ASUMMER TRAINING REPORTON"EFFECTIVENESS OF EMPLOYEE EMPOWERMENT
ACTIVITIES OF JP CEMENT REWA (M.P.)"
Submitted for the partial fulfillment of the degree ofMaster of
Business Administration
SESSION: 2013-15
Submitted ToDr. Atul PandeyHOD (DBA)A.P.S.U. Rewa (M.P.)
UNDER THE GUIDANCE OF Mr. Anil SharmaDeputy Manager (P&A)HEW
RewaSUBMITTED BYAtul Singh BaghelM.B.A.(HR)
INTRODUCTION
INTRODUCTION Due to globalization there is a need for the
employee empowerment in every Organisation so that employees will
be in position to make quick decision and respond quickly to any
changes in the environment. Organisation that are committed to
employee empowerment they are in position to motivate and retain
their employees, although its a complex management tool which needs
to be nurtured and handled with a lot of care. Employee empowerment
is a motivational technique that is designed to improve performance
if managed properly through increased levels of employees
participation and self determination. Employee empowerment is
concerned with trust, motivation, decision- making and breaking the
inner boundaries between management and employees. Employee
empowerment will lead to improving productivity, performance and
job satisfaction. Employee empowerment has been associated with the
concept of power, implying that power in organisation should be
re-shared from the top management to the lower management. Employee
empowerment represents the most recent manifestation of involvement
practice. Empowerment as a principal agent to transform
control-orientated organisations to commitment driven ones in
response to competitive pressures. In most work organisations, a
larger number of employees feel that they have little control over
their work and are dependent on others. They believe that their own
efforts have little impact on their job performance. This sence of
powerlessness creates frustration among employees and they do not
perform to their full potential. In order to overcome the feelings
of employees and to involve them in the planning and execution of
their jobs, the concept of empowerment has been introduced. A
primary goal of employee empowerment is to give workers a greater
voice in decisions about work-related matters. Their
decision-making authority can range from offering suggestions to
exercising veto power over management decisions. Although the range
of decisions that employees may be involved in depends on the
organisation, possible areas include; how jobs are to be perfumed,
working conditions, company policies, work hours, peer review, and
how supervisors are evaluated many experts believe that
organisations can improve productivity through employee
empowerment. This occurs in one of two main ways. First,
empowerment can strengthen motivation by providing employees with
the opportunity to attain intrinsic rewards from their work, such
as a greater sense of accomplishment and a feeling of importance.
In some cases , intrinsic rewards such as job satisfaction and a
sense of purposeful work can be more powerful than extrinsic
rewards such as higher wages or bonuses. Motivated employees
clearly tend to put forth more efforts than those who are less
motivated. The second means by which employee empowerment can
increase productivity is through better decisions. Especially when
decisions require task-specific knowledge, those on the front line
can often better identify problems. Empowering employees to
identify problems combined with higher-level management involvement
in coordinating solutions across departmental boundaries within the
firm can enhance the overall decision- making process and increase
organisational learning. What is empowerment? Empowerment is the
process of enabling or authorizing an individual to think, behaves,
take action, and control work and decision making in autonomous
ways. It is the state of feeling self-empowered to take control of
ones own destiny. Empowerment comes from the individual. An
empowered organization is one in which individuals have the
knowledge, skill, desire, and opportunity to personally succeed in
a way that leads to collective organisational success. Stephen
Covey Empowerment refers to enlargement of an employees job
responsibility by giving him the authority of decision making about
his own job without approval of his immediate supervisor.
Empowerment is the degree of responsibility and authority given to
an employee. By empowerment, the employees are supported and
encouraged to utilize their skills, abilities and creativity by
accepting accountability for their work. Empowerment occurs when
employees are adequately trained, provided with all the relevant
information and the best possible tools, fully involved in key
decisions, and are fairly rewarded.Empowerment includes supervisors
and employees working together to establish clear goals and
expectations with agreed-upon boundaries.We suggest that three
components of our definition are basic to any understanding of
empowerment; empowerment is 1.multi-dimensional 2. Social and 3. a
process.1. It is multi-dimensional in that it occurs within
sociological, psychological, economic, and other dimensions.
Empowerment also occurs at various levels, such as individual,
group, and community.2. Social process, since it occurs in
relationship to others.3. Empowerment is a process that is similar
to a path or journey, one that develops as we work though it.
Meaning:Employee empowerment in an is creating an environment
where others are equipped and encouraged to make personal decisions
and to feel that they are in charge of the outcomes of the tasks
for which they have assumed responsibility.Employee empowerment can
be achieved where the organizational culture aims at generating a
strong and healthy communication climate and where M&E
processes are aimed at fostering organizational development and
learning. In organizations where senior managers do not empower
junior managers decisions are continuously passed up the hierarchy
for resolution. Valuable time is lost and creativity is
satisfied.Empowering employees is the ongoing process of providing
the tools, training, resources; encouragement and motivation your
workers need to perform at the optimum level. If your organization
is looking for a way to speed processes and still produce quality
materials and services, focus on employee empowerment. When you
show an employee you trust her, and give her timely information and
the authority to find solutions, she will be able to solve problems
and provide solutions more rapidly than someone without that
empowerment.According to Oxford Dictionary Empowerment means: the
action of empowering someone or the state of being empowered. In
the organizational context, Empowerment is sharing of power
withemployees with the hope that it enhances their feeling of
self-efficiency.-Employee Empowerment : A workplace strategy for
motivation Employee Empowerment : Concept and Definition
Empowerment means allowing a person to run the show by himself.
Empowerment does not only include delegating job authority, it also
means job enhancement via decision making. The traditional
bureaucracy, and the age old emphasis on control and
standardization are now things of the past. The new vistas involve
innovation, flexibility and commitment and improvement.Employee
empowerment puts power in hands of workers. The concept of employee
empowerment involves a manager delegating authority to subordinate
employees. Empowered employees make decisions based on predefined
limits set by their manager. They do not have to consult the
manager to make a decision, but they must accept responsibility for
the consequences of each decision, according to authors William
Nickel, James McHugh and Susan McHugh in Understanding Business .
In this regard let us examine a few explanation given for the
employee empowerment. Empowerment is the process coming to feel and
behave as if one is in power (autonomy and control ) and to feel as
if he/she owned the firm. Empowerment is the process of sharing
power with employees. Employee empowerment predominantly about
encouraging front line staff to solve customer problems on the
spot, without constant recourse to management approval. Employee
empowerment refers to management strategies for sharing decisions-
making power. Empowerment is giving subordinates the resources,
both psychological and technical, to discover the varieties of
power they themselves have and/ or accumulated, therefore which
they can use on anothers behalf. Empowerment is a process of risk
taking and personal growth; it is the creation of work environment,
which allows each individual to work his highest capacity.
