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Created page with 'File:lighterstill.jpg '''Empowerment''' refers to increasing the spiritual, political, social or economic strength of individuals and communities. It oft...'
[[File:lighterstill.jpg]]
'''Empowerment''' refers to increasing the [[spiritual]], [[political]], social or [[economic]] strength of [[individuals]] and [[communities]]. It often involves the empowered developing confidence in their own capacities.
==Definitions==
The term Human Empowerment covers a vast landscape of meanings, interpretations, definitions and [[disciplines]] ranging from [[psychology]] and [[philosophy]] to the highly commercialized Self-Help industry and Motivational sciences.
Sociological empowerment often addresses members of [[groups]] that social discrimination have excluded from decision-making processes through - for example - discrimination based on disability, [[race]], ethnicity, [[religion]], or [[gender]]. Empowerment as a [[methodology]] is often associated with feminism.
==Marginalization and empowerment==
"Marginalized" refers to the overt or covert trends within societies whereby those perceived as lacking desirable traits or deviating from the [[group]] norms tend to be excluded by wider [[society]] and ostracised as undesirables. Sometimes groups are marginalized by society at large, but governments are often unwitting or enthusiastic participants. For example, the U.S. government marginalized cultural minorities, particularly blacks, prior to the Civil Rights Act of 1964. This Act made it illegal to restrict access to schools and public places based on race. Equal opportunity laws which actively oppose such marginalization, allow increased empowerment to occur. It should be noted that they are also a symptom of minorities' and women's empowerment through lobbying.
Marginalized people who have no opportunities for self-sufficiency become, at a minimum, dependent on charity or welfare. They lose their self-confidence because they cannot be fully self-supporting. The opportunities denied them also deprive them of the pride of accomplishment which others, who have those opportunities, can develop for themselves. This in turn can lead to psychological, social and even mental health problems.
Empowerment is then the [[process]] of obtaining these basic opportunities for marginalized people, either directly by those people, or through the help of non-marginalized others who share their own access to these opportunities. It also includes actively thwarting attempts to deny those opportunities. Empowerment also includes encouraging, and developing the skills for, self-sufficiency, with a [[focus]] on eliminating the future need for charity or welfare in the [[individuals]] of the group. This process can be difficult to start and to implement effectively, but there are many examples of empowerment projects which have succeeded.
One empowerment strategy is to assist marginalized people to create their own nonprofit organization, using the rationale that only the marginalized people, themselves, can know what their own people need most, and that control of the organization by outsiders can actually help to further entrench marginalization. Charitable organizations lead from outside of the [[community]], for example, can disempower the community by entrenching a dependence on charity or welfare. A nonprofit organization can target strategies that cause structural [[change]]s, reducing the need for ongoing dependence. Red Cross, for example, can focus on improving the [[health]] of indigenous people, but does not have [[authority]] in its charter to install water-delivery and purification systems, even though the lack of such a [[system]] [[profound]]ly, directly and negatively impacts health. A nonprofit composed of the indigenous people, however, could insure their own organization does have such authority and could set their own agendas, make their own plans, seek the needed resources, do as much of the work as they can, and take responsibility - and credit - for the success of their projects (or the consequences, should they fail).
Numerous [[critical]] [[perspectives]] exist that propose that an empowerment [[paradigm]] is present, Clark (2008) showed that whilst there was a degree of [[autonomy]] provided by empowerment, it also made way for extended [[surveillance]] and control, hence the contradiction perspective (Fardini, 2001).
==The process of empowerment==
The process which enables one to gain [[power]],[[authority]] and influence over others,institutions or society.
Empowerment is probably the totality of the following or similar capabilities:-
*Having decision-making power of one's own
*Having access to information and resources for taking proper decision
*Having a range of options from which you can make choices (not just yes/no, either/or.)
*Ability to exercise assertiveness in collective decision making
*Having positive thinking on the ability to make change
*Ability to learn skills for improving one's personal or group power.
*Ability to change others’ perceptions by democratic means.
*Involving in the growth process and changes that is never ending and self-initiated
*Increasing one's positive self-image and overcoming stigma
*Increasing one's ability in discreet thinking to sort out right and wrong
In short, empowerment is the process that allows one to gain the knowledge, skill-sets and attitude needed to cope with the changing world and the circumstances in which one lives.
==Workplace empowerment==
One account of the [[history]] of workplace empowerment in the United States recalls the clash of management styles in railroad construction in the American West in the mid-19th century, where "[[tradition]]al" [[hierarchical]] East-Coast [[model]]s of control encountered [[individual]]istic pioneer [[work]]ers, strongly supplemented by methods of efficiency-oriented "worker responsibility" brought to the scene by Chinese laborers. In this case, empowerment at the level of work teams or brigades achieved a notable (but short-lived) demonstrated superiority[1].
