The document discusses employee empowerment in organizations. It describes three levels of empowerment: enabling bigger decisions, improving processes, and playing a more effective role. Benefits include improved satisfaction, organizational growth as power is shared, better performance, and increased trust. However, some managers fear losing control or power over subordinates. Effective empowerment requires communication, training, selecting the right employees, sharing information, and establishing work teams. Key steps include valuing people, sharing vision and goals, trusting employees, providing decision-making information, delegating authority, providing feedback, and listening to employees. Potential issues can arise from disconnects, insufficient training, reluctant managers, and breakdowns in structure.

1. Presented By
Saad Ejaz

2.  To invest people with authority
 sharing varying degrees of power with lower-
level employees to better serve the customer

3. 3 Levels
Enabling the employees to make
bigger decisions without having refer
to a senior.
Involving the employees to improve the ways
things are done
Encouraging employees to Play a more
effective role in their work.

4.  Improved employer satisfaction.
 By being shared, organizational power can
grow.
 Employees to perform better.
 Increases trust in the organization

5.  Giving up control can be
threatening to some managers.
 Managers may not want to share
power with someone they look down upon.
 Managers fear losing their
own place and special
privileges in the system.

6. Communicating Expectations
Providing Training
Selecting the Right Employees
Sharing Information
Establishing Work Teams
Determining Impact of Employee Decisions
Changing Behavior of Senior Management
Identifying Reasons for Empowerment

7. 1. Demonstrate That You Value People
2. Share Leadership Vision
3. Share Goals and Direction
4. Trust People
5. Provide Information for
Decision Making
6. Delegate Authority and Impact
Opportunities, Not Just More Work
7. Provide Frequent Feedback

8. 8. Solve Problems: Don't Pinpoint Problem
People
9. Listen to Learn and Ask Questions to
Provide Guidance

9. 1. Message Disconnect
2. Insufficient Training
3. Reluctant Managers
4. Breakdown of Organizational Structure

11.  Pros of Employee Empowerment
 It leads to greater job satisfaction,
motivation, increased productivity and
reduces the costs.
 It also leads to creativity and innovation
since the employees have the authority to
act on their own.
 There is increased efficiency in employees
because of increased ownership in their
work.
 Lesser need of supervision and delegation.

12.  Employees when empowered become more
entrepreneurial and start taking more risks.
Greater the risk, greater are the chances to
succeed.
 Focus on quality from the level of
manufacturing till actual delivery and service
of goods.

13.  Cons of Employee Empowerment
 Egotism / arrogance: Worker arrogance can
create a big trouble for the supervisors and
the managers. There can be problems in
delegating. Employees avoid reporting about
their work and feedback can be taken
negatively.
 Risk: Creativity and innovation demands a
greater risk bearing capacity and there are
equal chances of success and failure.
Workers often lack the expertise to execute
are enterprise, which can cost big.

14.  Industrial Democracy: Labor unions and
workers are empowered and they may misuse
the same. Strikes and lock outs become more
frequent. Also, labor unions gain insights into
management and their functioning and they
leak the same.
 Security: Since information comes and is
shared by all, there are apprehensions about
leakage of critical data

15. We can conclude that definitely employee
empowerment is a positive element in an
organization. However it depends on the
demands & circumstances. Empowering
employees develops self confidence & loyalty
in them & leads also to improved customer
satisfaction. Morever everyone’s limit is to
be defined when empowered.