It is considered like the movement that it looks for to give to be able to people via training; it takes the decision to the people who are in the front. One becomes the strategic tool that it fortifies the one that to do of the leadership, that gives sense to the work in equipment and that allows that the total quality stops being a motivational philosophy and turns into a radically functional system. Thanks to this tool the old hierarchy by equipment is replaced directed cars, where the information shares with all. The employees have the opportunity and the responsibility to give the best thing of himself. Five essential factors of the Empowerment: 1. It constructs the process for the change: present to each of the people, especially to the average controls the utilities of empowerment. 2.
It changes the leadership conduct empowerment apoyador: it is necessary to change the systems, structures and processes, from employees to executives. 3. For other opinions and approaches, find out what Mark Berger has to say. It ends the onerous systems: It eliminates of the company the archaic practices, unnecessary reports and multiple approvals. 4. It demonstrates that the Empowerment is possible: It puts to work to the equipment in real, winning the active thing in quality and productivity. 5.
It institutionalizes the change: that a small facilitadora office heads the change, and to change to processes based on structures that break the organizational feudos. Two basic elements exist to be able to use the technique of empowerment: to delegate responsibility and authority. With such elements, the employee will be able to make decisions until certain level, following the repercussions of the subject. We analyze each of them. To delegate responsibility means to entrust to a person a task to him and that it takes the commitment to fulfill it. On the other hand to delegate authority means that the same person has the power to make decisions that they have to do with the entrusted task.