Empowerment in the workplace is regarded by [[critics]] as more a pseudo-empowerment exercise, the [[idea]] of which is to change the [[attitude]]s of workers, so as to make them work harder rather than giving them any real power, and Wilkinson (1998) refers to this as "attitudinal shaping". However, recent [[research]] suggests that the opportunity to [[exercise]] [[personal]] discretion/choice (and complete meaningful work) is an important element contributing to employee engagement and well-being. There is [[evidence]] [2] that initiative and motivation are increased when people have a more positive attributional style. This influences self-belief, resilience when faced with setbacks, and the ability to visualize oneself overcoming problems. The implication is that 'empowerment' suits some more than others, and should be positioned in the broader and wider [[context]] of an 'enabling' work environment.
Empowerment to employees in the work place provides them with opportunities take their own [[decision]]s with regards to their tasks. Now-a-days more and more bosses and managers are practicing the [[concept]] of empowerment among their subordinates to provide them with better opportunities.
==Economics and empowerment==
In [[economic]] development, the empowerment approach [[focu]]ses on mobilizing the self-help efforts of the poor, rather than providing them with social welfare. Economic empowerment is also the empowering of previously disadvantaged sections of the population, for example, in many previously colonized African countries.
==Personal development and empowerment==
In the arena of [[personal]] development, empowerment shapes many [[system]]s of [[Self Realization]] or [[identity]] (re-)formation. The concept of personal development is seen as important by many employers, with emphasis placed on continuous learning, increased self-awareness and [[emotion]]al [[intelligence]]. Empowerment is ultimately driven by the individual's [[belief]] in their capability to influence events.
Empowerment can be attained through one or many ways. An important factor in the [[discovery]] and application of the human "self empowerment" lies within the tools used to unveil the [[truth]]. It has been suggested that Yoga is one such tool that can be used for more than the obvious physical benefits.
==References==
*Thomas, K. W. and Velthouse, B. A. (1990) Cognitive Elements of Empowerment: An 'Interpretive' Model of *Intrinsic Task Motivation. Academy of Management Review, Vol 15, No. 4, 666-681.
*Wilkinson, A. 1998. Empowerment: theory and practice. Personnel Review. [online]. Vol. 27, No. 1, 40-56. Available from: Emerald on the World Wide Web: http://hermia.emeraldinsight.com/vl=2601464/cl=84/nw=1/fm=docpdf/rpsv/cw/mcb/00483486/v27n1/s3/p40. Accessed February 16, 2004.
[[Category: General Reference]]
[[Category: Political Science]]
[[Category: Sociology]]
[[Category: Psychology]]
'''Empowerment''' refers to increasing the [[spiritual]], [[political]], social or [[economic]] strength of [[individuals]] and [[communities]]. It often involves the empowered developing confidence in their own capacities.
==Definitions==
The term Human Empowerment covers a vast landscape of meanings, interpretations, definitions and [[disciplines]] ranging from [[psychology]] and [[philosophy]] to the highly commercialized Self-Help industry and Motivational sciences.
Sociological empowerment often addresses members of [[groups]] that social discrimination have excluded from decision-making processes through - for example - discrimination based on disability, [[race]], ethnicity, [[religion]], or [[gender]]. Empowerment as a [[methodology]] is often associated with feminism.
==Marginalization and empowerment==
"Marginalized" refers to the overt or covert trends within societies whereby those perceived as lacking desirable traits or deviating from the [[group]] norms tend to be excluded by wider [[society]] and ostracised as undesirables. Sometimes groups are marginalized by society at large, but governments are often unwitting or enthusiastic participants. For example, the U.S. government marginalized cultural minorities, particularly blacks, prior to the Civil Rights Act of 1964. This Act made it illegal to restrict access to schools and public places based on race. Equal opportunity laws which actively oppose such marginalization, allow increased empowerment to occur. It should be noted that they are also a symptom of minorities' and women's empowerment through lobbying.
Marginalized people who have no opportunities for self-sufficiency become, at a minimum, dependent on charity or welfare. They lose their self-confidence because they cannot be fully self-supporting. The opportunities denied them also deprive them of the pride of accomplishment which others, who have those opportunities, can develop for themselves. This in turn can lead to psychological, social and even mental health problems.
Empowerment is then the [[process]] of obtaining these basic opportunities for marginalized people, either directly by those people, or through the help of non-marginalized others who share their own access to these opportunities. It also includes actively thwarting attempts to deny those opportunities. Empowerment also includes encouraging, and developing the skills for, self-sufficiency, with a [[focus]] on eliminating the future need for charity or welfare in the [[individuals]] of the group. This process can be difficult to start and to implement effectively, but there are many examples of empowerment projects which have succeeded.
