How to Empower Employees
In today’s marketplace it is more important than ever to implement employee empowerment policies in order to keep a competitive advantage. An empowered employee feels in control of their position, as well as a valued member of their organization. These employees have a sense of job enrichment which creates a more productive work environment for them, as well as their coworkers. Employee empowerment is a way to allot power in the company while raising productivity and creating job fulfillment in the organization. This helps to offer some valuable advantages to the organization and lowers the employee turnover rate (Korkmaz, 2012).
There are many different ways a company can increase employee empowerment. A few important examples are by allowing for a large degree of autonomy, creating jobs with significance and areas for future advancement, giving and receiving employee feedback, and having a competitive benefit and compensation program for employees. These enrichment techniques will help to improve productivity, create higher employee morale, relieve some of the pressure on management, and help to recruit high-skilled individuals for employment (Gerhart, Hollenbeck, Noe, 2011). The most important technique with regards to employee enrichment is Autonomy, which is adding more freedom in the decision making ability an employee holds. This is a great way to empower an employee. Two examples of this would be giving an employee the ability to decide the best process for creating a project, rather than instructing them on definite steps to take. One may also receive the authority to handle customer complaints. These critical thinking practices will make an employee much more involved in their position, while helping to relieve management of the constant supervision of less important tasks (Hardré & Reeve, 2009). Another effective method would be creating a position which conveys a sense of importance, as well as having the possibility for...
References: Gerhart, B., Hollenbeck, J., Noe, R., Wright, P. (2011). Analyzing Work and Designing Jobs. Fundamentals of Human Resource Management, 95-116, 390-404.
Hardré, P. L., & Reeve, J. (2009). Training corporate managers to adopt a more autonomy-supportive motivating style toward employees: an intervention study. International Journal Of Training & Development, 13(3), 165-184.
Harms, P. L., & Roebuck, D. (2010). Teaching the Art and Craft of Giving and Receiving Feedback. Business Communication Quarterly, 73(4), 413-431.
Korkmaz, O. (2012). Differences in Employees ' Perception of Employee Empowerment Practices. European Journal Of Social Science, 34(1), 43-57.
Please join StudyMode to read the full document