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Essay / Research Paper Abstract
This 4-page paper discusses concepts of employee empowerment and engagement. Bibliography lists 3 sources.
Page Count:
4 pages (~225 words per page)
File: AS43_MTemployem.doc
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Unformatted sample text from the term paper:
growing body of research indicates that employees with input in job design, as well as employees who are given greater degrees of responsibility, tend to be more motivated. This has
led to the concept of employee empowerment. But what, exactly, is employee empowerment? Employee empowerment is a business strategy in which employees are
more responsible for their jobs (Employee Empowerment, 2011). Theyre responsible for the results of their work, as well as being responsible for thinking, taking action and even taking control of
their own destinies (Employee Empowerment, 2011). Empowerment, as we can see, puts the employee in the drivers seat of her job. If she does well and her results are good,
she gets all the credit. By the same token, if the employee is struggling, and the project on which he is working fails, the employee must accept the responsibility for
the failure, and figure out what to do the next time to prevent that failure. But empowerment involves more than telling employees
they are the boss. A structure is necessary, as well as support from leadership, training, measurement and recognition (Townsend and Gebhard, 2008). Simply throwing empowerment at employees sets them up
to fail. Employees must be trained, communicated with, and measured (as well as receiving feedback) to ensure that they are not only properly empowered, but that they feel comfortable with
their new roles in the company. Given all of this, the advantages of employee empowerment, from the employees point of view is
that such empowerment allows employees to feel more engaged in both the company for which they work, as well as their position in that company. Employees go to work for
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