Term Paper on Empowerment
← Overview
What motivates people to work? Money may be the primary reason, but beyond a certain limit it fails to. Organizations have been trying out different things to increase the level of motivation of its employees. Employee empowerment is one of them.
Employee empowerment means that an employee is given a chance to be enterprising, take risks without compromising with the organizational goals, mission and vision. His say in the process of decision making is increased. This can be for one particular individual or for the entire organization. In the latter case it is called participative management.
There are pros and cons to this employee empowerment. Whereas it is said and has been observed that participative management may lead to increased productivity, motivation, job satisfaction and quality enhancement; it may also slow down the process of decision making and act a potential security threat in terms of ease of access of information it offers to the employees.
From an organizational perspective the following pros and cons may be associated with employee empowerment.
Participative management or employee empowerment does not mean relentless transfer of authority. It has to be in a controlled and regulated manner. Each aspect has to be carefully studied and levels of participation decided. For example, the level of participation of knowledge workers is different from that of a floor worker.
• The practice of empowerment is attempted in the context of many applications:
• Employee empowerment – transitioning more empowerment to employees has occurred as organizations have flattened and attempted to become leaner.
• Team empowerment – self managed teams require a level of empowerment if they are to grow to truly be self managed teams.
• Self empowerment – there is an internal desire for many people to have more control in their lives and work. Developing of self in order to be ready for empowerment and responsibility
What motivates people to work? Money may be the primary reason, but beyond a certain limit it fails to. Organizations have been trying out different things to increase the level of motivation of its employees. Employee empowerment is one of them.
Employee empowerment means that an employee is given a chance to be enterprising, take risks without compromising with the organizational goals, mission and vision. His say in the process of decision making is increased. This can be for one particular individual or for the entire organization. In the latter case it is called participative management.
There are pros and cons to this employee empowerment. Whereas it is said and has been observed that participative management may lead to increased productivity, motivation, job satisfaction and quality enhancement; it may also slow down the process of decision making and act a potential security threat in terms of ease of access of information it offers to the employees.
From an organizational perspective the following pros and cons may be associated with employee empowerment.
Participative management or employee empowerment does not mean relentless transfer of authority. It has to be in a controlled and regulated manner. Each aspect has to be carefully studied and levels of participation decided. For example, the level of participation of knowledge workers is different from that of a floor worker.
• The practice of empowerment is attempted in the context of many applications:
• Employee empowerment – transitioning more empowerment to employees has occurred as organizations have flattened and attempted to become leaner.
• Team empowerment – self managed teams require a level of empowerment if they are to grow to truly be self managed teams.
• Self empowerment – there is an internal desire for many people to have more control in their lives and work. Developing of self in order to be ready for empowerment and responsibility