L4D.docx

Write 300 words on discussion and respond to two articles with 200 words each
1)Write 300 words for discussion with 3 peer reviewed references
Empowerment has been criticized because it leaves no one in particular accountable for results.  What is your opinion of this criticism?
2) Respond to two articles with 200 words each

Article 1
 In basic words Empowerment implies it’s an appointment of capacity to others to meet explicit objectives, it very well may be on both expert and amateurish level. Impression of strengthening has been used in practically every one of the fields. Administrative offices in all fields practice the idea of strengthening not simply to relieve an essential necessity of work yet in addition delegate the duties to run extreme authoritative tasks. The term strengthening normally brings certain positives like force, Authority, progress, achievement and so on and that is the principal reason that all associations are rehearsing strengthening (Weidenstedt, 2016). Nonetheless, it’s anything but about progress and brilliance. There are commonly were strengthening just turned sour and was reprimanded in view of its terrible effect on others. For instance, designation of incredible experts in an off-base hand, certain untrustworthy choices. Along these lines, individuals condemn the idea of strengthening as there is nobody to be accused if the outcomes are ominous or it’s anything but a terrible effect on individuals.
 
As I would like to think individuals reprimand strengthening when it makes some hurtful or negative conditions. Individual responsibility shows that the individual is answerable for the demonstrations. Gatherings of people are liable for aggregate exercises. Consequently, just pioneers or other advantaged people can’t be constrained to be capable. Strengthening appears to enjoy the benefit of making each individual take explicit measures mindful. This truly prompts a more responsible society, with less wrongdoings. Individuals know that specific practices lead to specific impacts and this information prompts the duty needed to make a steady society. In this way, representatives should have an independent mind. This gives the firm significantly greater innovativeness. Pioneers empower their staff to make answers to complex difficulties through a wide scope of innovative energies.
 
Hence, shaping an alliance implies that the aggregate endeavor at last has more aggregate force in the domain of business. Engaging representatives to think self-governing and imaginatively inside a firm additionally infers that individuals are recognized for their abilities. A potential negative to this strategy would be that all workers can’t utilize their specific idea capacities to give creative energy to the association. Such an organization may truth be told be cataclysmic if work force are engaged that are not prepared, on the grounds that off-base unmonitored decisions and acts may be incredibly destructive. Subsequently, it’s anything but a smart thought above all else that an individual be approved to decide. Truth be told, strengthening may build its dynamic and innovative force in a firm altogether. Nonetheless, this strengthening should be done cautiously. People should be regulated to guarantee that they are prepared to acknowledge duties inside an organization. (Lacina, 2017).
 

References

Lacina, J., & Griffith, R. (2017). Empowerment. The Reading Teacher, 71(1), 5–6. https://doi.org/10.1002/trtr.1605
Weidenstedt, L. (2016). Empowerment Gone Bad. Socius: Sociological Research for a Dynamic World, 2, 237802311667286.

Article 2

In employment, empowerment has been criticized because its benefits have been limited to people who would be highly motivated and ambitious. However, we see the full potential for empowerment in all facets of human interaction. People can be motivated, motivated by a desire to participate in transformation, motivated by a desire to learn and expand their perspective. This capacity for empowerment cannot be compromised as long as it remains limited to a few. This capacity is central to our ability to see ourselves as one person, one family and one community, one set of goals. The power relationships with employers and workers that empower women in private and public spheres remain strong. However, empowerment is not simply understood to mean that women succeed if they can become more independent, more effective, or more influential, become more confident, become more assertive, and more assertive. Like every other human development process, the empowerment of women cannot be reduced to any single variable. The benefits and criticism of employee empowerment in organizations, both in the workplace and inside a social organization, must be recognized and thoroughly explained. Some of the limitations, such as restrictions on how employees may communicate, the limited nature of empowerment at the top of a management level, and the lack of accountability present for the benefits of empowerment, have to be addressed in the workplace. A better understanding of these limitations could lead to recognizing the advantages of empowerment in organizational contexts and better decision-making in the public and private sectors, rather than the reverse (Nothias, 2019).
Moreover, it would allow organizations to make better decisions and work within the broader context of other issues that could be important to workers’ empowerment and human development. Such a project will require some level of training. However, it can be a powerful tool that can be used to engage and develop a new understanding of how empowerment, inequality, and inequity affect both our daily life and our organizational functioning. My opinion on criticism would be that the current paradigm of empowerment is too simplistic. As most crises are, many individuals will take a more activist, anti-authoritarian stance in a situation of high-profile challenges. By focusing on personal challenges, however, empowerment becomes a distraction from the core concerns for which the movement should be striving. In other words, we might view it as a way to avoid talking with people who are already feeling a challenge, rather than engaging people who are still feeling isolated and in need of support (Lee, 2018).

Reference

Nothias, T., & Cheruiyot, D. (2019). A “hotbed” of digital empowerment? Media criticism in Kenya between playful engagement and co-option. International Journal of Communication, 13, 24.
Lee, A., Willis, S., & Tian, A. W. (2018). Empowering leadership: A meta‐analytic examination of incremental contribution, mediation, and moderation. Journal of Organizational Behavior, 39(3), 306-325.