Asian Journal of Business Management 5(3): 313-319, 2013

ISSN: 2041-8744; e-ISSN: 2041-8752

© Maxwell Scientific Organization, 2013
Submitted: January 21, 2013 Accepted: March 02, 2013 Published: June 15, 2013

Enhancing Employees Performance via Empowerment: A Field Survey

Nail AHK Awamleh

Department of Management, Applied Science University (Bahrain)

Abstract: This study aims to show the importance of empowerment in improving employee’s performance in many
ways. Major objectives of the study are: (1) Give concise review on empowerment from different aspects, (2) Show
practical experience with empowerment practices through a field survey of these practices in a sample of
respondents working in business and government organizations in Bahrain, (3) Draw some conclusions on
"empowerment" of importance for researchers and practitioners in management and organizations, (4) Provide some
recommendations in the light of the conclusions of the study. Empowerment is the process of enabling employees in
many forms and ways including delegating, training and development, job rotation and fair promotion opportunities.
A concise review of literature on empowerment, its types and forms, obstacles and ways of improving
empowerment have been given in this study. The study employs descriptive-analytic approach in achieving its goals.
It utilizes ready and primary sources of information and data. The study relies on related literature review along with
primary data collected by means of questionnaire especially designed for this study. Major findings of the study
include wide differences among researchers and practitioners regarding the meaning, nature, tools and applications
of empowerment. Findings also shows that empowerment faces serious practical obstacles such as insufficient top
management support, lack of awareness, absence of clear regulations on ways and tools of empowerment and
insufficient funds. The study recommended carrying out more academic and practical activities regarding
empowerment, updating laws and regulations to reinforcing empowerment practices and restructuring organizational
culture and structure to create empowerment friendly environment.

Keywords: Authorization, empowerment, delegation of power performance

INTRODUCTION satisfaction and motivation of employees and effective

performance.
Organizations are mere tools for the achievement
of predetermined goals. They are contrived social Importance and objectives of the study: This study
systems designed and managed by people for the aims to shed some light on one of the most influential
interest of people. It is apparent that "people" are the elements in the life of employees, organizations and
core of any organization regardless of its goal, nature or society in general. Empowerment is essential for
affiliation. Therefore, goal achievement is dependent on employees since it gives them more power, knowledge,
the nature and quality of human assets in organizations. experience, meaning, opportunities and status. It is
Employee's performance is the yardstick for beneficial for organizations since it enhances individual
organizational success or failure. Performance is a performance thus improving overall organizational
function of multiple factors among which is performance. For society, empowerment is positive
empowerment. That is, empowerment is a crucial factor since it ends with better service and life for people
in the enhancement of employee's performance. (employees and customers).
There is no commonly agreeable definition of
empowerment as a concept or an application. Major objectives of the study are:
Empowerment can be understood and applied in many
ways, forms and methods. It refers to enabling of
• Give concise review on empowerment from
employees to make their performance easier and more
different aspects especially answering the
effective. There are so many forms and ways of
empowerment including delegating, training and following questions:
development, job rotation and fair promotion What is meant by "empowerment"?
opportunities. Why "empowerment" deserves study, analysis and
Contemporary realities including globalization, application?
democratization, liberalization, technologization and How to apply "empowerment" in the real
mobilization support empowerment of people in organizational life?
organizations. Empowerment is a significant tool in the Who are concerned with "empowerment"?

