Employee empowerment basically means the managerial staffs allowing the non-managerial staff in making decisions in a company without necessarily seeking permission from the managers. This process allows the non-managerial staff to feel appreciated and important in an organization (Woodside, 2008). This motivates them to work extremely hard since they feel that they valued ion an organization irrespective of their positions. For example, a manager will allow his juniors to hire employees without his consent as long as they followed the right rules and procedures.
Employee empowerment came as a result of companies wasting a lot of time waiting for certain decisions to be approved by the management who most of the times had a work load of responsibilities. This resulted to the organizations dragging behind before certain roles could be executed. This is because the managers who are supposed to give go ahead, most of the times had travelled or had so many responsibilities to tackle at the same time. For example, a company extended the process of hiring the employees by two weeks since the manager who was supposed to sign had travelled. Employee empowerment has had a lot of setbacks from the managers who do not trust their seniors. Researches indicate that those mangers that refuse to give consent to their juniors have significantly caused their organizations to lose a considerable amount of time and also revenues. Currently, employees’ empowerment has gone to a higher notch. This is because the mangers can now leave their juniors to handle everything in the business in their absence. This is regardless of the sensitivity of the issues handled.
The mangers in in organizations should embrace employee empowerment. This is because it improves the employees’ self-worth and makes them that they can be able to control their own destinies. This process makes the employees feel responsible and be careful while trying to carry out certain activities in a business environment (Kusluvan, 2003). It also increases the satisfaction of the employees which leads to the organization’s improved performance. It also enhances the communication between the managers and the non-managerial staff. When there is communication, it makes it easier for a company to achieve the set goals as all employees discuss on the best ways that suits an organization. Communication does not only help in the empowerment process but also in the satisfaction and growth of employee in an organization.
Review of literature
The title of the research would be the advantages of employee empowerment in an organization. This is because though so many researchers have tried to emphasize on the importance of empowerment, most mangers in organizations find it still hard to delegate their duties to other employees. The reason of the research of study is to emphasize on the importance of the importance of employee empowerment. Another thing that arises as a result of the study is to enhance communication skills in an organization. The research of study also entails the rules and procedures to be adopted in order to have a perfect empowerment procedure. The research study was entitled to proof that employee empowerment is mandatory to any business that is destined to growth and compete in both the national and the global market.
The methods used in making this research possible were sampling of different organizations that embrace the process of employee empowerment and others who do not. The researchers of the article are supposed to compare and contrast of the findings from different business organizations. Also, the study will be done by sampling of interview question to help in deep understanding of what the companies carry out the process of employee empowerment. The finding of the study is that employee empowerment saves a company a substantial amount of time and revenues (Klose, 2003). This means that the organizations that were found administering the process of empowerment, they registered increased profits. The results also depicted that the organizations that upheld the process of employee empowerment also registered increased employee commitment. This is because the employees felt that they were trusted and therefore worked hard as they felt they were appreciated and they felt part of the organization.
The management of the organizations learnt from the study employee important is important as it helps the employee take care of their own destiny. Another thing that the management learns is that communication is a fundamental factor in business development. The management realizes that in order to have an effective employee empowerment, bilateral communication is mandatory. This means that the management will have to involve the non-management staff in various decisions that company makes (Silva, 2009). The research depicted that the through improved communication and consultations, the company registered substantial increased profits. Employee empowerment resulted to increased productivity. This is because the employees were motivated by being trusted to make various decisions in the organization. The management registered better customer service from their employees. This is because empowered employees provided exceptional services due to the power given to them. This is as a result of the employees being able to make decisions without their supervisor. The empowered employees embraced change and they felt free to challenge the current situation which is critical to most employees. This is because of the employees’ comfort to question the status quo in a company.
Related Business News
The business once aired a program entitled employee empowerment is key to success with lean. The program sought to emphasize the strategies and philosophy that enables an employee to make decisions in an organization. However, lean was keen to emphasize that employee empowerment did not mean that the managerial give up their positions and let the non-managerial staff make decisions as they wish but clear guidelines should be set on when a non-managerial staff should make decisions. He also stated that the major setback in this process is the inability of the managers to trust the work force. This meant that the managers have to control the powers given to the non-managerial staff to implement their own ideas.
The management learnt that employee empowerment in an organization is not solely the responsibility of the management but the whole organization at large. The management also learnt that it did not mean them giving up their duties to other people but guiding their juniors and helping them to achieve their destiny (Potterfield, 1999).Though the process of empowerment entails a difficult transition, the management learns that this process is for the benefit of the organization. The process involves everyone to exercise patience and realize that the organization is learning a way to operate. This means that the management should be light on their juniors if they make mistakes when initiating the process of empowerment. However, as lean depicts those in the initial stages of the process of empowerment conflicts are intended to arise. The management also needs to learn that the empowerment process does not give a reason to always be absent from their offices and get involved in some other things.
According to the researched articles and the business news, it clearly recommended that all business organizations should embrace the process of empowerment. This is due to the new technology that continues to be experienced on business organizations. However, clear guidelines should be set in trying to implement the strategy. This cautions on how the non-managerial staffs arrive at decisions in a company. It has been depicted that the process of empowerment has resulted to several organizations experiencing improved services from employees resulting to increased profits and service delivery. The employees feel motivated and this makes them to execute their duties with passion.
Traditionally, in the business world it is only the management that could carry out certain duties in an organization. The resulting factor was that most business ended up wasting substantial amount of before certain duties could be executed. This would later cost the businesses a significant amount of revenue due to the ragging behind. However the businesses that embraced the process of empowerment registered a significance growth and enhanced relations with their customers. The empowerment that entails the reorganization of the organization structure is considered as the best and the most critic way to handle the business. This is only to the businesses that have set their goals and are committed to the business growth both nationally and internationally. Therefore, employee empowerment is inevitable to those businesses that are focused in achieving significant results in the business world.
Woodside, A. G., & Martin, D. (2008). Tourism management: Analysis, behaviour, and strategy. Wallingford, Oxfordshire: CABI.
Kusluvan, S. (2003). Managing employee attitudes and behaviors in the tourism and hospitality industry. New York: Nova Science Publisher
Klose, A. J. (1993). Breaking the chains: The empowerment of employees : how to evaluate, monitor, and improve employee empowerment levels. Lincoln, NE: Continental Business Books.
Silva, S. (2009). Does Empowerment Motivate Employees in the Hospitality Industry ( Sri-Lanka) to Increase Performance. München: GRIN Verlag GmbH.
Potterfield, T. A. (1999). The business of employee empowerment: Democracy and ideology in the workplace. Westport, Conn: Quorum Books.