2. Content
Introduction
Outcomes of Employee Empowerment
Factors affecting Degree of Empowerment
Strategic Employee Empowerment
Workplace Commitment
Structure of Workplace Commitment
Indicators of Workplace Commitment
Performance Implications
Conclusion
Lesson learned
3. Introduction
Employee empowerment is giving employees a certain
degree of autonomy and responsibility for decision-
making regarding their specific organizational tasks.
4. Outcomes of Employee Empowerment
Increase employees’ trust and commitment
Support the continuous improvement of processes, products, and services
Increase employee loyalty, while at the same time reducing turnover, absenteeism, and illness
Increase productivity by increasing employee pride, self-respect, and self-worth
Use peer pressure and self-managing team methods for employee control and productivity
Increase the bottom line by such methods as reducing waste and building quality, while meeting custome
requirements
Increase trust and cooperation with management
Increase communication among employees and divisions
Enable employees to identify & solve problems so that they can improve their own performance
Increase organizational commitment and organizational effectiveness; and
Build a healthy organizational climate and culture.
5. Factors affecting Degree of Empowerment
Role Uncertainty
Area of Control
Social Support
Access to information
Access to Resources
Participative Environment
6. Strategic Employee Empowerment
Allocation of Authority
Formation of Mutual Committees
Sense of Trusteeship
Employees suggestion scheme
Interaction with top executives
7. Workplace Commitment
Organizational Commitment:
The measure of strength of the employee’s
identification with the goals and values of the organization.
Individual Commitment:
The attributes which are directly affect the
person and to be defined as the psychological and emotional attachment
of individuals to their jobs, work groups or teams, peers, and careers.
9. Indicators of Workplace Commitment
Organizations have successfully developed, executed, evaluated, refined
and perused employee
Strategic fit between people, tasks, technology, information processes,
rewards and organization structure
Decision making, problem solving, shared leadership and overall
understanding of the business
Increased competitiveness, accountability, risk taking, highly innovativeness, low
wastage, and the desire to improve overall job performance
11. Conclusion
A management practice of sharing information, rewards, and power with
employees so that they can take initiative and make decisions to solve
problems and improve service and performance which helps to overall
development of an organization.
12. Lesson learned
The process of allowing employees to have input and control over their
work, and the ability to openly share suggestions and ideas about their work
and the organization as a whole. Empowered employees are committed,
loyal and conscientious. They are ready to share ideas and can serve as
strong ambassadors for their organizations.