Total Quality Management
29 November 2008
Apposite Implementation of Employee Empowerment
The sole purpose of this research is to examine the employee empowerment in the workplace. In an attempt to more specifically address this issue, we intend to do this research by narrowing down the study and focus on the relationship between employee empowerment, employee satisfaction, organizational commitment and productivity. Though, there are many variables with weak, medium and strong relationship with our key independent variable that is employee empowerment, we will try to focus on the dependent variables that are strongly related to empowerment.
In this paper, we will identify the main factors that would favor a strategy of employee empowerment in any organization. Empowerment is often touted as a cure all for a business’s organizational ills. It is supposed to deliver better client service and improved efficiency and best of all requires less management direction as teams manage themselves. In most cases the reality is far from this position many attempts to empower staff have either been rejected outright or simply failed to deliver the benefits expected. The reasons for failure are many; some employees just don’t want the extra responsibility other lack the requisite organizational ability to carry out their empowered duties. They do not have the authority to implement decisions, or have the knowledge to work the business in the way they need in order to deliver on their promises. Despite this not all empowerment projects end this way. The difference between the good and the bad can be put down to a number of reasons. In this paper, we will try to find out different ways of implementing the empowerment programs in organizations. We will also try to establish linkages that lead to success of employee empowerment programs.
The common dictionary definition of empowerment, "to give official...