Global Journal of Management and Business Research: A

Administration and Management

Volume 17 Issue 4 Version 1.0 Year 2017
Type: Double Blind Peer Reviewed International Research Journal
Publisher: Global Journals Inc. (USA)
Online ISSN: 2249-4588 & Print ISSN: 0975-5853

Employee Empowerment – An Empirical Study

By Mr. P. Jaya Kumar & Prof. Dr. A. Ananda Kumar
Rajiv Gandhi Arts and Science College Puducherry
Abstract- Employee empowerment is giving a certain degree of employee’s autonomy and
responsibility for taking decision regarding their specific organizational goals. The main purpose
of this study is to determining the effect of employee empowerment strategy which is
implemented by organization. Being descriptive research study, survey method was adopted for
data collection to find out the factors. The researcher used this research design is to find out the
fact of respondents attitude and opinion about employee empowerment. The methodology
comprised research design, Target population for the study, sampling techniques, sampling
Method, sample size determination etc. Data was analyzed by using Cronbach‟s Alpha, Simple
percentage method, Chi-square method, ANOVA method and Correlation method in SPSS
software. The study analyzed the effects of various strategies adopted by the management for
employee empowerment.
Keywords: employee empowerment, organization, satisfaction, strategy.
GJMBR-A Classification: JEL Code: M51

EmployeeEmpowermentAnEmpiricalStudy

Strictly as per the compliance and regulations of:

© 2017. Mr. P. Jaya Kumar & Prof. Dr. A. Ananda Kumar. This is a research/review paper, distributed under the terms of the
Creative Commons Attribution-Noncommercial 3.0 Unported License http://creativecommons.org/licenses/by-nc/3.0/), permitting
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 Employee Empowerment – An Empirical Study
Mr. P. Jaya Kumar α & Prof. Dr. A. Ananda Kumar σ

Abstract- Employee empowerment is giving a certain degree ment as these are playing a catalytic role in promoting
of employee’s autonomy and responsibility for taking decision employee empowerment and involvement.
regarding their specific organizational goals. The main A new way of management is employee
purpose of this study is to determining the effect of employee
empowerment or participative management involving
empowerment strategy which is implemented by organization.
the people responsible for the work processes-the
Being descriptive research study, survey method was adopted
for data collection to find out the factors. The researcher used people who know the processes best is where quality
starts. Some think that employees work only for financial

2017
this research design is to find out the fact of respondents
attitude and opinion about employee empowerment. The return. If they are incapable to be an integral part of the

Year
methodology comprised research design, Target population organization, this may be true. Allowing employees to
for the study, sampling techniques, sampling Method, sample have independence and feedback within the
size determination etc. Data was analyzed by using organization is what makes the empowerment process 59
Cronbach‟s Alpha, Simple percentage method, Chi-square successful.

Global Journal of Management and Business Research ( A ) Volume XVII Issue IV Version I
method, ANOVA method and Correlation method in SPSS When employees are empowered, their
software. The study analyzed the effects of various strategies
confidence degree and self-reliance will increase. This
adopted by the management for employee empowerment.
The study explains that employee empowerment is a kind of
extra confidence is a good thing because it creates job
motivational strategy which gives the employees a sense of satisfaction and high levels of productivity. However, in
satisfaction towards their job and organization. some cases, confidence levels can be taken too far and
Keywords: employee empowerment, organization, end up crossing the line into arrogance. Arrogant
satisfaction, strategy. employees are difficult to deal with, don't take direction
well and can become insubordinate. Working in this type
I. Introduction of work environment takes its toll on employees and