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What are major problems associated with The concept and meaning of empowerment: What is
"empowerment"? meant by "empowerment"? There is no commonly
How to overcome "empowerment" problems? agreeable definition of empowerment. However, it
• Show practical experience with empowerment includes so many ways, forms, sources, tools and levels
practices through a field survey of these practices of granting power and enabling employees to best
in a sample of respondents working in business and perform their jobs at workplace. According to The Free
government organizations in Bahrain. Dictionary (2000) empowerment includes authorization
• Draw some conclusions on the subject matter (delegation of power), enabling or permission and
"empowerment" of importance for researchers and providing opportunities. Business Dictionary provides
practitioners in management and organizations. detailed and comprehensive definition of the term
• Provide some recommendations in the light of the "empowerment" to include all management practices
conclusions of the study.
related to sharing information, rewards and power with
employees so they can take initiative and make
RESEARCH METHODOLOGY
decisions to solve problems and improve service and
This study employs descriptive-analytic approach performance. Empowerment, according to Business
in achieving its goals. It utilizes ready and primary Dictionary, involves giving employees skills, resources,
sources of information and data. The study relies on authority, opportunity, motivation, as well as holding
related literature review along with primary data them responsible and accountable for their actions thus
collected by means of questionnaire especially designed contributing to employee's competence and satisfaction.
for this study. The questionnaire has been reviewed by Empowerment may also be defined as "a multi-
some colleagues and a sample of respondents to assure dimensional social process that helps people gain
its validity and suitability before formulating its final control over their own lives" (Page and Czuba, 1999)
draft and distribution to the sample. Chronbach Alpha Kilton described empowerment as a "paradigm" or
has been calculated to assure internal consistency and "thinking outside the box" and it is often overused or
validity of the questionnaire. It scored (87.3) on misused. However, he maintained, empowerment is
Chronbach Alpha measure (Appendix). A snowball
very significant to the success of organizations.
sampling technique has been used to distribute the
questionnaire for the sake of easiness and availability of Empowerment means granting power and authority to
respondents. make decisions (Kilton, 2003).
Empowerment is also defined as the process of
The context of the study: The idea of this study stems enabling and authorizing individuals to think, behave,
from the changing work requirements and environment. take action and decision and control work
Under open and global business environment, autonomously. It is the feeling of self control of one's
employees need to be given more freedom and own destiny (Heathfield, 2012).
independence to face challenging job requirements. According to Whatley, empowerment refers to
That is, employees should be given the chance to be increasing the spiritual, political, social or economic
more creative and responsible at the same time. There is strength of individuals and communities. It includes
significant correlation between the dimensions of autonomous decision-making power, information
empowerment and employee performance. Chen (2011) access, opportunities and choices, assertiveness,
found that employee’s performance will improve positive thinking and change, learning skills,
significantly when they are empowered with autonomy, influencing others by democratic means, continuous
freedom and opportunities to influence decision making development and positive self-image (Whatley, 2012).
in their jobs or organization. Ke and Zhang (2010) have Chamberlin defined empowerment as
shown positive relationship between psychological
multidimensional concept including decision power,
empowerment including autonomy, competence,
information and resource access, availability of choices,
meaningfulness and impact on one hand and
employee’s performance on the other one. Tuuli and assertiveness, ability to make a difference, think
Rowlinson (2009) have shown that psychological critically, positive self-image and ability to change and
empowerment has direct and positive performance develop the self and others (Chamberlin, 1997).
consequences as well as indirect impact by intrinsic Oladipo claims that empowerment is culture-bound
motivation and opportunity and ability to perform. expression that may vary in meaning across the
Holden (2001) has emphasized the role of employee’s different cultures. In its broadest sense, empowerment
involvement and empowerment in improving is the expansion of freedom of choice, ability to act
performance. In conclusion, management literature is autonomously, control of resources and ability to make
very rich on employee’s empowerment and strong decisions. Oladipo emphasized what he called “
evidence is found on the positive relationship between Psychological Empowerment “ that is defined as an
employee’s empowerment and performance. individual’s cognitive state characterized by a sense of
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perceived control, competence and goal internalization. Forms and tools of applying empowerment: How to
Psychological Empowerment (PE) includes developing apply "empowerment" in the real organizational
the ability to access and control resources, influence life? Empowerment has been described as a tool to
and decision making, awareness of freedom of choice enable decision making skills, power and experience
and act with individual confidence (Oladipo, 2009). among employees. Successful application of
From the above selected definitions, we may empowerment depends on both managers and
conclude that empowerment is very controversial yet subordinates. Three types of empowerment can be
including so many dimensions related to individual identified namely routine, creative and deviant
involvement, ability, decision power and influence and empowerment. Routine empowerment refers to
control over his job and environment. It is a total socio- employee selection an alternative from a list of possible
psychological state that creates positive individual actions under certain conditions. Creative
influence and control over his work related activities. empowerment enables employee to develop alternative
For the purpose of this study, empowerment simply solution and select method of performing a task.