Randolph(1995) asserts that employee empowerment is a transfer of
power from the employer to the employees. STANDARD DEFINITION OF
EMPOWERMENT:Empowerment in the context a self-reliant and
resourcefulness is about expectation, self-image, motivation and
commitment.(Robinson,1998) Empowerment combines both the ability
and opportunity to judge correctly and do the right thing, as well
as a preparation to do what must be
done.(Edgeman&Dahlgaard,1998 IMPORTANCE OF IMPOWERMENTEmployee
plays a major role in the success of an organisation. Many
organisations today have adopted these strategies that help them
archive growth and success in their business undertakings, The
importance of employee. Employee empowerment is the ongoing process
of providing the tools, training, resources, encouragement and
motivation for the workers that enhance to perform at the optimum
level.Creativity: When an employee feels a sense of accomplishment
and feels valued, he is more likely to engage in critical and
creative thinking. He will feel more capable and inspired to devise
situations in unconventional ways, which can lead to better product
development. When an employee is empowered to think for himself and
take initiative, he may find unique ways to add to your companys
worth, market your services to clients and receive processes or
policies that no longer are efficient. This removes some of the
pressure on management to constantly innovate and stay ahead of the
industry.Job satisfaction:Empowerment provides the employee with a
sense of autonomy, which will increase her job satisfaction. He
will be more comfortable at work because it develops confidence and
a sense of worth. A happy employee provides the best customer
service, and leaves a good impression of your company with whomever
he speaks. This translates into personal or career growth for your
worker and increased sales for the company.Decision- Making: In a
world in which technology changes daily, and customers find
information, products and serve increasingly diverse ways, the
employees need to make quick decisions that benefit your operation.
If the management spends time and efforts by providing training in
decision-making, the employees most likely will respond to change
quickly and find new ways to meet customer demands.
Loyalty: An employee's exhibits loyalty if he has been
well-trained, supported, respected, listened to and valued within
an organization. He is more likely to work hard and promote the
company when the opportunity arises. He also is less likely to
leave the company, and is more likely to recommend other qualified
individuals for job openings.Other importance:Employee plays a
major role in the success of an organisation. Many organizations
today have adopted these strategies that help them achieve growth
and success in their business undertakings, the importance of
employee include:1. Positive environment: Employee empowerment
leads to the creation of positive environment in the workplace,
this will lead to increased productivity and boost employee morale,
as a result the organisation gains due to increased productivity
and efficiency in the workplace. Employee empowerment will increase
employees learning, growth, improvement and enhancement of
performance ability.2. Creativity: Empowerment involves letting
employees make decision on their own and also solve problems, this
increases their creativity and also improve the working
environment, and this encourages a positive working environment
where employees are in a positive to become more creative and
productive to the organisation.
3. Productivity : Empowerment ensures that the employees perform
their tasks in the most effective way that saves time and energy,
as a result the employees become more productive than in an
organisation does not empower its workers, as a result there is
increased productivity of the workers which will benefits the
organisation.4. Motivation :Employee empowerment will motivate
workers which will in turn increase employee productivity,
motivation as a result of empowerment will increase commitment by
employees and as a result the employee will more satisfied with
work.5. Team work : Empowerment will encourage team work and as a
result there will increase motivation to undertake tasks.6.
Conflicts : It will reduce conflicts between managers and workers,
also there will be a decline in the demand for supervisors and
administrators reducing the cost of production in the organisation
resulting to increased competitive advantage of the organisation
over its competitors.7. More skilled workers: Through empowerment
the employees become more skilled through education and training
offered by the organisation, this will lead to increased employee
productivity, employee will also increase competence as a result of
training offered.
Employee Empowerment ToolsA key style feature of modern
management, employee empowerment is about managers sharing their
powers with those they supervise. Empowering employees can help
workers perform more effectively, enhance problem- solving skills
and aid with decision making. Empowerment takes employee
participation a step further and allows workers to be more
autonomous in regards to making decisions based on their
expertise.1. Employee value Employees who feel underappreciated do
not perform as those who feel valued. A manager can show regard for
her employees through her actions , words, facial expressions and
body language. Demonstrating appreciation for each employees unique
value can help encourage and empower them. A manager should
demonstrate value and respect for the employee as a human being
that never falters regardless of employee performance.2. Visions
and Goals Shared When a company shares its leadership visions and
goals with its employee and the visions and goals are realistic,
employees can feel like are part of a task that is bigger than
their individual roles in the company. Sharing strategic plans and
the overall mission with employees can empower them and give them a
sense of ownership and pride.3. TrustTrust is a tool where managers
have faith that employees will do the right thing and make sound
decisions that get job done. This comes about by guiding employees
by asking questions and allowing them to grow in knowledge and
skills. It is also a tool that develops after employees have clear
expectations from their managers so they can focus their energy on
accomplishing tasks and being productive.4. Delegation of
AuthorityDelegation of authority as an empowerment tool can help
employees develop new skills and grow as professionals. Rather than
just delegate tedious unwanted tasks, managers should involve
employees in tasks that will impart opportunities, such as engaging
in product development projects, leading meetings and participating
on committees. Additionally, allow employees to help problem- solve
when setbacks occur to see if an issue with the work system caused
others to fail. Advantages of Employee Empowerment Now a day's
environment changes rapidly and exhibits a challenging situation to
organisations and companies. In order to be successful and stay
competitive in the future they have therefore to look beyond the
traditional directive management. The contribution of more than a
single individual is necessary, and employees are not only expected
but also needed to assume an active rather than a passive role in
the organisation.Further advantages initiated by a successful
implementation of empowerment in organisation:1) Increased
productivity2) Greater employee enthusiasm3) Increased morale and
creativity4) Higher quality products and services5) Improved
teamwork
Disadvantages : Empowerment in the organisation is important
however there exist some disadvantages that arise as a result of
employee empowerment and they include:
1. Increased costs:The organisation may experience a rise of
costs as a result of training and educating workers, an
organisation has to invest in the training and education of its
workers and a result there will be increased costs.2. Abuse of
power:Some of the organization workers may abuse the power given to
them, this include making decisions that may not be in line with
the objectives of the organisation and may use the power to meet
their own needs. Also the responsibility that the employees arc
given may be too much a responsibility tosome workers.3. Time
wastage:There may be time wastage in an organisation where time may
be spent in groups and committees that are important in the process
of empowerment and this will reduce the total time the employees
spend undertaking their tasks.4. Conflicts:Employees may tend to
struggle for power among them as a result of group work, every
worker may tend to acquire power on what should be done and how it
should be done, for this reason therefore empowerment may result to
conflicts among workers.
5. Decisions:The employees may not have the ability to make
appropriate decisions that arc important in the organization,
therefore the decisions made by the employees may be biased,
decisions may conflict where employees will make personal decisions
rather than use logical reasoning to make decisions.PROCESS OF
EMPLOYEE EMPOWERMENT:Empowerment is a process by which we increase
the capacity of an individual or group in order to enable them to
make choices and for them to transform their choices into the
desired actions. These actions help build collective and individual
assets and improve and as a result the efficiency of use of these
assets IS improved.Rapport (1984) states that employee Empowerment
is the process of unleashing an individual's potential and
enhancing his abilities to nurture growth in the organisation,
therefore empowerment involves a process by which an individual IS
provided with proper information regarding performance or the
organisation. In an organisation empowerment is important in that
it helps remove the feeling of powerlessness through enhancement of
self efficiency, of the individual. It therefore enables the
individuals to coupe with problems that face them Empowerment can
be defined as the process, by which we can increase the capacity of
an individual or a group in order for them to make their 0\\11
choices which will lead to increased productivity in an
organization, Empowerment enables or gives authority to an
individual to take action and take control of his work by making
decisions on his own. The organization in which the individual
works is therefore has a responsibility, to enable the existence of
an environment which helps the employee to undertake their tasks in
an empowered manner. The organization also has to remove any
barriers that limit the process of empowerment.a) Valuing
employees:This involves appreciating workers b) managers or
executive members in an organisation, this will aid .in the process
of showing that you appreciate and value them for the work they
perform in the organisation and this helps in empowering workers.