T
they once again become dissatisfied with their job and
he organization believes in enriching people’s jobs
productivity levels decrease. The research is to find out
and giving authority to exercise control over and
the empowerment of employees who is working in
take responsibility for outcomes of efforts. In 21st
century the industrial organizations are more concerned Manatec Electronics Pvt. Ltd., which is located in Union
Territory of Puducherry State. The study is obviously to
about knowledge workers because they are the real
understand the level of freedom given to the employees
drivers of business. An empowering organization
to do their jobs in effective manner. Finally, the research
emphasizes on autonomy, proper information and
is used the various statistical tools to measure the level
individual participation for organizational excellence. In
of satisfaction of employees at research area.
order to achieve empowerment, the executives must
ensure that employees having the right mix of II. Literature Review
information, knowledge, power and rewards to work
more enthusiastically. However, from a long-term Klagge J. (1998) sees the literature in a way
perspective, rising incomes, improved affordability and indicating the meaning of empowerment as to release
untapped markets present promising opportunities for improved “power and authority” along with the relevant
automobile manufactures in India. duties and expertise to employees. Empowerment
Empowerment thus helps to create autonomy seems to be a powerful management tool, which is used
for employees, allows the sharing of responsibility and to exchange the shared vision that the organization
power at all levels, builds employee self-esteem and expects to materialize into common goals. The reality is
energizes the work force for better performance. At the that empowerment could be utilized as an expression to
individual level the personal factors which are facilitating explain diverse plans providing an expedient oratory,
empowerment are: challenging jobs, enthusiasm, advocating that empowerment is hypothetically a fine
competence, maturity, self-esteem, etc. most of these object that fabricates a, win-win‟ condition for workers
factors can be enhanced through training and develop- and administrators (Raquib A. 2010).
Empowerment has been defined in numerous
Author α: Assistant Professor, Department of Business Administration ways, but most authors agree that the core element of
Rajiv Gandhi Arts and Science College Puducherry, India. empowerment involves giving employees a discretion
e-mail: [email protected]
Author σ: Professor & Head, Department of Management Studies, Christ (or latitude) over certain task related activities. Randolph
College of Engineering & Technology, Puducherry – 605010, India. (1995) defines employee empowerment as “a transfer of
e-mail: [email protected] power” from the employer to the employees. Blanchard

© 2017 Global Journals Inc. (US)

 Employee Empowerment – An Empirical Study

et al. (1996) for instance argued that empowerment is • To assess whether the present employee’s
not only having the freedom to act, but also having empowerment have enhanced the productivity of
higher degree of responsibility and accountability. This the organization
indicates that management must empower their • To provide valuable suggestions and
employees so that they can be motivated, committed, recommendations for enhancement of employees
satisfied and assist the organization in achieving its empowerment.
objectives.
Ideas to various social reform movements in the IV. Need for the Study
1960 and 1970 social reform movements such as the • The paper is highlights the impact of employees’
civil rights movement, feminism, and others. Potterfield empowerment in the organization.
(1999) indicates that through personal conversation with • The research is helps the management to
management and employee empowerment experts, he understand the employee’s training provided by the
found that these experts were uncertain about when and
2017

organization.
where the term was used in management and • The study helps the researcher to gain knowledge
Year

organizational studies. Recently, Thomas and Velthouse about the topic of employee’s empowerment.
(1990) advocated seeking alternative perspectives on • The research paper is give good support for
60 empowerment that distinguish between situational improving the performance of employees.
attributes (e.g. management practices) and job • It is helps to find the job satisfaction level of
Global Journal of Management and Business Research ( A ) Volume XVII Issue IV Version I

incumbent cognition about those attributes (e.g. employees.

psychological empowerment).
Similarly, Conger and Kanungo (1988) argue V. Scope for Further Study
that management practices are only one set of
• The study can be used as a reference for future
conditions and that those practices may empower
research in the same area.
employees but will not necessarily do so. Employees
• The study can be used to bring changes in future
can be empowered psychologically through supporting
training provided by employees in the organization.
mechanisms such as those that build competencies,
• The study can be used by the organization for
motivation, and knowledge sharing, placing employees
considering employees perception.
in control of their work-place destiny (Sprietzer 1996).
• The study is helpful for the management in
Ozaralli (2003), Where there is commitment to
understanding the employee’s attitude towards the
make change, employee empowerment becomes a
employees’ empowerment.
function of transformational leadership. Under such a
leadership perspective there is a sense of mission, VI. Limitations of the Study
pride, faith, respect, excitement and commitment.
Transformational leaders will exist at all levels of the • The study may be applicable only to Manatec
organisation, coaching staff, providing formative Electronics Private Limited, Pondicherry.
learning, and delegating responsibility through • The duration of the study is limited. So it may not be
assigning projects that contain appropriate learning able to cover the entire scope.
experiences. They will encourage innovative approaches • The data have been collected from the present
to work and a critical reasoning approach to decision- permanent employees only. So it may vary in the
making. “Transformational leaders create a dynamic future.
organizational vision that often necessitates a • Few respondents answers were found to be
metamorphosis in cultural values to reflect greater personally biased.
innovation. We can also propose that transformational • The researcher had to conduct the survey in the
behaviors on the part of leaders promote empowering regional language due to low qualification of the
cultural norms” (Ozaralli 2003). employees.

