How can Employees be Empowered to Increase Productivity?

How croupe Employees be Empowered to Increase Productivity?1.Preliminary title dominance is essential to increase productivity among employee.2.Research purposeThe out come of employee empowerment in service industry can bring long-term success. The purpose of this research is to analyse and achieve in-depth knowledge and understanding on employee empowerment in the context of service industry by comparing the perspective of manager and employee. And furnish suggestions to service industry how to come through more productively by dint of empower the employee. This result will be obtained by testing the efficiency of the employee empowerment vari equal to(p)s. The primarily discussion on employee empowerment in the service industry has lead to the main research question.How employee can be empowered for increasing productivity?What belligerent advantage employee empowerment can bring for the company?3.RationalOn this era, the arrival of an information-based, knowledge-intensiv e, service driven economy has forced a massive of change on companies worldwide, most dramatically in the way they must redefine their relationship with their employees (Bartlett 2002). Hill and Huq (2004) argued that specifically, it emanated from the realization that traditional hierarchical command and control organizations were struggling to realize the growing demands for flexibility and demands for flexibility and quality. The employees respond most excellent and creatively not when counsel does tightly control them, placed in narrowly delineate job and treated like unwelcoming necessity. But instead, when they are admitn broader responsibilities, and encouraged to contribute and help to take satisfaction in their jobs (Walton 1985). Thats why now a day, employee of organization and how management manages them are becoming more important because many other source of competitive success is less powerful than they once were.traditional sources of success- technology, protec ted or regulated market, access to financial resource and economies of scale can still provide competitive advantage, but to a lesser floor now than in the past, leaving organizational culture and capabilities, derived from how masses are managed, as comparatively more vital (Henry and Maryle, 2002). As, organizations sustainable competitive advantage is its people that why management need to engage all the human resource to active companys long time success. In the modern world Empowerment is atomic number 53 of the key tools, which a manager can use frequently to involve and manage organizations people to achieve competitive advantage. As Campbell (2009,p8) pointed out that People are your most valuable asset. To get the most out of employees, empower is essential.4.Literature review4.1.What is employee empowerment?The aim of Empowerment to create a culture where employee have license to express themselves and have the liberty to make decisions about(predicate) how they disc ipline, where there is always the opportunity to cut into constructive feedback, and where everyone is equal and approachable (Beaven 2009). So Empowerment implies give up central control, which will encourage speed, flexibility and determination of the employee. accord to Campbell (2009), main meaning of empower employees is to give up some aspects of control. In slide by for giving up that control, managers will have more scope and time to look at the big picture and engage in strategic thinking. Styhre (2001) illustrated that empowermentis envisioned by its proponents as the common denominator for recent managerial techniques and activities that acknowledge the individual employee as an intelligent, accountable, creative being, and therefore a productive resource for the company. Lashley (1997) argued that it is intended that through empowerment employees will be more committed to successful service encounters and will have the necessary discretion and familiarity to do what ever is need to satisfy the customer.4.2 .How to apply empowerment to increase productivity among employee?Different organizations choose to empower their employees to diametrical degrees at the lowest level empowerment the employee has no autonomy to take decision. On the other hand, at the highest level the employee is given decision-making authority and can control their own performances( Daft ,2001). All these employees are often able to affect organizational goals, structure, as well as reward systems.In order to empower employees, four different factors are Important. Those different factor work as an element to empower employee. Which will give the employees space to act more independently in accomplishing their jobs. According to Daft (2000) those are information, knowledge, power and rewards. learning In any organizations where the employees are fully empowered, no information about the company is held secret for employee. Thats why employees must receive every informatio n about the performance of the company.2.Knowledge Before and after empowering employees every company need to give training for increasing knowledge and skills of employee. Which build up their problem solving decision-making capability. As by having power of knowledge and skills, an employee can be able to contribute to the goals of the company.Power To make substantial decisions, employees must have the power. Which will increase employee involvement, confidante. recognize The employees need to get rewarded on the basis their performances and companys performance. The employees can be more committed towards the company by having true appreciation through psychologically and physically.4.3.AdvantagesAccording to the publications, empowerment bring many positive result for the company like, quicker response to customer, communication and teamwork, employee satisfaction and increase their working value, reduce costs and economical profits, involvement, customer satisfaction/ recov ery, increased employee efficiency, customer loyalty and new innovative idea for the organization (Campbell, 2009 Beaven, 2009 Bowen Lawler, 2002 Styhre ,2001 Lashley, 1997). Empowered employee is more productive, psychologically