This is achieved through the words used in communicating with
workers and also body language and fiscal expressions which should
show appreciation to workers.b) Sharing visions:According to
Narayan (2002) Employees arc also empowered by sharing information
on the company's vision and objectives. This helps the employees to
feel they arc part of something big. Therefore the organisation
should share the mission and the strategic plans of the
organisation and this helps empowering workers, therefore
communication of organization goals and strategies plays an
important part in employee empowerment process.c) Direction and
goal sharing with workers:Sharing goals and directions according to
Narayan (2002) is also a way to empower workers. This involves
sharing information with workers on the goals and also the
direction of the organisation. this involves sharing information on
observable and measurable goals and this aids in empowering workers
In accomplishing these goals.d) Trust:The organisation should
extend trust to then employees whereby they will allow workers to
make their decisions which may not be In line with the decided way
of performing tasks. This is according to Rapport (1984) and it is
a way in which trust is extended to workers which aids in
empowering them
e) Provision of decision making information:This involves the
provision of information to employees that will help them make
decisions on their own, this involves making sure that all workers
have access to this information and this will help them to make
sound decisions as they perform their tasks.f) Involvement of
workers in decision making:This involves including workers in
decision making of the organisation, this helps in empowering
workers because they will find a sense of power in the organisation
future and they will have a feeling of worth in the organisation.g)
Feedbacks:It is important to frequently provide feedback to
employees to show how they have performed in the organisation for a
given period. this ensures that the employees feel a sense of
recognition and also helps them develop their skills and
knowledge.h) Solving problems:When problems occurs there is a need
for the organisation to implement ways in which to deal with these
problems, it is not right to blame the workers and instead of
blaming them there is need to address the problem by asking the
workers what problem is in the work system and not what is wrong
with the workers,i) Communication:An organisation should ensure
that it listens to its workers and at the same time provide
guidelines to them. The organisation should avoid telling the
workers what to do but should provide guidelines on how to
undertake tasks and what should be done to accomplish
organizational goals.
j) Social reinforcements:This involves giving encouragement to
workers for the purpose of boosting their self confidence in the
work place, this involves giving praise and rewarding workers for
their achievement and this aids in the empowerment process.k)
Training:Training and the provision of information is a major way
in which an organization can empower its workers, this is because
information itself is power and this should also be accompanied by
proper communication channels in the organization. As workers
receive more training they experience an increase in their skills
and knowledge and this will increase their confidence when
undertaking their tasks.
I) Emotional support:An organisation should also provide
emotional support to its workers as a form of empowerment. This
process should be accomplished through clear role definition of
employees and also providing assistance at work and encouraging
team work in the work place to solve problems that face workers
such anxiety and stress.OTHER PROCESS:PROCESS OF EMPLOYEE
EMPOWERMENT:Six steps to empower employees. The steps arc in
sequence and in a logical order and each is necessary to fully
empower employees.Step #1: Acquire empowerment upper management
starts the empowerment process. They must be willing to relinquish
authority and decision-making power to lower levels of the
organization.Step#2: Choose employees to empower Employees must
want to be empowered. Some employees are unwilling to accept
additional responsibilities and decision-making power regardless of
potential rewards. They need skills to make correct decisions and
accomplish additional responsibilities.Step #3: Provide role
information. Upper management defines your role and assigns
responsibilities, authority. and decision-making power to meet
company and department goals. Define your role to employees. Define
the responsibilities, authority, and decision making power that you
will assign to employees. Define boundaries to clarify decisions
employees will and will not make. Also specify performance criteria
and rewards for outstanding achievementStep#4 : Share company
information [11 their hook. Three Keys to Empowerment. Blanchard.
Carlos. (mil Randolph state. "Help people to understand the need
for change, teach company financials, share some sensitive
information, list facts people have and need, share good and had
information, and view mistakes positively. Explain company vision
and values, clarify priorities, and teach decision-making and
problem-solving skills.Step#5 : Provide training to employees.
Fragoso states in her article that "employees must have a clear
vision of success. Teach them the basics of cost and revenue. Open
financial books and inform employees of the situation so they can
feel more related to the company. Let employees decide how to
handle clients, and give them discretionary power when deciding
what to spend in order to mend a certain problem. Most companies
will train new employees. Current employees with experience and
knowledge also need training. Training should be continuous because
it is a major key to the success of a business.Step#6 : Inspire
individual initiatives. An inspired employee is a highly,
productive resource to a company and department. Christopher
Bartlett and Sumantra Ghoshal in their book. The Individualized
Corporation, state that to "build 011 the belief of the individual
[one must] create a sense of ownership (create small performance
units. Decentralize resources and responsibilities), develop
self-discipline. Establish clear standards and expectations, and
provide a supportive environment (coaching. openness to challenges,
and tolerance for failure).TEN PRINCIPLES OF EMPLOYEE
EMPOWERMENT:These arc the ten most important principles for
managing people in a way that reinforces employee empowerment,
accomplishment. and contribution.1. Demonstrate You value PeopleThe
regard for people shines through in all of actions and words is the
facial expression, body language, and words express what we are
thinking about the people who report to us. The goal is to
demonstrate appreciation for each person's unique value. No matter
how an employee is performing on their current task value for the
employee as a human being should never falter and always be
visible.2. Share Leadership VisionHelp people feel that they are
part of something bigger than themselves and their individual job.
Do this h) making sure they know and have access to the
organization's overall mission, vision, and strategic plans.3.
Share Goals and DirectionShare the most important goals and
direction for the group. Where possible, either make progress on
goals measurable and observable, or ascertain that have shared
picture of a positive outcome with the people responsible for
accomplishing the results.4. Trust PeopleTrust the intentions of
people to do the right thing, make the right decision, and make
choices that, while maybe not exactly what you would decide, still
work.
5. Provide Information for Decision MakingMake certain that have
given people, or made sure that they have access to, all of the
information they-need to make thoughtful decisions.6. Delegate
Authority and Impact Opportunities, Not Just More WorkDon't just
delegates the drudge work; delegate some of the fun stuff too.
Delegate the important meetings. the committee memberships that
inf1uence product development and decision making. and the projects
that people and customers notice, The employee will grow and
develop new skills.7. Provide Frequent FeedbackProvide frequent
feedback so that people know how, they are doing. Sometimes. the
purpose of feedback is reward and recognition. People deserve the
constructive feedback, too, so they can continue to develop their
knowledge and skills.8. Solve Problems: Don't Pinpoint Problem
PeopleWhen a problem occurs, ask what is wrong with the work system
that caused the people to fail, not what IS wrong with the people.
