Evaluation of Reward Processes
Need to Evaluate Reward Processes It is one thing for organizations to institute reward processes and it is another thing for them to evaluate whether the reward processes are being effective. In other words, organizations need to constantly evaluate whether their reward processes are serving the purpose for which they were instituted. For instance, despite […]
How Does ‘The Brand Called You’ Impact Your Employer Brand ?
Don’t miss on the best co-branding opportunity and let your personal and employer brands marry in harmony. True, your employer brand is one thing and your personal brand is the other. But as a top level executive, your personal brand can either be a promoter or detractor of your employer brand. What talent perceives about […]
Employee Relationship Management (ERM)
Employees are the major assets of an organization. It is essential that the employees perform together as a collective unit and contribute equally towards the realization of a common goal. No task can be accomplished if the individuals are engaged in constant conflicts and misunderstandings. It has been observed that targets are achieved at a […]
Employer Branding in Regard to Career Aspirations of Males and Females
Women make a significant part of modern organizations. Their focus has shifted from traditional, seasonal and female-oriented job roles to general or so called ‘male-oriented’ job roles. Their participation in the workforce cannot be ignored. Rather young women are surpassing men in almost all aspects of employment. However, men and women, despite obtaining similar education, […]
Talent Management Consulting/Outsourcing
Talent management, beyond an iota of confusion, is critical to organizational success. It’s equally important for innovation, customer satisfaction, profitability and new product development of the organization. All go hand in hand. People are at the center of any organization. They are outside it as well as inside the same. Unfortunately for talent management, not […]
What motivates people to work? Money may be the primary reason, but beyond a certain limit it fails to. Organizations have been trying out different things to increase the level of motivation of its employees. Employee empowerment is one of them.
Employee empowerment means that an employee is given a chance to be enterprising, take risks without compromising with the organizational goals, mission and vision. His say in the process of decision making in increased. This can be for one particular individual or for the entire organization. In the latter case it is called participative management.
There are pros and cons to this employee empowerment. Whereas it is said and has been observed that participative management may lead to increased productivity, motivation, job satisfaction and quality enhancement; it may also slow down the process of decision making and act a potential security threat in terms of ease of access of information it offers to the employees.
From an organizational perspective the following pros and cons may be associated with employee empowerment.
At the individual level employee empowerment means you are an integral component of the organization. This may sprout egotism or arrogance in the workers.
Apart from disadvantages at the organizational level, there are certain challenges that emerge at the individual level. Supervisors often complain disgust from the empowered workers. The following points go against employee empowerment:
Participative management or employee empowerment does not mean relentless transfer of authority. It has to be in a controlled and regulated manner. Each aspect has to be carefully studied and levels of participation decided. For example, the level of participation of knowledge workers is different from that of a floor worker.
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