Effects of Employee Empowerment on Project Success

Effects of Employee Em berthment on Project SuccessIntroductionEmployee authorization is not a new innovative word its universe used from gentlemany decades but employee mandate has now puzzle a buzz word in recent management treads in both private and public sectors (pits 2005). Employee mandate received a childlike recognition as an important subject in management circles mainly because it seen as unmatchable of the thorough elements of managerial and organisational effectiveness that increases when power and control atomic number 18 divided up in organization (serenely et al 2007). indeed employee empowerment hailed as management technique which posterior be applied univers every last(predicate)y across all organisations a means of dealing with the mod global business(demitrades 2005) . Generally employee empowerment comprises of an innovative approach with population and a shift of power from the top management to lower level of an organization (tzafrir et al 2005). look fores and leading worldwide aver advocated for empowerment of employees to ell organisations compete successfully in highly competitive market go into (tjosvold and sun 2005). therefore org that argon committed to employee empowerment are in a position to remind and retain their employees (angora 2007). Employee empower mint is seen as motivational technique if designed and nurtured properly in organisations. therefrom employee empowerment leads to improvement of performance of the org through increased level of employee participation and self determination (greasily et al 200). Tzafrir (2004) says basically employee empowerment is mainly y concerned with trust, motivation, decision making and faging he upcountry boundaries between management and employees.Literature reviewDefinitionsEmployee participation is square upd as a process of employee social function designed to provide employees with the opportunity to influence and where appropriate, take part in decision making on matters which affect them. According to Farnham (1997) Employee Participation is one of four policy choices for managing the employment relationship. Cited in Rose (2001, p380) Farnham statesan employee has the responsibility to question and influence organization decision making and . this may involve representative workplace democracy.The special K dictionary definition of empowerment, to give official authority to delegate legal power to commission, authorize (Grove, 1971, p. 744) is the one more(prenominal) or less understood by most people. As an example, Gandz (1990) writes, Empowerment means that management vests decision-making or adulation authority in employees where, traditionally, such authority was a managerial prerogative. (p. 75) However, this is not the definition of what is usually called employee empowerment. one and just(a) author notes empowerment is, easy to define in its absencealienation, powerless, helplessnessbut difficult to define positiv ely because it takes on a different form in different people and contexts (Zimmerman, 1990, p.169)Employee empowerment is a process whereby a culture of empowerment is developed education in the form of a shared vision, clear terminals, boundaries for decision making, and the results of efforts and their impact on the whole is shared competency in the form of preparation and experience is developed resources, or the competency to obtain them when needed to be effective in their jobs, are provided and support in the form of mentoring, cultural support, and encouragement of risk-taking is providedCurrent query in employee empowermentThere is lot of interrogation going on empowerment with respect to different entities of business like empowerment and total quality management, empowerment and sales, empowerment and customer satisfaction in tourism industry. Most of the research is concentrated on the relation between empowerment and employee motivation. Even though there is a gran d literature review on my topic of interest .I am mentioning very few concepts here.In the most comprehensive, long-term larn of empowerment-oriented practices, (Lawler, Mohr man, Benson, 2001) has empirically demonstrated the positive growth of empowerment practices in the last 15 years. Today, more than 70 percent of organizations surveyed collapse adopted some kind of empowerment initiative for some portion of their workforce.Why the tremendous growth in employee empowerment? Faced with competitive demands for lower costs, high performance, and more flexibility, organizations have increasingly turned to employee empowerment to enhance their performance. Empowerment practices are often utilise with the hopes of overcoming worker dissatisfaction and reducing the costs of absenteeism, turnover, poor quality work, and sabotage (Klein, Ralls, Smith-Major, Douglas, 1998). Their focus is trained at overcoming the debilitating mental effects of traditional bureaucracies through t he creation of high-involvement organizations. Empowerment enables employees to participate in decision making, helping them to break out of stagnant mindsets to take a risk and try something new. Empowering practices allow employees to decide on their proclaim how they give recover from a service problem and surprise-and-delight customers by exceeding their expectations rather than waiting for praise from a supervisor (Bowen Lawler, 1995). And perhaps most importantly, empowerment is viewed as critical in the process of organisational change. Rather than forcing or pushing people to change, empowerment provides a way of attracting them to lack to change because they have ownership in the change process.Yet, in spite of this positive growth, more than 25% of the surveyed companies in Lawler et al.s (2001) study still report no significant empowerment-oriented practices anywhere in their organizations. And up to now those that do introduce empowerment practices often find it di fficult to build genuine employee empowerment (Spreitzer Quinn, 2001). Some dont have the courageIn tramp to understand the aims and implications of empowerment, it is necessary to understand the origins of the concept within the intellectual and political history of the West. bandage its modern form was derived principally from the civil and womens rights social movements of the 1960s, its philosophical lineage can be traced to the beginnings of modern political philosophy. While often regarded as a revolutionary development in thinking even in coeval times, empowerments theoretical roots point to a longer progression than is commonly assumed. In myriad ways, empowerment theory is principally concerned with elucidating and applying the answers to the timeless questions of political philosophy itself namely the character of power, the role of the citizen in the polis, and the achievement of justice in civic life. From this vantage point, empowerment is a protraction of this th eoretical search for elusive, but critical, answers to timeless human questions. Sir Francis Bacon, best known for his work new Atlantis, is as such bound to the study of empowerment due to his crucial contribution to the development of the Western democratic administration (White, 1987). According to Bacon, humanitys existence in a world of scarcity forget continually result in human deprivation and hostility without the conquest of nature. He argued that only by the release of mans estate, namely the able and scientific generation of greater goods from nature, could this cycle of constant political animosity and privation be ended. Freedom, enfranchisement, and concord among citizens cannot be achieved without overcoming the