EXHIBIT 8-4 Employee Empowerment Grid Point Self Management DecisionMaking Authority over Job Context INCREASING Point Participatory Empowerment Point No Discretion INCREASING Decision-Making Authority Over Job Content Source: Based on R. C.Ford and M. D. Fotter, “Empowerment: A Matter of Degree, ” Academy of Management Executive, August 1995, p. 24. Reprinted by permission
The correct answer and explanation is:
Correct Answer:
The Employee Empowerment Grid (Exhibit 8-4) illustrates the varying levels of decision-making authority and autonomy employees have over their job content and job context. It includes the following key points:
- No Discretion – Employees have minimal or no decision-making power in either job content (tasks) or job context (work environment).
- Participatory Empowerment – Employees provide input but do not have full control over decisions; management makes the final call.
- Self-Management – Employees have full control over their tasks and work process, with significant decision-making authority.
Explanation :
The Employee Empowerment Grid is a conceptual framework used to evaluate the extent of employee involvement in decision-making within an organization. It categorizes empowerment into different levels based on two key dimensions:
- Decision-Making Authority Over Job Content – This refers to an employee’s control over how they perform their tasks, including scheduling, methods, and techniques.
- Decision-Making Authority Over Job Context – This refers to control over broader workplace factors, such as policies, work conditions, and strategic decisions.
At the lowest level of empowerment, No Discretion, employees simply follow instructions with no say in their work process or environment. This is typical in highly structured environments, such as assembly lines or rigid bureaucracies.
Participatory Empowerment represents a moderate level where employees are encouraged to provide feedback and suggestions, but final decisions remain with management. This approach fosters engagement but does not grant full autonomy.
The highest level, Self-Management, grants employees full control over how they perform their work and influence broader organizational decisions. This is commonly seen in self-managed teams, startups, or flat hierarchies where employees are trusted to take ownership of their roles.
Organizations benefit from higher empowerment levels as they boost job satisfaction, innovation, and productivity. However, the appropriate level of empowerment depends on industry needs, employee capabilities, and company culture.
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