Article Review on Empowerment of Employees
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Article Review on Empowerment
The article by Dewettinck and Maaike (2011) presents leadership empowerment behavior, employee behavior and attitudes in the text. The article comprehensively links the leadership empowerment behavior with employee empowerment, attitudes and behavior. Complex pressures have increasingly brought about transformations in organizations with structures that encourage employees to take responsibilities on duties. The traditional organizational and leadership structures are becoming irrelevant in the wake of the service-oriented economy that requires competence and commitment of every person. As the text reviews, implementation of employee participation has been in a way that the benefits are not achieved within expectations.
Leadership is an important driver to employee empowerment and its structure should be in a way that its management ensures success. The article reports that specific leadership behaviors and skills are essential in organizational empowerment (Biron & Bamberger, 2010). The leadership empowerment behavior represents unique capabilities of a leader in ensuring that the work contexts are empowered. The article quotes other publications that have worked on theoretical and empirical issues around empowerment within groups and their success or failure factors. It is important to note, as acknowledged in the article that the research is the first of its kind that relates leadership attitudes with employee empowerment, attitudes, and behavior.
The study highlights typologies of leadership approaches that define behavior of leaders and their capacities to support empowerment within organizations. The perspectives of empowerment are brought into the limelight to explore factors for the success or failure of empowerment approaches within organizations (Asgarsani, Duostdar, & Rostami, 2013). A close relation among leadership behavior and employee empowerment is clarified as the scholars note that there has been increasing efforts to ensuring that organizations achieve the empowerment objectives. Concept explored in the article is on the impacts of empowerment process on job satisfaction and commitment by employees (Khalid, & Sarwar, 2011).
Employee psychological empowerment closely links with job satisfaction and relates to the affective commitment that ensures productivity within firms (Baird, & Wang, 2010). In the end, empowerment will see reduced levels of workforce turnover as employees will be satisfied with their duties and operate within minimal stress thus encouraging them to stay. The scholars collected data on the pre-established measures that would give desirable results in the study to conclude from the analyzed data. The hypotheses of the study were effectively tested to bring link between variables under the study and sound conclusion based on findings.
The scholars found links within the subject of the study just as other studies. The research had its limitations and biases that were highly minimized in the process of review. It presents leadership concepts that organizations should lay emphasis on to ensure that organization benefits from leadership practices and employee empowerment (Curtis, & Manning, 2015). The paper explored earlier studies relevant to the topic to gain further insight into structural and psychological perspectives of empowerment and on how it relates to employee commitment and satisfaction in the workplace. The material presentation structure was proper that meets academic threshold through grounded findings on the matter of investigation.
The paper was sufficient and covered the aspect it was to cover. It gave good flow that brings an appropriate understanding of the subject and findings. The strength of the article is that it is presented in a way that would make the reader easily connect the concepts of study. The study eliminated biases and used both statistical and theoretical grounds to arrive at the findings thus recommendable to peers. Within its area of study, the paper was one of its kinds though its weakness is that the results were limited to a single source that may limit its applicability.