Worst case response to problems? Seek to identity and punish the
guilty.9. Listen to Learn and Ask Questions to Provide
GuidanceProvide a space ill which people will communicate by
listening to them and asking them Guide by asking questions not by
telling grown up people what to do. People generally know the right
answers if they have the opportunity to produce them10. Help
Employee's Feel Rewarded and Recognized for Empowered BehaviorWhen
employees feel under-compensated. under-titled ten the
responsibilities the) take OIL under-noticed, under-praised, and
under-appreciated. don't expect results from employee
empowerment.METHODS USED IN EMPLOYEE EMPOWERMENT:A vibrant and
energetic environment is created when employees feel valued and
empowered. This produces increased employee satisfaction, which
leads to increased productivity. Employee empowerment is not a task
that can be completed easily: it is a living culture that needs to
be nurtured. In order to enhance employee empowerment various
methods has been adopted in the organization.1. Implement Effective
Policies and ProceduresA Policies and Procedures Manual is a
communication tool designed to empower employers, managers and
employees with a consistent approach to accomplishing their daily
tasks. It provides a set of policies, plans, Reports, forms and
work routines that convey the pulse of the organization.A properly
developed manual focuses everyday business communications between
employees and management on what is really important to get the job
clone. This focus is the first step in empowering employees.
Empowerment requires a shared vision, the communication of
necessary information and adequate training.2. Convey Management
Policy and VisionAn organization's policies and procedures manual
should be used to communicate both corporate policies and the
appropriate procedures for implementation of the policy in a
combined style format. If employees know the vision, then they feel
confident to make decisions. Keep III mind, though. policies should
not be confused with procedures.Policy A definite course or method
of action to guide and determine present and future decisions. A
policy is a guide to decision-making under a given set of
circumstances within the framework of corporate objectives. goals
and management philosophies. Procedure- A particular way of
accomplishing something. or an established way of doing thing. A
procedure is a series of steps followed in a definite regular order
that ensure the consistent and repetitive approach to actions.3.
Improve Communication and Efficiently Run OperationsA policies and
procedures manual serves to translate the company's business
philosophies and desires into action. A well-designed manual is an
invaluable communication tool for efficiently running operations
within departments and bridging the gap between interrelated
departments. If a department has specific information that it
requires processing a task, then this information is easily
captured in a form that accompanies the task. Forms arc commonplace
in business, acting as a guide for such things as purchase orders,
employment applications or asset requisitions.4. Reduce Business
Process Training TimeA policies and procedures manual is a
functional guide for training new and existing employees. It
prevents difficulties in performing duties due to lack of
understanding or inconsistent approaches from personnel changes.
And' it will assist in developing a consistent method in handling
any task.S. Improve Productivity and Decision MakingPolicies and
procedures speed up employee decision making by having a handy,
authoritative source for answering questions. Well-developed and
documented manuals can ensure compliance with regulatory agencies
affecting your business, including the Occupational Safety and
Health Administration (OSIIA), Food and Drug Administration (FDA),
government contracting authorities and independent certification
organizations.6. Strengthen Organization and QualityA comprehensive
policies and procedures manual covering all departments within an
organization can become a quality manual for the whole company.
This will help ensure optimal operations and consistent deli very
of the finest in product or service from the company.It will
"empower" employees to make decisions independently without the
need or time delays of involving various levels of management. A
well thought out manual will enable just about everyone in the
organization the ability and flexibility to make the right
decisions in his or her job responsibilities.For example, a
customer service representative should be able to handle a
customer's problem and have the authority to resolve the problem
right on the spot. In addition, a production team should be able to
diagnose a quality problem and formulate and resolve the problem in
conjunction with engineering without having to go through various
channels up and down the corporate ladder.
7. Meet Objectives with Policies and Procedures ManualThe goal
of the policies and procedures manual IS to identify the ways and
means of communicating, as well as getting the service performed or
the product manufactured at the least cost in the minimal amount of
time. Not only will it be used to empower an organization, but it
will have the added benefit of increasing Job satisfaction and
employee morale.
TECHNIQUE USED FOR ENHANSING EMPLOYEE EMPOVERMENT:Employee
empowerment techniques introduce and emphasize productive
communications between management and staff When a company empowers
its employees, they take responsibility for decisions they are free
to make, Employee empowerment creates a sense of ownership in
company daily operations, investing pride in carrying out the
mission of a company. Loyalty and productivity serve as key
consequences of employee empowerment.Step 1Change management roles
from supervisory to coaching. Coach employees to identify and
implement solutions to problems. Reward proactive employees with
recognition and a greater sense of investment in the company.
According to John Powers, writing as an Employee Satisfaction
Specialist for Nextel Communications, Inc, managers must express
willingness and ability to adapt from supervisory roles to coaching
roles.Step 2Grow employee empowerment through productive coaching
through an employee empowerment website, advises applying coaching
techniques, such as motivation, questioning and adapting your
management style to an employee ability to function at a given
level It, for example, you need to bring a employee up to speed on
a project, begin by communicating basic information, building upon
that foundation with more in- depth knowledge. Interact with each
employee to determine how to help her to become invested in her
position in the company.Step 3Delegate to empower employees. Given
team members the information and power to make decisions and to
take action make. Train team members to make offers to clients in
the most strategic way Effective delegation depends upon clear
communication. Rely on delegation as a preferred coaching
method.Step 4Communicate confidence in and set goals for employees.
Express confidence and expectations for solid performance to the
employees. Conduct regular employee reviews and staff meetings.
Inspire employees by setting realizable goals, according to Powers.
Offer performance incentives to raise the bar higher by realistic
increments.PRE-REQUISITES FOR EMPLOYEE EMPOWERMENTEmployee
empowerment provides people the responsibility and authority to
make decisions. Empowerment frequently results in greater
commitment and cooperation: creative ideas and solutions: and
greater ownership from employees. Creating an empowered workforce
is a great to increase organizational effectiveness and success.
Empowerment works arc given the necessary recourses, property
trained and managed. Then only they will be able to successfully
perform and make effective decisions.Employee empowerment requires
the following pre-requisites:1. Involvement:Employees feel more
committed to the organization when they are involved in the
decision making process.2. Quick decision-making:Employees
sometimes need on the spot decisions for the benefit of the
organization. Employees work say in customer service need to be
able to quickly respond to customers need and problems without
having constantly go lip the chain of command.