means all ways and sources of power that enabling Deviant empowerment involves actions outside the
scope of employee's formal job description and
employees to successfully perform their jobs including
authority (Ravichandran and Shirley, 2006).
information accessibility, knowledge and skills,
Some people may consider employee involvement
development opportunities, discretionary decision
and participation as a kind of empowerment while
power and freedom of choice at workplace.
others refuse to use them as interchangeable concepts.
There are no commonly agreeable forms or unified
Rationale for Studying Empowerment: Why
tools for empowerment. Empowerment stems from
"empowerment" deserves study, analysis and
individual desire and interest as well as management
application? This study was stimulated by the
strategic thinking and practice. Empowerment is partly
numerous benefits and advantages of empowerment and
an individual initiation to enabling himself to take
its crucial role in employee's satisfaction and effective
action and control work and decision making in
performance.
autonomous ways. It is also partly the organization
Empowerment is an essential tool for the
responsibility to create a work environment which helps
enrichment of human resources abilities and capabilities foster the ability and desire of employees to act in
of mastering their jobs. It is needed to foster employee's empowered ways and to remove barriers that handicap
commitment, creativity and independence at workplace. empowerment (Heathfield, 2012).
Major benefits of employee's empowerment include Participation in debates regarding organization is
prompt, easy and effective customer service, less need considered as an influential tool for employee's
for close supervision and increased sense of self- empowerment since it gives access to information.
confidence among employees. Kilton (2003) Debate over organizational matters promotes critical
Furthermore, empowerment enables organizational thinking among individuals at workplace. It also
change through fostering power in people. It is a multi- broadens the knowledge and intellectual skills of
dimensional process that helps people to gain more employees (Warner and Jon, 2001).
power and thus control over their destiny and Delegation of power is a traditional principle of
community. It improves employee's knowledge, skills management which involves granting employees some
and contribution to positive change in organization degree of power (empowerment) to carry out certain
culture (Page and Czuba, 1999). tasks under certain conditions without avoiding
Empowerment promotes employees autonomy and responsibility regarding their actions. Empowering
control of their own jobs and improves their skills and through delegation of power requires democratic style
abilities to benefit both their organization and of management, employee's ability and readiness for
themselves. It also increases happiness among increased responsibility and positive organizational
employees at workplace. Organizations should create a climate. Delegation of power fosters superior-
work environment which promotes employees ability subordinate relations and facilitates work flow easily
and desire to act in empowered ways and remove and quickly thus promoting customer satisfaction.
barriers that limit their ability in this regard (Heathfield (Awamleh, 1994).
2012).
Zeithaml et al. (1988) has shown that People involved in empowerment: Who are
empowerment increases job satisfaction and reduces concerned with "empowerment"? All human
role stress. Singh (1993) found that empowerment resources in any organization are concerned and should
reduces role ambiguity among customer-contact be involved in many forms of empowerment. Different
employees. According to Rafiq and Ahmad (1998), levels of managers in the various areas of
empowered employees make faster resolution of organizational activity should take part in
customer problems since they can act directly regarding empowerment since it is in the general interest of the
customer complaints without referring problems to whole organization. Empowerment is an effective tool
upper level managers. to distribute power among people sharing common goal
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and interest. Everybody needs to be empowered for Table 1: Demographic characteristics distribution of respondents
effective performance of tasks assigned to him or her. Characteristics Number Percentage
Sector Government 48 60
Empowerment should be at the core of any successful Business 32 40
organizational strategy. Therefore, all people working Total 80 100
in any organization should be empowered to get jobs Gender Male 56 70
and tasks done. Furthermore, in some cases, all Female 24 30
stakeholders related to any organization should be Total 80 100
Job level Top management 8 10
empowered in order to assume effective role and Middle management 48 60
contribution to organizational welfare. This includes Lower management 24 30
customers, investors, suppliers, taxpayers and citizenry Total 80 100
at large. Degree Less than bachelor 4 5
Bachelor 36 45
Masters 28 35
Empowerment hindrances: What are major PhD 12 15
problems associated with "empowerment"? There Total 80 100
are many legal, organizational, behavioral, structural, Experience Ten years or less 16 20
financial and environmental problems decreasing the 11-20 years 20 25
scope and degree of empowerment policies and 21-30 years 24 30
31 years or above 20 25
practices in business and government organizations. Total 80 100
This includes the lack of clear and sufficient regulations
on empowerment, lack of top management support, Table 2: Institutional dimensions of empowerment
lack of trust among superiors and subordinates, Mean
insufficient funds and lack of awareness and readiness -------------------
Dimensions Govt. Buss
for empowerment. 1 Empowerment is part of our 2.5 3.2
organization policy
Facing empowerment problems: how to overcome 2 My Superior always tries to empower 2.3 2.8
"empowerment" problems? Based on the above me in many ways
mentioned examples on empowerment problems, there 3 Top management encourage 2.2 2.5
empowerment of employees
are some measures that may promote the awareness and 4 Laws and regulations allow 1.8 2.1
practices of empowerment. These measures include employees empowerment
updating laws and regulations, organizational 5 Empowerment is part of training and 2.2 2.3
restructure, leadership support, positive organizational development activities
6 Empowerment is an integral part of 1.7 2.3
culture and climate encouraging mutual trust among all motivation and promotion
levels of management and availability of necessary 7 Employees seek and accept 3.1 3.9
funds. empowerment and its challenges

