a survey of over 300 employees in one major organization found that employee empowerment in their respective roles was positively correlated with organizational agility, with empowerment being defined in terms of knowledge access, trust, motivation, and communication. Research on the relationship between employee motivation and organizational outcomes therefore begins with operationalization of the definitions of motivation and empowerment, as well as defining the terms of organizational success. Empowerment and motivation will manifest differently for different people, just as different organizations will define their success or outcome objectives differently depending on overall mission and vision.
Communication as a Component in Employee Motivation
If… Continue Reading...
acquire recognition, influence others, and gain social status.
On the other hand, Fernandez, & Moldogaziev, (2015) argue that employee empowerment is an effective strategy to improve employees' motivation, which assists in improving service quality, increase customer satisfaction and promote innovation. The authors further point out that empowerment practice promotes self-determination, and enhancing positive job satisfaction. In a business environment, empowerment is a business practice that involves granting a person power or granting authority to an individual to do what is necessary. Empowerment is also to entrust an employee the power to make a right choice without waiting for management approval. (Evans, 2016). The goal of empowerment is to… Continue Reading...
continuous improvement of an organization's products and processes. The philosophy espouses five major principles: customer focus, management commitment, employee empowerment, continuous improvement, and evidence-based decision making (Kaynak & Rogers, 2013). The element of customer-focus means that every decision an organization makes and process it undertakes is geared towards creating value for the customer. From strategic planning and personnel management to product decisions, the organization places the customer above everything else. Management commitment is about the management of the organization mobilizing and providing the necessary resources as well as creating and maintaining a culture of quality improvement. Indeed, a culture of quality improvement is an important element of quality… Continue Reading...
The rationale behind the corporate policy on employee empowerment and engagement is linked to the fact that when employees are engaged at the workplace setting, they end up feeling and having a connection with the connection. It brings a sense of what they are doing in the corporation is important and therefore opt to work harder. This is in alignment with the culture in terms of reducing employee turnover, increasing employee commitment and also increasing employee productivity (Albrech, 2011).
· The rationale behind the corporate policy on collaboration and leadership development is linked to the fact that… Continue Reading...
ideas encourages creativity and innovation, which can in turn drive organisational performance (Yang & Konrad, 2011; Bell, 2012). Diversity is crucial for not only organisational performance, but also employee empowerment and motivation. When organisational members are given an opportunity to contribute their ideas, they feel appreciated, acknowledged, and valued (Danowitz, Hanappi-Egger & Mensi-Klarbach, 2012). This can increase employee commitment, loyalty, and satisfaction.
While shared values are important, they can often hinder diversity. The presence of shared values means that conflicting ideas may not be embraced. As organisational members are bound by a shared purpose and commonly agreed procedures, diverse perspectives may not thrive. Indeed, shared values and diverse ideas may often appear to be in conflict. In a… Continue Reading...