3 .Solving complex problems:Employees directly involved with a
problem can better determine the optimal solution. For example, a
work group can figure out how to re-engineer its work process far
better than employee's/managers that does not directly work on the
process/project.DIMENSIONS OF EMPOWERED EMPLOYEES:The
characteristics of empowered employee suggest more complex view, of
employer. Empowered employee has flow characteristics rather than
specific management practices, these characteristics reflect the
personal experience or feelings of empowerment. Empowered people
have a sense of self determination ( this means that people are
free to choose how to do their work, they are not at micro-
managed) Empowered people have a sense of meaning (this means that
people feel their work is important to them; they care about what
they are doing) Empowered employee have a sense of competence (
this means that people are confident about their ability to do
their work well: they know that they can perform) Finally empowered
employee have a sense of impact (this means that people believe
they can have influence on their work unit; others listen to their
ideals)These are the four dimensions ret1ect the experience of
empowerment rather than a set of managerial practices people must
feel empowered. Empowerment is not something that management does
to employees, but rather a mindset that employees have about their
role in the organization While management can create a context that
is more empowering, this assumes that employees must choose to be
empowered. They must sec themselves as having freedom and
discretion. as feeling a personal connection to the organizations,
as confident about their abilities, and has able to have an impact
on the system in which they are embedded Management cannot mandate
these things on employees: instead, employees must experience these
characteristics as authentic.THE IMPACT OF EMPLOYEE
EMPOWERMENT:"Empowerment is not giving people power; people already
have plenty of power, in the wealth of their knowledge and
motivation, to do their jobs magnificently. It encourages people to
gain the skills and knowledge that "ill allow them to overcome
obstacles in life or work environment and ultimately, help them
develop within themselves or in the society, Empowerment may also
have a negative impact on individuals and productivity depending on
an individual's views and goals. It can divide the genders or the
races. Strong skills and critical capabilities are often held back
to open doors for those who meet the empowerment criteria. Those
who use empowerment as a selfish advantage tend to become
difficult, demeaning and even hostile colleagues. This end result
is a weak business model.EMPOWERMENT INCLUDES THE FOLLOWING OR
SIMILAR CAPABILITIES:- The ability to make decisions about
personal/collective circumstances The ability to access information
and resources for decision-making Ability to consider a range of
options hom which to choose (not just yes/no, either/or.) Ability
to exercise assertiveness in collective decision making Having
positive-thinking about the ability to make change Ability to learn
and access skills for improving personal/collective circumstance.
Ability to inform others' perceptions though exchange. education
and engagement. Involving III the growth process and changes that
is never ending and self initiated. Increasing one's positive
self-Image and overcoming stigma Increasing one's ability, in
discreet thinking to sort out right and wrong.
GUIDELINES FOR EFFECTIVE EMPLOYEE EMPOWERMENT Select the right
managers. Choose the right employees. Provide training. Offer
guidance. Hold everyone accountable. Build trust. Focus on
relationships. Stress organizational values. Transform mistakes
into opportunities. Reward and recognize. Share authority instead
of giving it up. Encourage dissent. Give it time. Accept increased
turnover. Share information. Realize that empowerment has its
limitations. Watch for mixed messages. Face your own ambivalence
Involve employees in decision-making. Be prepared for increased
variation
company profile
80
COMPANY PROFILEUnit-I: It was commissioned in 1986 with a
capacity of 1.0 million MT.Unit - II: It was commissioned in 1991
with a capacity of 1.5 million MT.Jaypee Rewa Cement Unit-I was
fully engineered by Holtee Engineer's Pvt. Ltd. and for Jaypee Rewa
Cement Unit-II, the engineering and consultancy services were
provided jointly by Holtee Engineers and Holdcrbank management and
consulting ltd, Switzerland. The choice of machinery from equipment
manufactures of world reputed and the extent of sophistication and
modernity incorporated in the cement plant reflect the concern of
the management to customers, The JA YPEE REWA plant with two units
has a capacity of 3 MTP A and grinding & blending units of 1.6
MTPA are in Uttar Pradesh.Our VisionTo be dynamic & vibrant,
responsive to the changing economic scenario & flexible enough
to absorb environmental & fiscal fluctuation harness the
inherent strength of available human recourse & material have
the capacity to learn from success & more than learn am thing
else ensure growth with human face.Our MissionTo ensure growth for
improving the quality of live with a human face & contribute to
the growing economy. Maximizing benefits to our customers & the
nation at large by serving the core sector of the economyJAYPEE
GROUPJaiprakash Associates Limited IS a premier organization in
India, which commenced its activities in 1972, when a group of
engineers got together in a partnership firm known as Jaiprakash
Associates under the visionary leadership of Shri Jaiprakash
Gaur.Seven years of rapid growth led to Its convention into a
private limited company in l979. Further growth continue as a part
of diversification, a new company was launched in 1983 to set up it
modern cement plant with one million tone capacity in August 1986
the construction company and the cement were merged into.
Jaiprakash Rewa Cement Limited (.JRL).Today Jaypee Group is a
well-diversified infrastructure industrial group with a turnover of
over 18000 crores.CORPORATE PHILOSOPHYAny corporate entity needs to
be dynamic and vibrant, responsive to the changing economic
scenario and flexible enough to absorb environmental and physical
fluctuations, It must harness the inherent strengths of available
resources and must possess the capacity to learn from success. More
than anything else, it should ensure growth with a human face.MAJOR
AREAS OF OPERATION CEMENT CIVIL CONSTRUCTION HYDRO POWER
CONSTRLCTION HOTEL AND TOURISSM INFORMATION TECHNOLOGY EDUCATION
& WELFARE JAIPRAKASH POWER VENTURES LTD.
Review of Literature LITERATURE REVIEWPotterfield (1999)
indicates that through personal conversation with management and
employee empowerment experts. he found that these experts were
uncertain about when and where the term was used in management and
organizational studies.Liden & Tewksbury (1995) empowerment IS
an important construct because it offers the potential to
positively influence outcomes that benefit both individuals and
organizations. Besides Quinn and Spreitzer (1999) mention that
there is a growing consensus that employee empowerment can be a
source of competitive advantage for contemporary
organizations.Conger and Kanungu (1988) categorize empowerment as
having two key relational and motivational - dimensional concepts.
The rational concept of empowerment focuses on issues to do with
management style and employee participation. The motivational
concept of empowerment has to do with discretion, autonomy, power
and control. Under the motivational concept of empowerment, the
empowered must feel a sense of personal worth, with the ability to
effect outcomes and having power to make a difference.Lashley
(1999), the multidimensional nature of empowerment arises in
service sector due to the different service offers being made to
the customers. Some services require employees to exercise
discretion in detecting and delivering customer service needs
whereas in other cases the service offer is highly standardized and
requires employees to practice service delivery in .. the one best
way".Bvham (1994), argues that empowerment provides energy for
continuous improvement and an ethic of continuous improvement
focuses on vision. He further purports that a functioning
performance management system based on organisational vision. key
success factors and values, guide the energy created in empowerment
towards meaningful organizational goals and If this system is not
in place" empowered efforts are wasted because energy is dissipated
by unimportant activities.Nicholls (1990), states that the ultimate
goal fur empowerment is a committed workforce. Whole heartedly ;
devoting their lull energies to the achievement o l a common ISIOl1
. Jensen (2001) purports that it empowers the organization to
picture or envision itself a difference maker as It continues to be
in existence The question. Though is whether individuals own the
vision.Garatt (1996), it should ensure that sufficient numbers arc
pointing in the same direction, committed to a common purpose. with
similar values and behaviors so that the organization can function
effectively and efficiently.Bergenhenegouwen, Horn & Mooijman
(1996), when organizations make too little use of the capabilities
of their employees, they fail to present employees with challenges
to develop the skills necessary for doing the job
successfully.Jurie (2000) also purports that capability also
involves empowerment for we cannot realize our values or goals
without power, which is the capacity to act publicly and
effectively to bring about positive change.Hradesky (1955) said,
The scope to use the employee's knowledge and talents to the best
advantage of the firm by instilling involvement and a sense of
ownership in employees and there by promote their productivity.
