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Employee perception of the leadership empowerment and its affect on organisational performance 31 May, 2020   


This article presents a model of how employees perception affect each organisation’s processes and an overall results based on their attitudes toward leadership and its effectiveness. It actually  combines and integrates two parts of research, employee perception and their influence on leaders as much as they can influence motivation of employees. Their attitudes and behaviors are partially determined by wrong perceived information embedded in the internal communication. Furthermore, attitudes are influenced by attributions based on observations of each other’s behavior. This kind of perception is the wall for constructive approach of those who are drivers in organisational performance. In absence of constructive perception, leadership can't  be optimize and improved what has negative impact not only on the possibilities for marketing tools and its development; it has significant implications for the design, conduct and reporting of any future improvement in organizations as organization’s existence depending on its employees and their perception.

Social information can be operationalized by having confederate coworkers who are trained to provide specific social cues. For example, job requires personal touch more than employee’s presence, it requires social employees with vision of the future as social employees can directly communicate attitudes toward leadership such is example of the millennial generations who are the most direct way of communication and indicator where organisation has lacked with motivation and empowerment of own staff. 


Every organisation should take in consideration that the management is only one who is holding right information including top levels of the leading staff as well, what without spreading it indirectly affecting existence of own structure with the negative impact in sphere of leadership empowerment, and secondly, importance and awareness of its.  Continuously working on the management knowledge, improvement throughout training and raising their awareness is not card that opens door of secure and successful future if other staff is not introduced to this topics at all.  

 In order to make right leadership and empowered staff there must exist two way communication and collaboration. This is one more confirmation that internal communication need to be improved from the side of the top management, as they are leading this industry; paying attention more and taking care about all company’s roles in pyramid of company’s organization is key for successful internal communication. To make it real, company needs to give introduction to own staff with required explanations of the importance of all this tools through, trainings, guidance and necessary steps until it get positioned and understand in the way of its full power.  Empowering each other is key of success for any business and company; without it organisation will lack in a good and positive performance


Very often, on a personal example we can give  confirmation that perceptions of tasks and work environment are presumed to be subjective. It has been demonstrated many times that employees’, individual actions and visions are not expressed completely. It is influenced as much by a social cues from coworkers and supervisors as by own non willingness for expression. From personal experience I can admit that employees relationship is much stronger in circumstances where at least once exchanged communication between certain individuals, especially if it was face to face communication what further more enable this individuals to make virtual communication as well, easier than in cases where didn’t happened communication at all. All this tend to be way of possible empowerment for employees that are less involved and invisible from the side of management even if their performance is beneficial with positive outcome.  


Overall of personal relationships in hospitality organisations are divided in two groups, very closed coworkers and coworkers, without any kind of communication, except shared working environment. As more as they know each other’s personally, in the professionally way is more easier to be achieved better engagement and more evident, where is not presented personal touch, communication does not exist at all. Without their interaction through collaboration team building activities are hardly possible, what in my personal opinion is what first company must make happen real. Providing coworkers with activities where they must be included, choose ones that do not communicate professionally, those who do not know each other’s at all and personally make them more familiar with each other’s. Even sometimes is needed that this kind of collaboration being invisible forced and by that to make them to indirectly get to know better each other’s, own strengthens and weakness. The more interaction and contact they had with the team and further the more informed they were about what is happening in their working environment. This will provide all predispositions for right empowering tools, inclusion and better perceived leadership. 

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Airtract

Sheetal Kamble - Empowered employees are more likely to be more powerful and confident who are committed to stronger job performance, job... Read More

Sheetal Kamble - Empowered employees are more likely to be more powerful and confident who are committed to stronger job performance, job satisfaction and demonstrate initiative and creativity to achieve their goals. If you have any more questions about human resource management software and performance management , then we will be happy to help here: https://technologycounter.com/hr-software Read Less

Date:16-10-2020

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