Table 3: Empowerment mechanisms

FIELD SURVEY: DATA ANALYSIS AND Mean
DISCUSSION -----------------
Empowerment mechanisms Govt. Buss
In this section, the study provides the results of the Empowerment level, means and forms are
field study and detailed analysis and discussion of 1 sufficient 1.2 2.3
Empowerment includes job enlargement (work
collected data by means of questionnaire from a sample 2 quantity) 1.5 2.7
of respondents. As shown in Table 1. The researcher Empowerment includes job enrichment (work
sample is characterized by the following demographic 3 quality) 1.4 2.5
distribution: 4 Empowerment includes delegation of authority 2.3 3.4
Empowerment includes employees participation
5 and involvement 2.5 3.5
• (70%) are males and (30%) are females Empowerment includes enough and easy access
• Largest portion of respondents (60%) are middle 6 to information 2.7 3.7
Empowerment includes sufficient funds for
managers level while (30%) are lower level 7 carrying out jobs 3.1 4.2
employees and (10%) are top managers level
• Vast majority of respondents are university degree institutional dimensions of empowerment according
holders (95%) and the remaining (5%) are none- to sector affiliation. It indicates that respondents in
university degree business sector have higher positive attitudes (means
• Majority of respondents (55%) are with experience range between 2.1-3.9) compared with government
longer than twenty years while (20%) of sector respondents (means range between 1.7-3.1)
respondents are with experience less than ten years towards the specified dimensions.
and (25%) of them are with experience more than Table 3 shows that empowerment mechanisms tend
thirty years to be better in the business sector (means ranging
between 2.3-4.2) as compared with those available in
As shown in Table 2 below, there are significant government sector (means ranging between 1.2-3.1),
differences between respondent’s attitudes regarding according to respondents.
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Table 4: Advantages of empowerment Major findings and conclusions of the study: This
Mean study revealed that empowerment is a very significant
-------------------
Advantages of empowerment Govt. Buss tool in promoting individual performance thus
1 Empowerment encourages employees creativity 3.3 4.2 improving overall organizational performance. It
and innovation reflected wide attention among both researchers and
2 Empowerment promotes employees loyalty and 3.8 4.5
commitment
practitioners of management. A great deal of literature
3 Empowerment makes my job easier , faster and 4.2 4.6 on empowerment has been found. Major findings and
effective conclusions of this study are:
4 Empowerment makes my job more efficient and 4.1 4.3
economical
5 Empowerment makes my job more convenient 4.3 4.5 • Despite general agreement on the importance of
for clients empowerment principle, there are wide differences
6 Empowerment reduces work related stress 3.5 4.1 among researchers and practitioners regarding the
7 Empowerment increases responsibility and 4.3 4.3 meaning, nature, tools and applications of
accountability
empowerment.
Table 5: Empowerment hindrances • Empowerment plays significant role in employee’s
Mean satisfaction thus promoting their performance in
------------------- organizations.
Empowerment hindrances Govt. Buss
Lack of confidence(in self and others) handicap 4.2 4.5
• Employee’s participation in decision making,
1 empowerment delegation of power, access to information and
Concentration of authority and power handicap 4.5 4.3 resources and job enrichment are common forms
2 empowerment and tools of empowerments.
3 Lack of experience handicap empowerment 3.7 3.5
Lack of training and development handicap 3.9 3.2 • Employee’s empowerment faces serious practical
4 empowerment obstacles such as insufficient top management
Outdated laws and regulations handicap 4.6 3.1 support, lack of awareness, absence of clear
5 empowerment regulations on ways and tools of empowerment and
Red-tape and bureaucratic procedures handicap 4.4 3.2
6 empowerment insufficient funds.
Lack of top management support handicap 4.2 3.3 • Effective application and practice of empowerment
7 empowerment require top management support, mandatory legal
measures, positive organizational culture regarding
Table 6: Factors improving empowerment
Mean
empowerment and rewarding empowerment
---------------- activities and practices.
Factors improving empowerment Govt. Buss
1 Top management support enhance empowerment 4.3 4.4 Recommendations of the study: Based on literature
The use of the state-of-the art technology enhance
2 empowerment 4.2 4.5
review and field survey and in the light of the above
Training & development activities enhance mentioned findings and conclusions, this study
3 empowerment 4.3 4.4 proposes the following recommendations that may help
Adoption of merit system and competition in promoting effective application of empowerment in
4 enhance empowerment 4.5 4.1
Mutual trust among employees enhance organizations:
5 empowerment 4.5 4.6
Linking empowerment into motivation enhance • Organize and carry out more academic and
6 empowerment 4.7 4.6
7 Updating structures and laws enhance 4.5 4.4
practical activities regarding empowerment to
empowerment promote awareness of empowerment concept,
importance and tools and mechanisms of effective
Table 4 shows insignificant differences in application in real life organizations. This includes
respondent’s attitudes (government versus business more research, training and changes that promote
sectors) towards the specified advantages of employees empowerment.
empowerment. It indicates positive attitudes towards • Updating laws and regulations with special and
the advantages of empowerment in both sectors (means direct attention for reinforcing empowerment
ranging between 3.3-4.6).
practices.
Table 5 reflects serious difficulties and problems
facing empowerment in both business and government • Linking empowerment to leadership success and
sectors, according to respondent’s attitudes as measured motivation to encourage empowerment practices in
by response means ranging between (3.1-4.6). daily and real life organizations.
Table 6 shows evidence consistence with that of • Restructuring organizational culture and structure
Table 5 regarding empowerment problems and means to create empowerment friendly environment.
of overcoming them. It reflects respondent’s strong • Re-allocate organizational resources and power
agreement on factors promoting empowerment (access and utilization) to make fair and balanced
regardless of sector affiliation (response means ranging empowerment throughout organizational
between 4.1-4.7). hierarchy.
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APPENDIX 3. Job Level and Title:

