossible for different organizations to be rigid, have centralised decision making and long duration of procedures. These faculty members must be given administrative authority, some form of contribution towards organization and delegation of authorities. This will in return equip organization high level of creativity, well-functioning organizational structures and loyalty. Through this one can influence and get more latitude for performing the tasks. Further they will be granted more power and indirectly they are accountable for outcomes of their actions and decisions. Employees feel confident and could get rid of the feeling of helplessness as well. It is easy for them to gain more freedom to perform daily tasks.

Other benefits of administrative empowerment in the company

            Employees gradually are able to gain influence through their decisions. They have the feeling of self-worth about their abilities, experiences and knowledge. In this way as many employees can get this sense thus spreading an enabling culture to foster values and behaviours an organization requires. They modify and rethink the work so that people are able to collaborate with each other’s and are able to work effectively in teams.

Empowerment  leadership

            This type of leadership gives their faculty to take charge of their own development by giving them resources and information. They reward their faculty members with different strategies. Leadership must recognise that these faculty members are a resource for higher education institutions as they are trying to be innovative which boost a strategic renewal for the system.

           In this way new courses and services are being offered to boost profitability. Formation of work teams by the leadership is necessary. They are responsible to provide suitable degree of independence, productivity and inspire them ate the same time.