Networking of problems-solvers across the organization. which in
turn builds an environment that IS conductive to continual
improvement in productivity, product quality, etc. of individual
and as well as groups and The scope fostering open communication at
all levels in the organization.(Laschinger and Finegan, 2005;
Ulrich, Buerhaus, Donelan, Norman and Dittus, 2007). Extrapolating
then. empowerment implies that social and organization support in
and of themselves, arc empowerment tools and considers that
organizational and supervisory support arc more empowering than
coworker support. Empowerment is one of the latest terms to have
cloyed to describe a condition of employment believed to have the
ability to positively influence an employer's competitive
advantage.Boje and Rosalie (2011) draw on Mary Parker Follett's
Theory of Co power and Clegg's circuits of power theory to bridge
the gap between these different perspectives in the empowerment
literature. They describe how thinking about power as 'power to'
rather than" power over" reconciles the notion of their power is in
empowerment theory. Thus on examining the three perspectives. one
finds that although each one views empowerment differently, they
complementary to one another.Conger and Kanungu (1988). empowerment
describes working arrangements which engage the employee who has
been empowered at an emotional level. Bowen and Lawler (1991)
define empowerment as the management strategies for sharing
decision making power; It is the act of vesting substantial
responsibility in the people nearest to the problem.(Barbee &
Bott, 1991) Empowerment involves the need for employees to feel in
control . have a sense of personal power together with freedom to
use that power and a sense of personal efficacy and self
determination.Spreitzer (1996) found that a participative
organizational climate in which the acknowledgement creation and
liberation of employees are valued and individual contributions and
initiatives are emphasized rather than a top-down command and
control was positively related to employees feeling empowered as
was socio-political support that is. approval from one's boss,
peers. subordinates and workgroup members.(Gordon 1995) Empowerment
is an act of building, developing and increasing power through
co-operating, sharing and working together. In other words.
empowerment means managing organizations collaboration where
workers have a choice. Empowerment can be defined to relate to
individuals, groups of people, employers or employees of an
organization.Kanter, (1997) defines empowerment as giving power to
people who arc at a disadvantaged spot in the organization. An
empowered organization is one where managers supervise more people
than in a traditional hierarchy and delegate more decisions to
their subordinates (Malone. 1997). Superiors empowering
subordinates. by delegating responsibilities to them leads to
subordinates who arc more satisfied with their leaders and consider
them to he fair and ill turn perform up to their superiors
expectations.Dachler and Willpert, (1978) state that the ideal way
of empowerment IS the immediate and direct involvement of the
members of the organization in the decision making process.Bowen
and Lawler (1991) define empowerment as the management strategies
tor sharing decision making power It IS the act of vesting
substantial responsibility in the people nearest to the problem
(Barbee & Bott, 1991).Empowerment involves the need for
employees to feel in control, have a sense of personal power
together with freedom to use that Power, and a sense of personal
efficacy and self determination.(potter, 1994; Ripley, 1993 ) from
the definition of empowerment, it is clear that it has to take a
form in order to be felt. That is initiatives that organizations
claim to be empowering employees have to be translated into
concrete practical arrangements. Which set a framework within which
the empowered operate.Geary (1994) state that the employee who has
been given power should be able to influence the policies that
influence him her. The power dimension also has to do with the
extent to which the management's efforts to share power foster
feelings of empowerment in employees. and the tensions that exist
between strategic objectives and limits on individual power.Harley
(1995), Empowerment should be considered as releasing power of
human beings into organizational improvement initiatives in order
to balance human and operational issues. Harley (1995) came up with
eight critical principles including the protection of the dignity
of employees. the management of employee perception not Just the
"facts": the use of organizational authority to release rather than
inhibit human potential: the use of consensus decision making: the
clarification of vision. Mission, objectives. goals and job
descriptions: unshackling the human desire to be of service to
others: the development of initiatives from values: and the
provision of feedback requested by employees. It is argued that
these principles would allow organizational improvement initiatives
to be unifying, innovative. Continuous, and permanent.(John
Gilbert, 1996), state that empowerment to act is a cornerstone for
motivating people to be committed to what they do. But empowerment
is not about abdication of management responsibility; it is about
training, communication, recognition and motivation. Empowerment
involves the acceptance of responsibility by employees for their
also actions, but also giving them the right to be wrong. It is
about trust and. most importantly, it is about accountability.Bowen
and Lawler (1992) also include their definition of empowerment the
sharing of information relating to the organizations performance,
rewards based on the organizational performance. Berry (1995) goes
further and argues than empowerment is a state or mind. An employee
with an empowered state of mind experiences feelings of;a) Control
over the job shall he performed;b) Awareness (lithe context in
which the work is performed;c) Accountability for personal work
output;d) Shared responsibility for unit and organizational
performance; ande) Equity in the rewards based on individual and
collective performance.Beach (1996) empowerment remains with the
individual and cant are imposed from above. How the can an
environment conducive to empowerment be created') Organizations
wishing to instill a culture of empowerment must find a way of
establishing systems and processes that don't restrict employees.
By concentrating on what behavior is considered optimal for the
employee and what they do well. Management ca adopts, develop and
change the organizational structure to produce the sought after
behavior. Employees dedicated to learning, growing and developing:
employees who are self managed: leadership not only existing at the
top: a high level of trust between management and employees as well
as among employees: employee participation in decision making; a
high level f vertical and horizontal communication: employees able
to deal with conflict management and resolution effectively and
efficiently.Collins (1996) looks at historical debates on democracy
to gain insight on how a redial change to organizational culture
for empowerment can he developed. He looks at reasons why people
fail to participate in a democratic system and attributes this to
either lack of education and knowledge of group to be able to
participate or a failure to see the connection between the
participation and political decisions. From this historical
analysis, there appear to be essential ingredients for a successful
implementation of empowerment in organizations.Liden &
Tewksbury (1995) empowerment is an important construct because it
offers the potential to positively influence outcomes that benefit
both individuals and organizations. Besides Quinn and Spreitzer
(1999) mention that there IS a growing consensus that employee
empowerment can be a source of competitive advantage for
contemporary organizations. The concept of empowerment is defined
in a variety of ways, by a number of researchers.Quinn and
Spreitzer (1999) discovered two very different perspectives of
empowerment during interviews in an organization that had started
an empowerment program. The researchers advocate two approaches. a
mechanistic approach, referring to a top down process in which
empowerment IS about delegating decision making within a set of
boundaries. and an organic approach implying d bottom up process
1Il which empowerment IS seen as a process of risk taking and
personal growth.(Torani, et al, 2008) states environmental changes
and increased global competition leads the employee empowerment has
a main importance role in management. Because organizations with
strong employees committed, skilled and motivated will be better
able to compete and adapt to changes.Randolph (2003) believes that
empowerment is not only "giving power to the people to decide" but
he believes empowerment is intelligent decision-making powers to
help the company to perform the effective activity. So, in
practice. he knows empowerment as indulge organizational power and
believes that people should be helpful with knowledge and internal
motivation.Zollers and Callahan (2003), say that open communication
IS absolutely essential in the organization to reduce stress and
defuse ambiguity and anger same communication. is like training.
Permeates all other peace promotion strategies.
ResearchMethodology
RESEARCII METHODOLOGYResearch methodology is a systematic and
scientific method to know the truth and reality behind phenomena.
