It would be unfair and incomplete to address the topic
of Self-Directed Teams without a corresponding mention about empowerment, as they are, in effect, one and the same!
An empowered workforce is one where employees take on many
of the responsibilities previously reserved for managers. Empowerment
is thought to lead to greater levels of employee commitment
and adaptability. At the same time empowerment produces
increases in productivity, quality, and cost-efficiencies for the organisation, it
generates gains in the Quality of Work Life (QWL) for
employees.
Whatever the particular form empowerment takes in an
organisation, it hinges on several important features. These include, among
others:
Authority
Information
Opportunity
Resources
Confidence
Motivation
Competence
These features, or variables, all work in concert with one
another. For example, as opportunities are provided to employees to
manage themselves, and access to resources and authority are permitted,
they will increasingly make better-informed decisions and take actions consistent
with organisational purpose. This cycle continues positively as employees experience
rewards consequent to their initiatives, seek, and are given more
opportunity.
As the team becomes more skilled and responsible, asserts its
own control, and begins to regulate itself, it is accorded
greater organisational opportunity to perform more challenging tasks and make
more significant decisions. Thus, the team acquires increasing autonomy, responsibility,
and accountability. In a process that typically begins with the
organisation top-down, but becomes more of the team’s responsibility over
time, team members acquire the skills, practice effective behaviours, and
internalise self-assurance, enabling the team to wield the power it
has earned.
Other topics in our resources on Team Building related to Empowerment include: