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7/30/2019 Employee Empowerment for the Need of Job Enrichment
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INTRODUCTION
Empowerment has a broad context and it can be viewed through various
dimensions and perspectives. It can be viewed as a set of managerial practices aimed
at increasing an employees autonomy and responsibilities thereby enabling them to
discharge their job or tasks more effectively and efficiently. Empowerment can also
be viewed as an individuals approach to proactive work orientation, thereby
increasing the employees performance and efficiency. Employee empowerment
activities like self managed teams, total quality management, and quality control
circles are implemented with the objective of increasing employee productivity and
innovation. Empowerment refers to increasing the spiritual, political, social,educational, gender, or economic strength of individuals and communities.
Empowerment is the process of enabling or authorizing an individual to think,
behaves, take action, and control work and decision making in autonomous ways. It is
the state of feeling self-empowered to take control of one's own destiny.
Employee Empowerment is Employee Involvement that matters. It could also
be defined as controlled transfer of authority to make decisions and take actions.Successful implementation of empowerment requires change in corporate culture.
Empowerment involves actively soliciting input from those closest to the work and
giving careful thought to that input.
Empowerment refers to increasing the spiritual, political, social, or economic
strength of individuals and communities. It often involves the empowered developing
confidence in their own capacities. Empowerment is the process of enabling or
authorizing an individual to think, behaves, take action, and control work and decision
making in autonomous ways. It is the state of feeling self-empowered to take control
of one's own destiny. Usually people misunderstand the concept of empowerment as
something one does for another. Empowerment, instead, is the process of an
individual enabling himself to take action and control work and decision making in
autonomous ways. Empowerment comes from the individual. The organization has
the responsibility to create a work environment which helps foster the ability and
desire of employees to act in empowered ways.
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The work organization has the responsibility to remove barriers that limit the
ability of staff to act in empowered ways. Employee Empowerment is willingly and
knowingly granting ones official power to another or to give up that official power
to grant, withhold or withdraw to someone else. Empowerment is using ones power,
not to withhold or withdraw, but to grant to another the power that one has worked to
obtain. Empowerment is the most difficult concept companies attempt to implement.
The problem is that executives don't understand what empowerment is and how it
works.
Empowerment is allowing employees to do whatever they can--including
bending and breaking company rules--to satisfy the customer. Few companies,
however, are willing to give their employees that authority--and few employees are
willing to accept it because in case of front line employees, who are not much
intelligent and can be easily misused by customers and therefore their empowerment
maybe exploited. In this survey our attempt is to find out whether the two telecom
players in hand are given employee empowerment especially to the customer care
executives and the front line employees and how it has affected its performance.
Empowerment in the workplace is an often-misunderstood concept. Employee
empowerment is a term that many managers and organizations think they understand,
but few actually do, and even fewer really put into practice.
Many managers feel that by empowering employees, they relinquish the
responsibility to lead and control the organization. This is not the case. Empowerment
is actually a culmination of many of the ideas and tenets of employee satisfaction that
are discussed and analyzed frequently in a variety of books and periodicals focused on
the subject.
For an organization to practice and foster employee empowerment, the
management must trust and communicate with employees. Employee communication
is one of the strongest signs of employee empowerment in an organization.
Management must be willing to communicate every aspect of the business to its
employees in an open and honest manner. This communication may include: elements
of the strategic plan, financial performance, key performance indicators and daily-
decision making.
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Employee empowerment has been described and defined in many ways but is
generally accepted as: the process of enabling an employee to think, behave, act, react
and control their work in more autonomous ways, as to be in control of ones own
destiny. Effective employee empowerment not only has positive implications for
employee satisfaction, but also many other organizational facets, such as member
service and member retention.
Empowering employees leads to organizational encouragement of
entrepreneurial traits and prompts employees to make decisions, take action, and
foster their belief that they can take control of their own destinies. This belief leads to
self-motivation and a sense of independence that is translated into greater loyalty and
extra effort for the organization. Empowered employees come to believe that they
control their own success through their efforts and hard work, which in turn benefits
the success of the entire institution.
The most important factor in effective employee empowerment is bilateral
communication. Employee surveys and evaluations show repeatedly that
empowerment and communication rate highest in regard to employee satisfaction in
an organization. Companies committed to employee empowerment provide more
information in greater detail than the average company.
Empowering employees to increase their satisfaction and the organizations
performance will require a greater amount of communication than ever thought
possible. This will require management to invest in increased amounts of time
communicating to employees and allowing for feedback. In addition, it will require
that management honestly evaluate the communication styles and methods that are
being used in the institution to ensure the most efficient processes possible.
Communicating and sharing information accomplishes several objectives that
are not only important for the empowerment process, but also for overall employee
satisfaction with the organization.
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NEED AND SIGNIFICANCE OF THE STUDY
This study will contribute to the growing body of knowledge on employee
empowerment. There have been various studies conducted on employee
empowerment in various sectors.
More specifically, this study is to test the role of employee empowerment for
the need of job enrichment.
The findings from this study on the impact of empowerment on employee
performance in the company will add on to the existing body of literature on
employee empowerment.
For the company, this study will give them perspectives on whether
empowerment influences their employee performance and job enrichment. This
information and knowledge will therefore, enable the managers to have a better
understanding of their employees perception about empowerment.
It will also help managers to better manage their employees to improve their
individual and organizational performance.
OBJECTIVES OF THE STUDY
The objectives of the study are:
1. To study the need of employee empowerment for the job enrichment.2. To determine the overall relationship between empowerment and employee
performance in the company.
3.
To examine the influence of empowerment on employee performance in the jobenrichment.
4. To study the various factors related to the employee empowerment.5. To suggest the company regarding the need of employee empowerment for the
enrichment of the job, if any.
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SCOPE OF STUDY
The scope of study covered executive and managerial level employees of company.
The study is focused on assessing employee empowerment for the need of job
enrichment.
RESEARCH METHODOLOGY
The research process consists of a series of actions that are necessary to carry out the
research efficiently and effectively.
Sources of data:
For the purpose of the study, two kinds of data have been used.
1. Primary data.
2. Secondary data.
1. Primary data:
Data is gathered by distributing questionnaire to managers and employees.
Questionnaire is a structured one consisting of questions, which are close-ended
having fixed response pattern with multiple answers.
2. Secondary data:
Secondary data is gathered from the organization records, journals and books.
Sample design:
A sample design is definite plan determined before data was actually collected for
obtaining a sample from given population. In this study, random sampling is used.
Tool for data analysis
For the analysis of data, bar charts, percentage analysis and tables are used.
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Sample size:
The sample size taken for survey includes 110 employees. The sample takes in to
consideration/constitutes all the executives and non-executives in organization.
Sample technique
Simple random sampling was the sampling technique used for the study.
LIMITATIONS OF THE STUDY
1. Time was a constraint in collecting data from a bigger group of respondents.2. The sample size is only 110 in number and the data collection is at random.3. Few employees filled their questionnaire in a hurry. So, they could not be
relied upon and predominant of subjectivism.
4. The duration of the project is restricted to 45 days only. So, it is notpossible to get the feedback from all employees.
5. The details over a period of time will get invalid since there will be adrastic change in employees behavior.
6. Respondents bias may be a limitation.