Human Resource

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Institution Affiliation

Introduction

Owing to the ever-changing business environment, business management is forced, in various circumstances, to reengineer its operation model to cater for the emerging issues. According to Conger & Kanundo (1988), a business which is passive risks the loss of its competitive advantage to its competitors. Apparently, for a business to survive, it requires to do more than just make massive sales, possess a large number of employees or make seemingly viable decision regarding workforce. In most instances, it becomes complicated to coordinate processes within an organization mostly when the top level management is not in good terms with lower level employees. As a result of lack of this unity, employees may feel not attached to the organization hence alienating them from the organizational culture.

It is worth noting that workforce is the primary unit within an organization and virtually no process can be conducted in the absence of employees in their various work capacities. Therefore, Kandula (2004) categorize employees as the major cost center as well as the primary driver of the organization agenda. In addition, in the current competitive market, a more responsive business model is required in making sure that all the emerging changing are easily addressed. This dynamic changes in the business arena are emerging as a result of technological changes, increasing competition in global markets and most predominantly, changes in customers’ tastes and preferences.  Being an important factor of production, it is therefore certain that employees’ interest has to be protected by all means. This essay will focus on employees' empowerment, its driver, and outcomes derived as a result of empowering employees. 

Employee empowerment

According to Nina (1995), employees' empowerment can be defined as the act of providing employees with skills, opportunities, holding them responsible and accountable for various actions under their authority, and most importantly motivating them to improve the satisfaction and eventually competency. Baird & Wang (2010) presents an argument that employees empowerment is an influential factor that determines the overall organizational direction. Every organization that seeks a competitive advantage is therefore responsible for empowering its workforce to enhance their skills, keep them motivated and satisfied. In most cases, according to Conger & Kanundo (1988), employees’ empowerment is a complicated process that calls for a particular process based on the fact that the level of motivation and satisfaction varies from one employee to another.

Types of empowerments

In an organization, there are a wider variety of employees with different job expectation, changing social, and economic needs. As a result, is predominant that every employee within an organization may require a different level or type of empowerment.

First, employees may be empowered through economic motivation. Pfeffer (1994) presents an argument that this is the largest form of empowerment. It is clear that financial gain is among the primary goals as to why many employees pursue a career. Hence, giving them what they want in terms of financial gain will make them more committed, motivated, and eventually empowered. Various forms of economic empowerment may include; increasing salaries for your employees, paying benefits and bonus for improved performance, and providing the different social security packages such as medical covers, house allowance and promising them a better retirement benefit. With no doubts, an employee who is financially empowered will be loyal to strategic organizational goals.

Secondly, employees may be empowered through proper involvement during decision making....