and physically healthy, proactive and innovative, recollective in the work place, trustworthy, interpersonally efficient, intrinsically motivated, and have higher morale and commitment than employee who are not empowered (Whitten , 2007).Earlier literature review has illustrated that empowerment can play a very vital rule in order to increases productivity among employees. Research need to be taken in order to gain better understanding this phenomenon on the context of present service industry. Now, research method need to chosen in order to complete the research successfully.5.Research methodological abbreviation5.1.Research approachRossman and Rallis (2003) stated that there are two different research methods that are frequently used when researchers a re about to conduct research the soft and the quantitative method. A quantitative method is mostly concern with measurements and to generalize the result.This means that qualitative research mostly humanistic research, which makes it possible to interpret as well as understand a phenomenon. The purpose of this research is to analysis and achieves depth knowledge and understanding on employee empowerment in the context of service industry by comparing the perspective of manager and employee. And provide suggestions to service industry to gain more productively through empower the employee. As this is a humanistic research qualitative approach will be very effective to do in-depth investigation.5.2.SamplingThe researcher will select two service-oriented company to submit on sampling process. The reason for exploring different venues is to gather valuable data from different source. The method of contact to manager of relevant company for arranging query session with manager and emp loyee will through await-to-face, phone, or e-mail.5.3.Data collection methodAccording to Silverman (2001), there are four main methods used in qualitative research areObservationAnalyzing texts and documentsInterviewsRecordings and transcribing.The data will be conducted for the research in two distinct stages by the researcher to carry on this research. A short period of observation there will be done in the first stage. Marshall and Rossman (1999) demonstrated that observation entails the systematic nothing and enter of events, behaviours and artifact (objects) in the social setting chose for the study. At the molybdenum stage of the data collection will be involved a series of semi-structured, in-depth face to face interview with employee and manager with in selected organization.5.4.Data analysis proceduresMarshall and Rossman (1999) suggest that data analysis is the process of bringing order, structure and interpretation to the mass of amass data. Miles (1994) have demonst rated two models for analysis. The first one is researcher can analyze a separate case (within-case analysis). Then presents results by creating tables, checklists and matrix rough collected, qualitative data by comparing the theory with empirical data in these tables and checklists. It will be easy to see similarities and differences on this model. At The second model, the researcher compares the results from different cases in a cross-case analysis.Researcher will follow the first model where comparison will be made between literature and empirical data which be collected from manager and employee. The comparison will be done in order to identify patterns that would similar or different from the theory or literature.5.5.Data captureAt the time of depth face-to-face interviews with interviewees, research will use voice recorder that he can give more attention on interview. Then researcher will transcribe date fordata analysis procedure, it has probable that the result would bring more accuracy.5.6.Reliability and validityTo check off reliability and validity, every face-to-face interview will be recorded and transcribed. Silverman, D (2001) argued that the quality of recording and transcripts has important implications on the reliability of conversation analytical research. For this reason, every transcription will be coded.5.7.Proposed time scheduleAssuming 12 weeks of period has allocated for conducting this masters research. Following this a proposed time schedule would be as followPeriodActivity1st 2 weekInitial literature reviewNext 2 weekComplete actor observationNext 4 weekArrange and conduct interviews transcribe and analyse interview dataNext 2Literature and further analysis of dataRest of the weekWrite up and submit completed thesisReferenceBartlett, Christopher A., Ghoshal and Sumantra (2002). BuildingCompetitiveAdvantage ThroughPeople. MIT Sloan Management Review. Vol. 43 Issue 2.pp.34-41.Beaven, D.2009. People make the difference.Logistics r eassign Focus. Vol. 11 Issue 6, pp45-47.Bowen, D.E. and Lawler, E.E. 2002. The empowerment of service workers What, why, how and when. In Henry. J and Mayle.D.ed. Managing innovation and change, Open University Business School, in association with sage, pp.243-273.Campbell, G.2009.Employee Empowerment. Quality.Vol.48 Issue 4, p 8.Daft, R. 2001. Organization system and Design, 7th Edition. South-Western College. Thompson Learning.Henry, J., Mayle, D.2002. Managing innovation and change. Open University Business School, in association with SAGE.pp61-73.Hill, F., Huq, R.2004. Employee Empowerment Conceptualizations, Aims and Outcomes. Total Quality Management and Business Excellence, Vol. 15 Issue 8, pp1025-1041.Lashley, C.1999.Empowering service uprightness in service. London Cassell Publications.Miles, M.1994.Qualitative data analysis an expanded sourcebook / Matthew B Miles. Sage Publications, Inc.Marshall, C. and Rossman, G.B .1999. Designing Qualitative Research. 3rd Ed.London Sage Publications.Rossman, B. G. Rallis F. S. 2003. Learning in the Field An innovation to Qualitative Research.2nd ed. California Sage Publications, Inc.Silverman, D .2001. Interpreting Qualitative data, Methods for Analyzing talk text and Interaction. 2nd Ed.sage London, p.14.Walton, Richard E.1985. Fromcontroltocommitmentintheworkplace. Harvard Business Review, Vol. 63 Issue 2. pp77-84.Whetten, David A and Cameron, Kim S.2008. 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