1. What arguments could be advanced both for and against the use of employee empowerment?
Arguments for empowerment are that it can provide a sense of autonomy for employees in their manner of handling responsibilities, thus providing a sense of freedom and control. It may also create higher creativity, productivity and self-motivation, perhaps leading to an increased flow of new ideas and innovation as a result. While some say empowerment can provide greater job satisfaction, many agree it is not for all work environments. This leads to arguments against empowerment, which seem to allude to risks such as employees overstepping boundaries, lack of organizational structure, and issues which may arise from a lack of employee knowledge with regard to an organization's vision, policies and goals.
2. Empowerment is mainly a motivational tool, but at Ducks Unlimited the employees arrive dedicated and committed to the environmental cause. Does Ducks Unlimited need to implement empowerment?
Most in the group agree that employees at Ducks Unlimited Canada are likely already mindful and passionate about environmental issues, which provides a preset momentum for performing well and ensuring success for the organization. However, some say the implementation of employee empowerment may narrow the gap between employees and the many volunteers, and ensure that employees share similar feelings of freedom and "making a change" as those enjoyed by detached volunteers.
3. How might a manager at a traditional organization react to the implementation of empowerment?
The group generally agrees that a manager might react by feeling as though s/he has diminished authority and no control over employees. S/he may even feel their management position is threatened. But, with a proper management model, some say a good manager can work within a structured framework which allows freedoms associated with employee...