The logic behind employee's participation and empowerment is quite simple: by involving workers in those divisions that affect them and by increasing their autonomy and control over their work lives, employees will become more motivated, more committed to the organisation, more productive and more satisfied with their jobs.
Empowerment is the authority to take decisions within one's area of operation without having to get approval; from anyone else. Here the operatives are encouraged to use their initiative to do things the way they like. To this end, the employees are given not just authority but resources as well so that they not only take decisions but implement them quickly. This empowerment means giving the employees the authority to make decisions and providing them with financial resources to implement these decisions (Koch & Godden, 1997 11).
Employees participation and empowerment participation means sharing the decision making power with the lower ranks of an organisation in an appropriate manner (Lashley & McGoldrick, 1994, 35). When workers participate in organisational decisions they are able to see the big picture clearly and also how their actions would impact the overall growth of the company. They can offer feedback immediately based on their experiences and improve the quality of decisions greatly. Since they are now treated with respect, they begin to view the job and the organisation as their own, and commit themselves to organisational objectives whole heartedly.
3. Creating an Empowerment Culture
Organization culture depends basically on its history, technology, industry, custom and practice, leadership style organization structure etc. All organizations are unique and therefore have unique cultures. However, if one examines the attributes of the majority of industrial organizations, there are a number of traits that are seen as desirable for effective organization.
First, no organization can be isolated from cultural environment, that is, organization as a social unit must operate within the framework of the larger cultural system. As such, a congruency has to be maintained with the values of total culture. Second, organization may be considered as a subculture within the framework of total broader culture. No doubt, every organization develops its own norms and cultural pattern of behavior; these elements are developed within the context of the larger cultural pattern. No part of the system should go against it if both have to succeed. From this point of view, the creating an empowerment culture is important for the functioning of a modern organization.
A model for understanding organizational culture is: