Advantages of Focus on Empowerment in an Organization
Advantages of Focus on Empowerment in an Organization
What is worker empowerment
Employee empowerment is defined as the ways in which
organizations provide their employees with a certain degree of autonomy and
control in their day-to-day activities. This can include having a voice in
process improvement, helping to create and manage new systems and tactics, and
running smaller departments with less oversight from higher-level management
According to Meyerson & Dewettinck (2012) Employee
empowerment is regarded as a motivational practice that aims to increase the
performance by increasing the opportunities of participation and involvement in
decision making. It is mainly concerned with developing trust, motivation,
participating in decision-making, and removing any boundaries between an
employee and top management.
When looking at above definition worker empowerment is all about
giving the batten to the front-line employees to take some certain decision on
behalf of an organization without consultation to the top management.
The benefits of empowerment
Motivated employees
Employees who have more control over their employment, finds
their jobs more interesting and will work harder to achieve organization goals
and objectives. Also, if the employees have the opportunity to demonstrate their
abilities, they will do their best and will feel more satisfied at the end of
the working day.
Employers who want to get most out of their people need to allow
their people to give their most.
Accelerate the problems solving capacity
Improved workers creativity
Front line workers have more technical knowledge rather than
middle or top managers, also they have different views and abilities to cater
the customers. When they are free and empowered, they can use their creativity
to enhance the quality of product or service. This will lead to extreme customer satisfaction and the end result will improve organizational performance.
Job satisfaction
Organizational performance is linked with the management and the
attitude of supervisors. When the supervisors are empowered with diction
making, innovation and problem solving, they are feeling free to work and their
job satisfaction becomes very high. This leads to increase of the positive
attitude. The positive attitude workers will enhance the organization
performance.
Improved bottom line
The workers motivation level is very high when they are empowered, they solve problems instantly, they are very creative and extremely
satisfied with the job. Motivated and satisfied employees bring more profits to
the organization.
Business with highly motivated workers is 21 percent more
profitable
Global Context
- Google and the Facebook which are within the top 50 companies around the world to work in. One of their main objectives is empowerment of workers. Their worker satisfaction rate is 84% and 93% respectively due to empowerment. Both the companies had reached its supreme level of performance.
- In year 2013 Michelin Tyre Company wanted to have different approach on workers. They wanted to trust the team members and wanted them to feel more engaged in servicing customers. Additionally they wanted to manage their own performance and progress. So, they built 18 plants around the world and made 38 business units. The team members had opportunity to manage their day today responsibility independently. The outcome was remarkable, all the 38 units met with the expectation within a year. Employees shared their ideas and support the innovation process. This helped to the company move forward and make more profits.
Conclusion
If any organization desire to improve their performance, they
should empower the employees. Motivated employees will give their best to the
organization as they think it is their own business.
Empowerment of individuals is a key part of what makes open
source of work, since in the end, innovation tends to come from small groups,
not from large, structured efforts (Master, 2021) .
References
ASQ, 2021. ASQ. [Online]
Available at: https://asq.org/quality-resources/employee-empowerment
[Accessed 13 April 2021].
Master, Q.,
2021. Quote Master. [Online]
Available at: https://www.quotemaster.org/employee+empowerment
[Accessed 13 April 2021].
Meyerson, G.
& Dewettinck, B., 2012. Google Scholar. [Online]
Available at: https://scholar.google.com/scholar?q=Meyerson,+G.,+%26+Dewettinck,+B.&hl=en&as_sdt=0&as_vis=1&oi=scholart
[Accessed 13 April 2021].
Wong, K.,
2020. Achievers. [Online]
Available at: https://www.achievers.com/blog/employee-empowerment/
[Accessed 13 April 2021].
It's no doub, empowerment of front line workers will be an advantage to the organization. Author has well explained the topic with number of references. It's worth to read.
ReplyDeleteAuthor has given a good approach to the topic selected with appropriate examples. An interesting write up which is worth the read.
ReplyDeleteThank you
As the author explained for the betterment of the organization the employees must be empowered in Sri Lankan context also we could see most of the organization are now practicing this.... worth to read..
ReplyDeleteEmpowering employees by passing important responsibilities to them enable middle / lower management to acquire decision making process. It seems to be success as the people working at this level can have deeper understanding with the basic knowledge and practical approach to get the job done. In my point of view this can be applicable in some organizations while it might be a hazardous maneuver for some. Middle and lower level employees can abuse the increased power given to them, and also risks in lack of Experience. According to Regoli (2016), in order to outrun the drawbacks, it should be controlled by positive management techniques. Managing employees well through empowerment strategy will help employees to become partners in progress of the company rather than a liability or cost. Interesting article to read.
ReplyDeleteEmployee engagement produces a range of benefits, including:
ReplyDelete1.Improved productivity, with 22% higher profitability
2.41% lower absenteeism
3.Employees who are 4.6 times more likely to perform at their peak
It has a close connection of staff engagement. Author has well described about the concept.
high employee engagement
ReplyDelete