Research methodology is a way to systematically solve the problem.
When we talk about research methodology we not only talk about the
research methods hut we also consider the logic behind methods we
use in the context of our research study and explain why we use a
particular method or technique and why we arc not using others, so
that research results are capable of being evaluated either by the
researcher himself or the others.The aim of research is a process
recording and analyzing the critical and relevant facts about my
problem in any branch of human activity Research methodology is the
systematic method of discovering new facts or verifying old facts,
their sequences, interrelationship, casual explanation & the
natural laws that govern them.DEFINITION:-According to Hudson, "All
progress is born of inquiry. Doubt is often better than over
confidence, for it leads to inquiry and inquiry leads to
inventions."Method of Data Collection: -While deciding about the
method of data collection to be used for the study, there arc two
types of data: -Primary data & Secondary dataThe primary data
arc those which arc collective a fresh and for first time &
this happen to be organizational in characterSecondary data are
those which have already been collected by some one else &
which have been already pass through the statistical process.Sample
unit: - JAYPFE CEMENT REW A (M.P,)Sample Size -One hundred and
seventy SIX tilled ill questionnaires were collected from members
out of two hundred questionnaires distributed.ANALYSIS OF DATAThe
data arc collected through survey and books, reports, newspapers
and internet etc. The survey conducted among the employees of JP
cement Rewa. The data collected by the researcher are tabulated and
analyzed in such a way to make interpretations.Various steps, which
are required to fulfill the purpose. i.e,. editing, coding, and
tabulating. Editing refers to separate. correct and modify the
collected data. Coding refers to assigning number or other symbols
to each answer for placing them in categories to prepare data for
tabulation refers to bring together the similar data in rows and
columns and totaling them in an accurate and meaningful manner .The
collected data are analyzed and interrupted Using statistical tools
and techniques.
OBJECTIVES OF THE STUDY
1. To know about the different type of employee empowerment with
in the organization.
2. To analyse the assessment of employees towards employee value
within the organization with respect to age, gender,
designation.
3. To analyse the assessment of employees towards their
involvement in shared vision and goals within the organization by
the superior with respect to age, gender, designation..
4. To analyse the assessment of employees towards superiors
trust within the organization with respect to age, gender,
designation.
5. To analyse the assessment of employees towards delegation of
authority within the organization with respect to age, gender,
designation.
LIMITATION OF THE STUDY
The survey is subjected to the bias and prejudices of the
respondents. Hence 100% accuracy cant be assured. The researcher
was carried out in a short span of time, where in the researcher
could not widen the study. The study could not be generalized due
to the fact that researcher adapted personal interview method. Some
of the respondents hesitate to give actual feedback. We have
limited resources. There was some confidential information about
the company which was not shown.
Data Analysis and Interpretation
Data Analysis and InterpretationTable No. 1My superior shows
regard for my work.
FrequencyPercentValid PercentCumulative Percent
ValidHighly dissatisfied42.32.32.3
Dissatisfied1.6.62.8
Neutral10961.961.964.8
Satisfied4223.923.988.6
Highly Satisfied2011.411.4100.0
Total176100.0100.0
INTERPRETATION:- From the above chart , it can be interpreted
that 61.9% of employees are neutral that my superior shows regard
of my work , 23.9% are satisfy and 11.4% are highly satisfy while
2.3% of employee are highly dissatisfy and rest .6% of employees
are dissatisfy.Table No. 2My superior appreciates my work from time
to time.
FrequencyPercentValid PercentCumulative Percent
ValidHighly dissatisfied21.11.11.1
Dissatisfied21.11.12.3
Neutral137.47.49.7
Satisfied14180.180.189.8
Highly Satisfied1810.210.2100.0
Total176100.0100.0
INTERPRETATION:- From the above chart , it can be interpreted
that 80.1% of employees are satisfy that my superior appreciates my
work from time to time , 10.2% are highly satisfy and 7.4% are
neutral while 1.1% of employee are dissatisfy and rest 1.1% of
employees are highly dissatisfy.Table No. 3My superior treats me as
a human being regardless of my performance.
FrequencyPercentValid PercentCumulative Percent
ValidHighly dissatisfied9956.356.356.3
Dissatisfied42.32.358.5
Neutral148.08.066.5
Satisfied2916.516.583.0
Highly Satisfied3017.017.0100.0
Total176100.0100.0
INTERPRETATION:- From the above chart , it can be interpreted
that 61.9% of employees are neutral that My superior treats me as a
human being regardless of my performance ,23.9% are satisfy and
11.4% are highly satisfy while 2.3% of employee are highly
dissatisfy and rest .6% of employees are dissatisfy.Table No. 4My
work is recognized in the organization.
FrequencyPercentValid PercentCumulative Percent
ValidHighly dissatisfied42.32.32.3
Dissatisfied5531.331.333.5
Neutral2715.315.348.9
Satisfied4626.126.175.0
Highly Satisfied4425.025.0100.0
Total176100.0100.0
INTERPRETATION:- From the above chart , it can be interpreted
that 31.3% of employees are dissatisfy. that, My work is recognized
in the organization , 26.1% are satisfy and 25.0% are highly
satisfy while 15.3% of employee are neutral and rest 2.3% of
employees are highly dissatisfy.
Table No. 5I get necessary information to make thoughtfull
decision.
FrequencyPercentValid PercentCumulative Percent
ValidHighly dissatisfied21.11.11.1
Dissatisfied31.71.72.8
Neutral7240.940.943.8
Satisfied7743.843.887.5
Highly Satisfied2212.512.5100.0
Total176100.0100.0
INTERPRETATION:- From the above chart , it can be interpreted
that 43.8% of employees are satisfy. that, I get necessary
information to make thoughtful decision, 40.9% are neutral and
12.5% are highly satisfy while 1.7% of employee are dissatisfy and
rest 1.1% of employees are highly dissatisfy.
Table No. 6My superior keeps me informed of company vision and
goals.
FrequencyPercentValid PercentCumulative Percent
ValidHighly dissatisfied52.82.82.8
Dissatisfied116.36.39.1
Neutral4123.323.332.4
Satisfied8045.545.577.8
Highly Satisfied3922.222.2100.0
Total176100.0100.0
INTERPRETATION:- From the above chart , it can be interpreted
that 45.5% of employees are satisfy. that, My superior keeps me
informed of company vision and goals , 23.3% are neutral and 22.2%
are highly satisfy while 6.3% of employee are dissatisfy and rest
2.8% of employees are highly dissatisfy.Table No. 7Higher
management values, the ideas and suggestions given by the employees
of my level.
FrequencyPercentValid PercentCumulative Percent
ValidHighly dissatisfied52.82.82.8
Dissatisfied1910.810.813.6
Neutral5028.428.442.0
Satisfied7240.940.983.0
Highly Satisfied3017.017.0100.0
Total176100.0100.0
INTERPRETATION:- From the above chart , it can be interpreted
that 40.9% of employees are satisfy. that, Higher management values
,the ideas and suggestions given by the employees of my level ,
28.4% are neutral and 17.0% are highly satisfy while 10.8% of
employee are dissatisfy and rest 2.8% of employees are highly
dissatisfy.Table No. 8Superior freely talk about upcoming changes
within and outside the organization.
