The study conducted by Gaudreau Meyerson and Blanchard Dewettinck on employee empowerment, entitled “Effect of Empowerment on Employees Performance”, revealed that the implementation of employee empowerment dimensions in an organization leads to an improvement in workforce performance.
The authors state that “employee empowerment has widely been recognized as an essential contributor to organizational success”, but what exactly is employee empowerment and why is it that crucial?
Explicitly, it is a “motivational technique that is designed to improve performance if managed properly through increased levels of employee participation and self-determination.” It is chiefly concerned with “trust, motivation, decision-making, and breaking the inner boundaries between management and employees as ‘them’ verses us.”
Empowerment is important because it:
- enables the company to be more flexible and responsive
- leads to improvements in individual and organizational performances
- enables organizational innovativeness
- allows workers to be in a position where they can make quick decisions when needed
- allows the staff to respond quickly to different changes
- secures employee retention
So what are the three dimensions of empowerment?
- Delegation of authority
- Reward based on performance
- Suggestion system
To elaborate, the researchers recommend CEOs and/or managers to implement these dimensions as follows:
- Allow employees to get involved in cession of activities so that they play a role in choosing job and condition of its implementation; thus, accept their tasks eagerly and perform it passionately.
- Focus control and supervision on the results instead of methods of performance of the job; otherwise, the workers’ morale and confidence will be destroyed.
- Reward employees based on performance and, for more effectiveness, congratulate them in a special ceremony. These rewards can be verbal appreciation, delegation of authority, giving them greater responsibility, etc.
- Give suggestion forms, which can be printed as booklets for example, to all employees and in sufficient quantity.
- Do implement the accepted suggestions.
- Justify the reasons that made you reject a certain suggestion and allow employees to present their point of view as well.
Source
Meyerson, G., & Dewettinck, B. (2012). Effect of Empowerment on Employees Performance. Advanced Research in Economic and Management Sciences (AREMS), 2(2012). Retrieved from (99+) (PDF) Effect of Empowerment on Employees Performance | Rajat Verma – Academia.edu
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