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Essay / Research Paper Abstract
This 9 page paper assesses the link between employee empowerment and employee productivity. The concept of employee empowerment is defined and the evidence for empowerment impacting positively on productivity by enhancing motivation is assessed. The bibliography cites 13 sources.
Page Count:
9 pages (~225 words per page)
File: TS14_TEempower.doc
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Unformatted sample text from the term paper:
(Most, 2006, p29; Langbein, 2000, p427). The underlying concept is that empowerment has the potential to satisfy a range of employee needs and increase overall motivation, which in turn leads
to the manifestation of a range of positive behavioural traits (Buchanan and Huczynski, 2010, p285). However, despite the overwhelming bias of literature to support the linkage between employee empowerment and
the level of employee productivity it would be a mistake to assume that the two are always inherently linked. The aim pf this paper is to assess if the bias
can be justified with results and the degree to which any linkage may exist. The first consideration is to define the term employee engagement. There are a number of
different definitions within business literature, Conger and Kanungo (1988, p474) state that empowerment can be perceived as a motivational concept of self-efficacy. Menos (2001, p153) gives a clearer definition stating
that it is seen with the moving of decision-making authority down to the lower levels of traditional hierarchies. Overall, the majority of definitions focus on the way in which there
is a shift of power, moving from the higher levels of management giving a greater level of autonomy in terms of decision-making and actions to employees, authorizing them and supporting
them in those tasks (Turk, 2010, p60; Menos, 2001, p153). Spitzer (1995, p1442) propose a model of empowerment of employees in which
there are four dimensions; meaning, competence, self-determination and impact. Each of these dimensions deals with different aspects of empowerment. The first, meaning, reflects the value that an employee associate with
a particular job. The meaning will reflect the employees own needs, beliefs and ideals, and the role of the job, with higher levels of satisfaction be achieved where there is
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