III. Objectives of the Study VII. Research Methodology

• To know and understand whether the present Research is the process of systematic and in
organizational structure values and policies are depth study or search of any particular topic, subject or
adoptable to the employees in the company. area of investigation, backed by collection, compilation,
presentation and Inference of relevant details or data.
• To determine the employees participations and
The research used Descriptive Research design.
satisfactions in various decision making process. Descriptive Research design means fact finding one.
• To analyze the effectiveness of training and The researcher used this research design is to find out
motivational techniques adopted by the the fact of respondents attitude and opinion about
management to empower the employee. employee empowerment. Sample size denotes the

© 2017
1 Global Journals Inc. (US)
 Employee Empowerment – An Empirical Study

number of sample selected for the study. The sample decision making processing of data gives statistics of
size for this study is fixed at 22 respondents. Probability importance of the study. Primary data was collected
sampling technique has been used for this study. Under through Questionnaire. The data those which are
this Simple random sampling method was adopted for collected as fresh for the first time and happen to be
selecting the sample item. The total population are from original in character. Secondary data were collected
Manatec Electronic Private Limited. By adopting simple from Company Websites. Simple percentage method,
random method, it is proposed to select 22 respondents Chi-square method, ANOVA method and Correlation
from the company. Data are the basic input to any method.

VIII. Data Analysis and Discussion

a) Demographic Analysis
Table 8.1: Socio Demographic Profile of the Respondents

2017
Year
No. of
Socio Demographic Profile Categories Percentage
Respondents
18-25 3 13.6 61
26-33 6 27.3

Global Journal of Management and Business Research ( A ) Volume XVII Issue IV Version I
Age 34-41 5 22.7
42-49 6 27.3
Above 49 2 9.1
Male 10 45.5
Gender
Female 12 54.5
0.5 years 4 18.2
6-10 year 10 45.5
Years of Experience
11-16 years 6 27.3
15 years 2 9.1
SSLC 5 22.7
ITI 6 27.3
Education
Diploma 6 27.3
Under Graduate 5 22.7
3000 -10000 3 13.6
10001-15000 11 50
Income Status
15001 - 25000 6 27.3
25000 - Above 2 9.1

From the above table it is inferred that 23.3% of b) Data Analysis With Chi Square
respondents are at the age of 26-33 years and 2% of Hypothesis
respondents are at the age of above 49. It is inferred
H0 - There is no relationship between gender and I have
that 54.5%of the respondents are Female and
mastered the skill necessary for the job.
remaining 45.5% of them are male. Then 45.5% of
respondents experience are from 6 to10 years and 9.1% H1 - There is between the gender and I have mastered
of the respondents experience are above 15 years. The the skill necessary for the job.
table it is inferred that 27.3% of respondents education
qualification is ITI and 22.7% respondents education
qualification is SSLC. It is inferred that 50% of the
respondents said income level is10001-15000 and 9.1%
that their income level is from 25000-above.

© 2017 Global Journals Inc. (US)

 Employee Empowerment – An Empirical Study

Table 8.2: Chi-Square Tests

Particulars Value df Asymp. Sig. (2-sided)

Pearson Chi-Square 9.900a 4 .042

Likelihood Ratio 12.093 4 .017

Linear-by-Linear Association 5.453 1 .020

No. of Valid Cases 22

a. 10 cells (100.0%) have expected count less than 5. The minimum expected count is .45.
2017

From the SPSS output, it is generated that the .042 so accepted the null hypothesis. Hence there is a
Year

significant value is less than 0.05, therefore null significant association between the gender of and I have
hypothesis is rejected and alternate hypothesis is mastered the skills.
62 accepted. In the above obtained result value is less than
Global Journal of Management and Business Research ( A ) Volume XVII Issue IV Version I

c) Data Analysis with Correlation

Table 8.3: Correlation between the Variables

I am self assured
about my I have mastered the
Particulars capabilities to skills necessary for
perform my work my job
activities
I am self assured about my Pearson Correlation 1 .058
capabilities to perform my Sig. (2-tailed) .799
work activities N 22 22
Pearson Correlation .058 1
I have mastered the skills
Sig. (2-tailed) .799
necessary for my job
N 22 22

From the SPSS output, it is generated the H1 - There is a significant difference between the gender
correlation value is .058 and the significant value is and self assured about my capabilities to perform my
0.799 which is greater than 0.05 the null hypothesis is work activities your work.
reject. Hence, there is a negative correlation between I
am self assured about my capabilities to perform my
work activities.
d) Data Analysis with Anova
H0- There is no significant difference between the
gender and self assured about my capabilities to
perform my work activities your work.

