Human Motivation

To empower someone, by definition according to the Webster Dictionary, means to "give someone power or authority" or "to give somebody a sense of confidence or self esteem". This concept of empowerment has been long standing in today's corporate world, but with many organizations shifting to that of a flat model, where lines are less clear and defined, empowerment is much more important. As employees are expected to think in more of a team mode and perspective, it is crucial that these individuals feel empowered in their positions, giving them a sense of confidence not only in decision making, but also in their roles.

Today's flat model organization is one which there are fewer levels of positions which can make for quicker reactions to change and increased efficiency. In a study of 300 large American companies, it was found that managerial levels between the CEO and the lowest level managers have decreased by 25% (Ellis, 2003). This increases profitability and efficiency. Managers are able to assume a leadership and coaching role. They are able to work for their staff instead of the other way around. It allows for managers to engage in a more broadened thinking while their empowered employees can run the day to day operations (Kotelnikov, 2005).

However, as organizations switch into this mode, it is important to understand that the transition may mean more than a simple restructure. Several methods must be used to prepare the workforce for the transformation. Some of these methods may include clear and honest communication, coaching, mentoring, providing oversight, and creating safe environments, and expecting mistakes.

Clear and honest communication is the best way to ensure employees are empowered. In a less structured environment, like that of a flat organization, fewer employees may be doing more work and so it is vital that everyone stay informed. Due to the unclear job lines and roles, communication is vital, particularly if several employees have their hands on the same project. Communication is not only important in an established flat structure, but it is also very crucial for an organization that is transitioning to a flat structure. Employees may have fears of change and doubt about their roles and responsibilities and keeping them informed is a surefire way to ease their worries.

As mentioned previously, a flat organization leads the way for managers to move into coaching roles as opposed to traditional managerial ones. In a flat organization, many managers and their subordinates are more closely related as peers or coworkers. The managers, confident and empowering their employees in managing tasks, projects, or daily operations, are then able to move into a coaching relationship and are able to provide feedback and insifgth to the employee regarding their performance. Perhaps, even in some cases, the manager is able to monitor and observe the employee more consistently than the traditional quarterly review timeframe.

Although the role of mentor and coach are similar, they can mean different things, especially in this type of structure. As the roles of managers shift towards that of coaching for performance, they can also have much more time to mentor. By taking an employee 'under their wing', a manager can mold the employee to the benefit of the unit as well as empower the employee by boosting their confidence and skill sets. Mentoring also becomes more rampant in the flat model, not just between manger and employee, but also peer to peer. In a truly flat model, when an employee has been empowered by skills and confidence, they can then