One empowerment strategy is to assist marginalized people to create their own nonprofit organization, using the rationale that only the marginalized people, themselves, can know what their own people need most, and that control of the organization by outsiders can actually help to further entrench marginalization. Charitable organizations lead from outside of the [[community]], for example, can disempower the community by entrenching a dependence on charity or welfare. A nonprofit organization can target strategies that cause structural [[change]]s, reducing the need for ongoing dependence. Red Cross, for example, can focus on improving the [[health]] of indigenous people, but does not have [[authority]] in its charter to install water-delivery and purification systems, even though the lack of such a [[system]] [[profound]]ly, directly and negatively impacts health. A nonprofit composed of the indigenous people, however, could insure their own organization does have such authority and could set their own agendas, make their own plans, seek the needed resources, do as much of the work as they can, and take responsibility - and credit - for the success of their projects (or the consequences, should they fail).
Numerous [[critical]] [[perspectives]] exist that propose that an empowerment [[paradigm]] is present, Clark (2008) showed that whilst there was a degree of [[autonomy]] provided by empowerment, it also made way for extended [[surveillance]] and control, hence the contradiction perspective (Fardini, 2001).
==The process of empowerment==
The process which enables one to gain [[power]],[[authority]] and influence over others,institutions or society.
Empowerment is probably the totality of the following or similar capabilities:-
*Having decision-making power of one's own
*Having access to information and resources for taking proper decision
*Having a range of options from which you can make choices (not just yes/no, either/or.)
*Ability to exercise assertiveness in collective decision making
*Having positive thinking on the ability to make change
*Ability to learn skills for improving one's personal or group power.
*Ability to change others’ perceptions by democratic means.
*Involving in the growth process and changes that is never ending and self-initiated
*Increasing one's positive self-image and overcoming stigma
*Increasing one's ability in discreet thinking to sort out right and wrong
In short, empowerment is the process that allows one to gain the knowledge, skill-sets and attitude needed to cope with the changing world and the circumstances in which one lives.
==Workplace empowerment==
One account of the [[history]] of workplace empowerment in the United States recalls the clash of management styles in railroad construction in the American West in the mid-19th century, where "[[tradition]]al" [[hierarchical]] East-Coast [[model]]s of control encountered [[individual]]istic pioneer [[work]]ers, strongly supplemented by methods of efficiency-oriented "worker responsibility" brought to the scene by Chinese laborers. In this case, empowerment at the level of work teams or brigades achieved a notable (but short-lived) demonstrated superiority[1].
Empowerment in the workplace is regarded by [[critics]] as more a pseudo-empowerment exercise, the [[idea]] of which is to change the [[attitude]]s of workers, so as to make them work harder rather than giving them any real power, and Wilkinson (1998) refers to this as "attitudinal shaping". However, recent [[research]] suggests that the opportunity to [[exercise]] [[personal]] discretion/choice (and complete meaningful work) is an important element contributing to employee engagement and well-being. There is [[evidence]] [2] that initiative and motivation are increased when people have a more positive attributional style. This influences self-belief, resilience when faced with setbacks, and the ability to visualize oneself overcoming problems. The implication is that 'empowerment' suits some more than others, and should be positioned in the broader and wider [[context]] of an 'enabling' work environment.
Empowerment to employees in the work place provides them with opportunities take their own [[decision]]s with regards to their tasks. Now-a-days more and more bosses and managers are practicing the [[concept]] of empowerment among their subordinates to provide them with better opportunities.
==Economics and empowerment==
In [[economic]] development, the empowerment approach [[focu]]ses on mobilizing the self-help efforts of the poor, rather than providing them with social welfare. Economic empowerment is also the empowering of previously disadvantaged sections of the population, for example, in many previously colonized African countries.
==Personal development and empowerment==
In the arena of [[personal]] development, empowerment shapes many [[system]]s of [[Self Realization]] or [[identity]] (re-)formation. The concept of personal development is seen as important by many employers, with emphasis placed on continuous learning, increased self-awareness and [[emotion]]al [[intelligence]]. Empowerment is ultimately driven by the individual's [[belief]] in their capability to influence events.
Empowerment can be attained through one or many ways. An important factor in the [[discovery]] and application of the human "self empowerment" lies within the tools used to unveil the [[truth]]. It has been suggested that Yoga is one such tool that can be used for more than the obvious physical benefits.
==References==
*Thomas, K. W. and Velthouse, B. A. (1990) Cognitive Elements of Empowerment: An 'Interpretive' Model of *Intrinsic Task Motivation. Academy of Management Review, Vol 15, No. 4, 666-681.
*Wilkinson, A. 1998. Empowerment: theory and practice. Personnel Review. [online]. Vol. 27, No. 1, 40-56. Available from: Emerald on the World Wide Web: http://hermia.emeraldinsight.com/vl=2601464/cl=84/nw=1/fm=docpdf/rpsv/cw/mcb/00483486/v27n1/s3/p40. Accessed February 16, 2004.
[[Category: General Reference]]
[[Category: Political Science]]
[[Category: Sociology]]
[[Category: Psychology]]