FrequencyPercentValid PercentCumulative Percent
ValidHighly dissatisfied105.75.75.7
Dissatisfied2212.512.518.2
Neutral4626.126.144.3
Satisfied7039.839.884.1
Highly Satisfied2815.915.9100.0
Total176100.0100.0
INTERPRETATION:- From the above chart , it can be interpreted
that 39.8% of employees are satisfy. that, Superior freely talk
about upcoming changes within and outside the organization, 26.1%
are neutral and 15.9% are highly satisfy while 12.5% of employee
are dissatisfy and rest 5.7% of employees are highly
dissatisfy.
Table No. 9Superior share strategic planes and overall mission
with all the employees.
FrequencyPercentValid PercentCumulative Percent
ValidHighly dissatisfied105.75.75.7
Dissatisfied2815.915.921.6
Neutral4223.923.945.5
Satisfied7240.940.986.4
Highly Satisfied2413.613.6100.0
Total176100.0100.0
INTERPRETATION:- From the above chart , it can be interpreted
that 40.9% of employees are satisfy. that, Superior share strategic
planes and overall mission with all the employees , 23.9% are
neutral and 15.9% are dissatisfy while 13.6% of employee are high
satisfy and rest 5.7% of employees are highly dissatisfy.Table No.
10My superior believes that I will do right things and make sound
decision.
FrequencyPercentValid PercentCumulative Percent
ValidHighly dissatisfied42.32.32.3
Dissatisfied158.58.510.8
Neutral4425.025.035.8
Satisfied7341.541.577.3
Highly Satisfied4022.722.7100.0
Total176100.0100.0
INTERPRETATION:- From the above chart , it can be interpreted
that 41.5% of employees are satisfy. that, My superior believes
that I will do right things and make sound decision , 25.0% are
neutral and 22.7% are high satisfy while 8.5% of employee are
dissatisfy and rest 2.3% of employees are highly dissatisfy.
Table No. 11My superior guide me to increase my knowledge and
skills.
FrequencyPercentValid PercentCumulative Percent
ValidHighly dissatisfied31.71.71.7
Dissatisfied148.08.09.7
Neutral4425.025.034.7
Satisfied8146.046.080.7
Highly Satisfied3419.319.3100.0
Total176100.0100.0
INTERPRETATION:- From the above chart , it can be interpreted
that 46.0% of employees are satisfy. that, My superior guide me to
increase my knowledge and skills, 25.0% are neutral and 19.3% are
high satisfy while 8.0% of employee are dissatisfy and rest 1.7% of
employees are highly dissatisfy.
Table No. 12My superior enforce good communications with all the
employees.
FrequencyPercentValid PercentCumulative Percent
ValidHighly dissatisfied31.71.71.7
Dissatisfied158.58.510.2
Neutral4123.323.333.5
Satisfied8347.247.280.7
Highly Satisfied3419.319.3100.0
Total176100.0100.0
INTERPRETATION:- From the above chart , it can be interpreted
that 47.2% of employees are satisfy. that, My superior enforce good
communications with all the employees, 23.3% are neutral and 19.3%
are high satisfy while 8.5% of employee are dissatisfy and rest
1.7% of employees are highly dissatisfy.
Table No. 13Employee have freedom to do their job effectively
and making decisions.
FrequencyPercentValid PercentCumulative Percent
ValidHighly dissatisfied31.71.71.7
Dissatisfied169.19.110.8
Neutral4123.323.334.1
Satisfied8347.247.281.3
Highly Satisfied3318.818.8100.0
Total176100.0100.0
INTERPRETATION:- From the above chart , it can be interpreted
that 47.2% of employees are satisfy. that, Employee have freedom to
do their job effectively and making decisions, 23.3% are neutral
and 18.8% are high satisfy while 9.1% of employee are dissatisfy
and rest 1.7% of employees are highly dissatisfy.
Table No. 14My superior gives opportunity to individual for
improving the performance.
FrequencyPercentValid PercentCumulative Percent
ValidHighly dissatisfied31.71.71.7
Dissatisfied148.08.09.7
Neutral4525.625.635.2
Satisfied8246.646.681.8
Highly Satisfied3218.218.2100.0
Total176100.0100.0
INTERPRETATION:- From the above chart , it can be interpreted
that 46.6% of employees are satisfy that , My superior gives
opportunity to individual for improving the performance , 25.6% are
neutral and 18.2% are high satisfy while 8.0% of employee are
dissatisfy and rest 1.7% of employees are highly dissatisfy.Table
No. 15My superior delegate me the tasks which are full of
opportunities.
FrequencyPercentValid PercentCumulative Percent
ValidHighly dissatisfied21.11.11.1
Dissatisfied2212.512.513.6
Neutral4827.327.340.9
Satisfied7743.843.884.7
Highly Satisfied2715.315.3100.0
Total176100.0100.0
INTERPRETATION:- From the above chart , it can be interpreted
that 43.8% of employees are satisfy that , My superior delegate me
the tasks which are full of opportunities, 27.3% are neutral and
15.3% are high satisfy while 12.5% of employee are dissatisfy and
rest 1.1% of employees are highly dissatisfy.
Table No. 16My superior engage me in product development
process.
FrequencyPercentValid PercentCumulative Percent
ValidHighly dissatisfied21.11.11.1
Dissatisfied105.75.76.8
Neutral5833.033.039.8
Satisfied8045.545.585.2
Highly Satisfied2614.814.8100.0
Total176100.0100.0
INTERPRETATION:- From the above chart , it can be interpreted
that 45.5% of employees are satisfy that , My superior engage me in
product development process , 33.3% are neutral and 14.8% are high
satisfy while 5.7% of employee are dissatisfy and rest 1.1% of
employees are highly dissatisfy.
Table No. 17My superior sometimes give me the opportunity to
lead the meetings and participation in committees.
FrequencyPercentValid PercentCumulative Percent
ValidHighly dissatisfied52.82.82.8
Dissatisfied2011.411.414.2
Neutral4726.726.740.9
Satisfied8950.650.691.5
Highly Satisfied158.58.5100.0
Total176100.0100.0
INTERPRETATION:- From the above chart , it can be interpreted
that 50.6% of employees are satisfy that , My superior sometimes
give me the opportunity to lead the meetings and participation in
committees , 26.7% are neutral and 11.4% are dissatisfy while 8.5%
of employee are high satisfy and rest 2.8% of employees are highly
dissatisfy.
Table No. 18
My superior gives me the opportunity to solve a problem if any
setback occure.
FrequencyPercentValid PercentCumulative Percent
ValidHighly dissatisfied31.71.71.7
Dissatisfied126.86.88.5
Neutral5833.033.041.5
Satisfied7240.940.982.4
Highly Satisfied3117.617.6100.0
Total176100.0100.0
INTERPRETATION:- From the above chart , it can be interpreted
that 40.9% of employees are satisfy that , My superior gives me the
opportunity to solve a problem if any setback occur, 33.0% are
neutral and 17.6% are high satisfy while 6.8% of employee are
dissatisfy and rest 1.7% of employees are highly dissatisfy.Table
No. 19Age
FrequencyPercentValid PercentCumulative Percent
Valid