Table 8.4: Respondents of gender

Particulars Observed N Expected N Residual

Male 10 11.0 -1.0
Female 12 11.0 1.0
Total 22

© 2017
1 Global Journals Inc. (US)
 Employee Empowerment – An Empirical Study

Table 8.5: Respondents I am self assured about my capabilities to perform my work activities

Particulars Observed N Expected N Residual

Strongly Disagree 5 4.4 .6
Disagree 2 4.4 -2.4
Neutral 7 4.4 2.6
Agree 4 4.4 -.4

Strongly agree 4 4.4 -.4

Total 22

2017
Table 8.6: Test Statistics

Year
I am self assured about my capabilities to
Particulars Gender
perform my work activities
63
Chi-Square .182a 3.000b

Global Journal of Management and Business Research ( A ) Volume XVII Issue IV Version I
Df 1 4

Asymp. Sig. 0.67 0.558

a. 0 cells (.0%) have expected frequencies less than 5.

The minimum expected cell frequency is 11.0
b. 5 cells (100.0%) have expected frequencies less than 5.
The minimum expected cell frequency is 4.4
Table 8.7: ANOVA

Sum of Mean
Income level Df F Sig.
Squares Square
Between
1.744 3 0.581 0.803 0.508
Groups
Within Groups 13.029 18 0.724

Total 14.773 21

From the above calculation it is found that p During meeting, the ideas and opinion of the
value is 0.508 which greater than 0.05, hence we accept employees should be taken into consideration. By doing
the null hypothesis and concludes that there is no this, the management can invite innovative solution for
significant association between gender and self assured the existed organizational problem. Supervision can be
about my capabilities to perform my work activities your made moderately flexible this will enable the employees
work. to express their individual problem freely to the
management. Frequency of training can be increased in
IX. Suggestions and Recommendations order to enhance the skills of the employees in their job.
The management may consider the work load Effective feedback system must be followed to
of all the employees and distribute the work and identify the exact deviation in the employees’
responsibility accordingly. performance which in turn may help in identifying
Employees meeting can be conducted on a training needs. The feeling of job security can be given
regularly basis. This will enable the employees to exhibit to develop assertive attitude in the employees towards
the various constraints in their job. Not only will this also their organization. Training on updated technology can
enable them to start their view towards the growth and also be given on the periodical basis. Various self and
development of the organization. Employees must be personality development can be conducted to empower
encouraged to participate at their fullest extent in their the employees. Employees can also be empowered by
meetings. This will make the employees to think assisting them in pursuing higher education. Employees
positively about the organization and in turn it will boost job can further be enhanced by maintain the
their morale towards the organization. equipments in a good condition. The content of training

© 2017 Global Journals Inc. (US)

 Employee Empowerment – An Empirical Study

must also be improved in order to bring highest 9. Labianca, G., Gray, B. and Brass, D. (2000) A
satisfaction in their learning. Ggrounded Model of Organizational Schema
Change During Empowerment’ Organizational
X. Conclusion Science 11(2): 237-257.
The study has put forth and analyzed the 10. Martin, H. and Hans, G.G. 2001 Employee Work
various efforts taken by Manatec Private Limited Quality and Success of Innovative.
Puducherry in empowering their employees. The study 11. Ozaralli, N. (2003) ‘Effect of Transformational
analyzed various strategies adopted by the Leadership on Empowerment and Team
management for employee empowerment. The study Effectiveness’ Leadership & Organizational
explains that employee empowerment is a kind of Development Journal 24(5/6): 335-344.
motivational strategy which gives the employees a 12. Potterfield, T. A. 1999. The Business of Employee
sense of satisfaction towards their job and organization. Empowerment: Democracy and Ideology in the
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From the study, the researcher has analyzed that the Workplace. Westport, Connecticut: Quorum Books.
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employee meetings, employee participation in the 14. Randolph, W. A. 1995. Navigating the journey to
64 various activities and consideration of their ideas and empowerment. Organizational Dynamics, 24(4): 19-
opinion. By this, the researcher concludes that 32.
Global Journal of Management and Business Research ( A ) Volume XVII Issue IV Version I

employee empowerment in the organization is at fair 15. Spreitzer, G.M. (1996) 'Social structural
level. But at the same time, the study stresses that characteristics of psychological empowerment',
empowering the employees at the fair level is not at all Academy of Management Journal 39: 483-504.
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1 Global Journals Inc. (US)