Empowerment and Productivity

Empowerment and Productivity


empowerment can be used to increase employee productivity, organizational commitment, job
satisfaction, and innovativeness (Spreitzer, 1995; Lawler, Mohrman, and Ledford, 1992, 1995;
Neilsen and Pedersen, 2003; Kirkman and Rosen, 1999; Guthrie, 2001).

Sergio Fernandez and Tima Moldogaziev  "A Causal Model of the Empowerment Process: Exploring the Links between Empowerment Practices, Employee Cognitions, and Behavioral Outcomes"
Paper presented at the 11th National Public Management Research Conference,
Maxwell School, Syracuse University, Syracuse, New York, June 2-4, 2011.

Human resource productivity: Altin and Lars (2005) believed that productivity index in the services sector depends on human factors (human resource). Japan productivity center (JPC) introduced to increase productivity of employees in three factors: development of employees is included empowerment and their education, participative management, justice and equitable distribution (understanding of employees from equitable distribution and productivity growth); likewise, this center (JPC) knows factors of speed of operations, quality of operations, unit cost, job flexibility, people commitment, right communications, understanding of productivity, satisfaction and
quality of work life and goodness of people participation as indexes of people productivity (Stainer, 1997). Savery (1998) in the his study was stated main factors of people productivity in organization:
satisfaction of people from work and work life, flexible work-time, participative of employees with managers, motivation and attempt of managers and employees, continuous planning and up-date technology, education and empowerment o people, effective management, intelligence of people, pay and reward systems, view ofmanagement about productivity (positive or negative / continuous or sort-term) and finally the moral and commitment of employees about their job, careers and organization and responsibility. Ozbiligin (2005) knows the most important factors of human resource productivity are included creativity, pay levels, capability and skills of people, how to job path and position of people in organization, kind of management on them and organizational
flexibility. Wysocki & et al. (2006) were expressed that influence of human resource productivity in the today’s world is as a fact and also were said about factors which can affect on this face that are included: nature of  job and personality (appropriation of job and employee), motivation (financial and spirituality), job awareness and understanding, job satisfaction, QWL and participating people in organization activities, participating people in action and activity, importance to employees by CEO and not just important to work and finally having fair treatment with employees. Create areas of participation and corporation, use follower commands in creating objectives and pay attention to human behaviors, removing confrontations and contradictions, removing communication barriers are factors which cause to increase productivity in organization, likewise observing performance standards and attempt to improvement it, pay attention to satisfaction from kind of work and job,
knowing the important of work and understanding the beneficial of work are agents which increasing productivity(Khaki, 2007).

J. Basic. Appl. Sci. Res., 1(10)1603-1610, 2011
Journal of Basic and AppliedScientific Research

The Relationship between Empowerment and Human Resource Productivity in Organization
Noor-Mohammad Yaghoobi, Jamshid Moloudi , Omolbanin Azadikhah



Advantages of employee empowerment include: increased employee education and training;
employees participate in creating their own goals; increased employee contribution; increased
respect among employees secondary to teamwork; increased power equals lower absenteeism
and better productivity; employees have more satisfying work; an increased depth of competence among employees secondary to cross-training; less conflict with administration and managers; fewer middle management positions means decreased cost to the company. Employees are more likely to agree with changes if they participate in decision making.

Proceedings of the International Conference on Global Business, Economics, Finance and
Social Sciences (GB15_Thai Conference) ISBN: 978-1-941505-22-9
Bangkok, Thailand, 20-22 February 2015 Paper ID: T567

Empowerment as a New Approach in the Management
Hamid Saremi,
Department of Accounting,
Islamic Azad University,
Quchan, Iran.