aggression that is inherent to scarcity and issues of survival. By uniting people behind the common goal of creating better lives via reason and human invention, the common good is finally able to triumph over sectary divisions. At the most fundamental le vel, liberal democracy and the concept of constant progress require the liberty of workers and their empowerment. Without empowerment, the manual labourer (or serf or slave) is utilized to provide the inputs that political life necessitates, and the stratification of power is perpetuated. Although Bacon helped to form the foundations of the modern commercial republic, he could not have foreseen many of the developments that this polity engendered. One only has to peruse the works of Dickens, Marx, or Sinclair to be made aware of some of the obstacles of this political cabaret. The sublimation of economic capability and science may liberate humankind from the bounce of scarcity, but it withal can transform man into a servant of power. Moreover, it often leads to a form of consumerism that seems ill suited for providing citizens with meaning outside the bounds of the acquisition of material possessions, as well as elevates labour itself into the focal point for personal significa nce. From this perspective, our economic and political order may be required to bear more weight and significance than it can bear. Modern empowerment literature, with its emphases on theory, results, and meaning is focused upon improving this state of affairs through a variety of different approaches and applications. As a discipline, it embraces modern systemologies in order to answer ancient and well-known(prenominal) questions with the intention of elevating both the individual and the organization (political or otherwise) simultaneously.During recent years, workplace empowerment has increasingly become part and parcel of the lexicon of organizational research and practice. The meaning of the term empowerment has evolved over the years from its more radical beginnings in the civil and womens rights movements to its current manifestations focused on organizational performance (Bartunek Spreitzer, 1999). In this dent of the chapter, we look across the most recent decades of wr iting on empowerment and set off three contemporary theoretical perspectives. look for purposeTO EVALUATE THE ROLE OF Employee Empowerment IN PROJECT SUCCESS.I want to know to what extent the empowerment is being employed in the retchs. If so, to what extent the empowerment aids in success of the work out.Research objectivesQuestion 1 .TO WHAT EXTENT Employee Empowerment ISBEING EMPLOYED IN PROJECTS AT MANGERIAL AND TEAM LEADER LEVELQuestion 2. TO WHAT EXTENT Employee Empowerment CONTRUBUTES TO PROJECT SUCCESSResearch rationaleResearch mainly has economical and social benefitsMy research give find the cause and effect of empowerment and project success at two different hierarchal levels of project , i.e. managerial and team leader. I believe that my research pull up stakes provide a new perspective of empowerment in projects.Research scopeScope of my research is restricted to a Construction Company.I am doing a nationalful study on ksheeraabd constructions private ltd (KPCL), Hyderabad, IndiaI pass on take 8 to 10 interviews and will also distribute Questionnaires among 20 people.I will consider both employee and employer perspective. In depth interviews will be taken from the project managers and lower level team leadersResearch methodologyThe analysis of the research will be largely quantitative, however qualitative analysis will be used to highlight patterns and give the analysis more robust. The findings will be compared to theory in context in order to describe the patterns which exist. An deductive approach will be used in order to judge a theory as a result of the research findings .The research strategy will be case study of a construction keep company( KCPL ,Hyderabad India) for which I have already gained glide slope . The company chosen is a construction company which is at present working on a road construction project at a place called Madurai in India. In the case study the interviews will be conducted for project manager level and qu estionnaires will be given for team leader level employees The aim is to evaluate the effects of employee empowerment in an organisation. The questionnaire will have structured questions with set responses in order to specify the empowerment employed in the organisation. There will also be open questions for participants to make comments on the various aspects empowerment in their organisation. I will do cross sectional study as I will collect all the data at like timeSampling proceduresMy research involves data collection from two different levels of organisation like project managers and from team leader level. As the project managers are very few we wanted to consider the entire sample and for the team leaders I will use simple random sampling.Data collection and analysisI will take interviews from the project managers. I will take ablest 8 to almost 10 interviews. I will distribute the questioners to the team leaders who are selected by simple random sampling. I will make sur e that at least 20 employee from team leader level will participate in this procedure. Using the deductive approach, the analysis of the interviews will be mostly quantitative I will expect questions that have rating of the responses ranging from 0 to 5. The main purpose of the interviews is to avoid any bias of information from the questionnaires. The questioners are designed in such a way that each response is quantified like the interviews. By this method I can make quantitative analysis of both types of information.Validity and reliabilityInternal hardship Increased through use of multiple sources of evidence, structured interviews and questionnaires (both closed and open questions). The design of questions and survey will be based on understanding of the theory from the literature and pilot testing of the interview and questionnaire will be used to make sure questions are understood as intended.External validity four-fold cases considered to examine whether findings can be generalised over a number of organisations. There is no necessary to make a statistical analysis of the results for generalisation here as the approach chosen examines practices and their effectiveness. The aim is to explain the findings and explore generalisability through a comparison of findings with theory.Reliability Structured interviews with questions derived from literature in order to examine cases in same way. Surveys to back up the interviews and obtain views from a wider group. Questionnaires all administered at the same time and in controlled manner, explanation to ensure participants all understand research in same way. orchestration I am planning to collect information through questionnaires in single batch . Which will not pose any validity problems with respect to instrumentation?Mortality with respect to this threat I ill make sure that there will be no dropouts of participants at the time of data collectionAccess to the company (consent)I have already spoken with the subject of interest (KCPL pvt ltd, Hyderabad) and gained entree to the company. I have explained the total procedure and outcome of the dissertation. I have promised them that the information collected will be kept confidential so finally the company has given access to obtain information from their employees. The organisation is also looking forward to help me in this research. They felt grateful to me for taking their company as a case study. For reference I am enclosing a copy of the access grant letter