EMPLOYEE EMPOWERMENT &

PARTICIPATION
Prepared by:
Dr. Mohd. Shahadt Hossain Mahmud
Director (Joint Secretary)
Bangladesh Institute of Management (BIM)
Email: mahmud5212@yahoo.com

Key Concepts of Discussion

Employment/ Employer/Employee
Involvement/ Empowerment
Employee Involvement/Employee Empowerment
4 Main Practices of Employee Empowerment
8 Main Factors of Employee Empowerment
Process of Employee Empowerment
Outcomes of Employee Empowerment
Participation/Element of Participation
Ladder of Citizen Participation/3 Imp ideas in Emp. Participation
Forces affecting the greater uses of Employee Participation
How Participation Works
Pre-requisite for Participation
Respect and Participation in Daily Life

WHAT IS EMPLOYMENT?

Relationship between parties:

Based on a contract:
Influenced by factors:
Important on various ground:
Various types:

WHAT IS EMPLOYER?
Person/Institution
Included with wide range:
Governments is the largest
single employer

WHAT IS AN EMPLOYEE?
Person hired by employer :
Under contract of employment:
To provide services of any
modality
Compensation:
Obligation and Rights:

WHAT IS INVOLVEMENT?

A necessary circumstance:
To engage or employ.
Scope of operation.
To include, contain, or comprehend
within scope.
To bring into complicated condition.
May associated in something
embarrassing

WHAT IS EMPOWERMENT?
A management practice
Provides greater autonomy
to employees
Enhances employees SAOM.
Removes powerlessness and
improve services.

WHAT IS EMPLOYEE
INVOLVEMENT?

Philosophy practiced by employers

Involves management
Gives employees stake in decisions,
Ensures more productivity, healthier
coworker relationships and creative
thinking.
Mutually exhaustive with Employee
Empowerment

WHAT IS EMPLOYEE
EMPOWERMENT?

Distinct management practice of sharing

information
Provide greater autonomy to initiate and decide.
Means to enhance productivity.
Generally involves management recognizing
that employees are in a better position to
oversee their own duties and work processes.
Involves the idea that employees are uniquely
positioned to identify problems and to solve
them.
Mutually exhaustive with Employee Involvement

4 MAIN PRACTICES OF EMPLOYEE

EMPOWERMENT

8 Main Factors of Employee

Empowerment

THE PROCESS OF EMPLOYEE

EMPOWERMENT
Job Mastery: training/coaching/guide
Control and Accountability: giving
discretion over job and holding
accountable for outcomes
Role Models: oversee peers/example
of successful cases
Reinforcement:
praise/encouragement/feedback
Support: reduction of
stress/anxiety/honest caring

Remove
conditions of
Powerlessness
Changes
Leadership
Reward system
Job

Enhance jobrelated
self-efficacy
Job Mastery
Control and
Accountability
Role Models
Reinforcement
Support

Perception of
empowerment
Competence
Autonomy
Job meaning
Sense of
impact

WHAT IS PARTICIPATION?
Mental and emotional involvement of people in group
situations that encourages them to contribute to
group goals & responsibility
Social science that refers mechanisms to express opinions
and exert influence regarding any official/ social decision.
Can take place comprehensive activity that includes
economic, political, management, cultural, familial activity.
Covers multiple ingredients viz:
Decision making:
Ownership:
Philosophy:
Finance:
E-participation:

3 IMPORTANT IDEAS IN EMPLOYEE

PARTICIPATION
Involvement:
Motivation:
Acceptance of Responsibility:

Forces affecting the greater

use of employee participation:
Research results
Productivity improvement
pressures
Utilization of workforce diversity
Employee desires for meaning
Employee desires and
expectations
Ethical arguments

HOW PARTICIPAION WORKS?

Situation

Participativ
e
programs

Involvement
Mental

Emotional

Outcome
Organization:
s
Higher
output
Better
quality
- Creativity
- Innovation
Employees:
Acceptance
Selfefficacy
- Less stress
Satisfaction

The Participative Process

PREREQUISITES FOR
PARTICIPATION
1. Adequate time to participate
2. Potential benefits greater than the
costs
3. Relevance to employee interest
4. Adequate employee abilities to deal with
the subject
5. Mutual ability to communicate
6. No feeling of threat to either party
7. Restriction to the area of job
freedom