( ) Low management , name your position:
Research questionnaire: ( ) Middle Management , name your position:
Dear ladies and gentlemen: Kindly fill the attached questionnaire ( ) Top Management , name your position:
the aim of which is to collect some data related to my study entitled
"Enhancing Employees Performance via Empowerment". Please be 4. Degree:
confident that collected data will be strictly confidential and utilized ( ) Less than (Bachelor) degree ( ) Bachelor Degree
for research purposes only. I do appreciate your kind cooperation and
( ) Masters Degree ( ) PhD
patience.

The Researcher: Should you have any comment, suggestion or 5. Years of Experience:
questions please do not hesitate to contact me on my address below. ( ) Ten Years or Less ( ) Eleven to Twenty Years
Alternatively, you may write down your comments below. ( ) Twenty One to Thirty Years ( ) Thirty One Years or Above

Mobile: 00973 39016320 Kindly put an (X) in the appropriate box against each of the
Place your comments or notes here (if any): following statements which you think best fit your view. For the
General Information: purpose of this study, empowerment simply means all ways and
sources of power that enabling employees to successfully perform
1.Sector: their jobs including information accessibility, discretionary decision
( ) Government ( ) Business power and freedom of choice at workplace. Select one answer on
Likert five degree scale where ONE means least agreeable and FIVE
2. Gender:
most agreeable regarding each statement.
( ) Male ( ) Female

No Statements 1 2 3 4 5
1 Empowerment is part of our organization policy
2 My Superior always tries to empower me in many ways
3 Top management encourage empowerment of employees
4 Laws and regulations allow employees empowerment
5 Empowerment is part of training& development activities
6 Empowerment is an integral part of motivation and promotion
7 Employees seek and accept empowerment and its challenges
8 Empowerment level, means and forms are sufficient
9 Empowerment includes job enlargement(work quantity)
10 Empowerment includes job enrichment(work quality)
11 Empowerment includes delegation of authority
12 Empowerment includes employees participation and involvement
13 Empowerment includes enough and easy access to information
14 Empowerment includes sufficient funds for carrying out jobs
15 Empowerment encourages employees creativity and innovation
16 Empowerment promotes employees loyalty and commitment
17 Empowerment makes my job easier , faster and effective
18 Empowerment makes my job more efficient and economical
19 Empowerment makes my job more convenient for clients
20 Empowerment reduces work related stress
21 Empowerment increases responsibility and accountability
22 Lack of confidence(in self & others) handicap empowerment
23 Concentration of authority and power handicap empowerment
24 Lack of experience handicap empowerment
25 Lack of training and development handicap empowerment
26 Outdated laws and regulations handicap empowerment
27 Red-tape and bureaucratic procedures handicap empowerment
28 Lack of top management support handicap empowerment
29 Top management support enhance empowerment
30 The use of the state-of-the art technology enhance empowerment
31 Training and development activities enhance empowerment
32 Adoption of merit system and competition enhance empowerment
33 Mutual trust among employees enhance empowerment
34 Linking empowerment into motivation enhance empowerment
35 Updating structures and laws enhance empowerment

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