The paper 'Is Empowerment a Valuable Tool for Increasing Efficiency and Effectiveness in Today’ s Organisations' is a wonderful example of a Management Assignment. It is an apparent fact that the concept of empowerment has evolved into becoming core in the organizational set-up in recent decades (Seibert et. al, 2004). Different scholars in diverse fields of academia, for instance, Elloy, (2012) have attributed this development to various factors, central to them being the heightened competition at the global level as well as changes in technology which have necessitated different organizations to institute substantial changes in the mechanisms under which they undertake the management of their employees. Against this backdrop, this paper will focus on the discourse on whether empowerment is a valuable tool for increasing efficiency and effectiveness in today’ s organizations.
Towards this end, this paper will argue that empowerment of the employees is an integral process towards attainment of elevated effectiveness and efficiency at the organizational level based on the fundamental role it plays in the achievement of these objectives in terms of impacting on the level of commitment and motivation of the employees, fostering innovation and creativity in the organization, equipping the employees to effectively respond to the crisis confronting the organization as well as developing a positive organizational culture in the organization among other paramount contributions. Different sources will be used in this analysis, primary to them being academic sources like journals.
In the end, this paper will point to the fact that it is plausible for different organizations to make extensive efforts to empower their employees which will be fundamental in informing both their short and long-term effectiveness and efficiency.
It is imperative to first get an understanding of the definition of the concept of empowerment in order to have a comprehensive insight into the scope of this analysis. Definition of concept The concept of empowerment has received extensive interpretations by different scholars, but primarily in two dimensions. Firstly, empowerment has been perceived as a relational construct whereby it relates to the power of an individual or a collective over the co-workers, and the eventual transmission of such control and power from the personnel in the management echelons to the employee who has less authority in the decision-making framework (Elloy, 2012). On the other hand, empowerment from the employees’ perspective has been viewed as a construct that comprises cognitions that are necessary for the employees to deem themselves as empowered, which is generically been viewed as psychological empowerment (Elloy, 2012).
Nonetheless, most contemporary researchers have accepted the notion by Thomas and Velthouse (cited in Elloy, 2012) that empowerment encompasses inherent task motivation and is made manifest through four primary cognitions namely competence, impact, sense of meaning as well as self-determination. Empowerment has been perceived as being integral and being a formidable tool towards the attainment of effectiveness and efficiency in contemporary organizations based on its impact on different organizational aspects expounded in the subsequent sections. Commitment and motivation According to Sahoo et.
al (2010), the empowerment of the employees in different organizations which is propelled by the initiative which are founded on the principles of participative management and industrial democracy has been found to have a robust linkage between the participation of the employees with motivation and performance, job satisfaction, organizational achievement and the commitment of individuals. In this regard, the devolution of power from the top management to individual employees is chief in creating a sense of responsibility among the employees in terms of accomplishing various tasks within the organization.
This is fundamental in helping the employees to explore diverse mechanisms which will enhance the performance both at the individual and departmental level. This is whereby if employees are given the power to implement different programs that are formulated through the incorporation of their input will ensure that they are greatly committed to comprehensively executing them which has positive impacts on increasing the level of effectiveness and efficiency in the wider organization. Similarly, the participation of employees in the decision-making process makes them feel that their input is valued in the organization which will increase their morale and motivation in achieving their allocated tasks which were collectively agreed upon with the management.
In this regard, they will be ready to constantly communicate with the management and engage in collective problem-solving. This fact is supported by Nijhof, Jong and Beukhof (1998) who inferred that the participation of the employees enhances the level of communication and cooperation among members of a particular organization which makes positive contributions towards team building.
Thus, the empowerment of the employees can be perceived as being key in increasing the level of effectiveness and efficiency in an organization. The following shows the correlation between the strategic empowerment of the employees in an organization with their commitment. Figure 1.0: Relationship between strategic empowerment and commitment Source: Sahoo et. al (2010) Innovation and creativity Diverse literature has linked increased empowerment of the employees to an elevation of innovation and creativity in an organization.
This is evidenced by Elloy (2012) who cited different scholars like Spreitzer (1995), Conger and Kanungo (1988) and Kanter (1989) all of whom concurred that the empowerment of the employees is a fundamental initiative which is integral in an organization towards ensuring that there is enhanced innovation and creativity in an organization, both of which are key components towards the effectiveness of any particular organization. Similarly, Sahoo et. al (2010) determined that empowered employees are bound to report a higher level of job satisfaction and commitment but this trend is also integral in fostering heightened innovation and creativity among the employees (Carter, 2009).
Thus, it is apparent that the empowerment initiatives at the organizational level are fundamental in cultivating a high level of creativity and innovation among the employees. It is also imperative to note that both creativity and innovation are key in increasing the level of efficiency and effectiveness in any organization based on several factors. Firstly, innovation ensures that new production or service delivery models are developed by the employees which are central in elevating the level of efficiency in an organization, for instance, more advanced communication models, mechanisms of getting feedback from the consumers, production methods, and marketing channels among others.
All these are central in increasing the level of efficiency at the organizational level as well as placing the organization in a favorable niche in a highly competitive market. This is fundamental in the achievement of sustained competitive advantage in the market. On the other hand, innovation and creativity result in the development of higher quality products by an organization that is tailored towards meeting the dynamic consumer needs in the market.
Thus, the increased empowerment of the employees which in turn translates to increased creativity and innovation results in the production of products endowed with higher quality which is key in increasing the effectiveness of any institution in meeting the demands of the consumers in the highly differentiated market. Thus, it is plausible to argue that the empowerment of the employees which results in elevated creativity and innovation among the employees plays a large part in cultivating effectiveness and efficiency in an organization. Organizational culture
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