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The main objective of this study was to develop a system of indicators which reflect the level of employee empowerment in an organisation. To be able to do this, a literature study on employee empowerment was conducted. This study considered employee empowerment as a multi-dimensional concept within organisations, with the aim of identifying crucial components needed for an organisation to empower employees. Existing scale development methodology was used to develop a scale to measure employee empowerment. Similarly, existing methodology surrounding the development of indicators was used to construct specific indicators for the organisation in which the research was conducted. The reason existing methodologies were used was that the focus of the study was not on the development of the methodology itself, but on the development of an employee empowerment scale as well as a set of indicators which demonstrate employee empowerment. Scale development methodology specifies that four phases, nine main moments and twenty four steps are required to develop a scale. Indicator development methodology consists of five stages. Each stage has main moments and operational elements. These processes were explained, and their applicability to this study demonstrated. In the course of the literature study, seven dimensions of employee empowerment were identified and discussed, namely power, morale, intrinsic motivation, self-efficacy, meaningfulness, self-determination and trust. For an organisation to be empowered, nine dimensions were identified, namely vision, transparency and teamwork, discipline and control, support and security, responsibility, information, rewards, decision-making and training. In considering the assessment of employee empowerment, the implementation as well as possible limitations and pitfalls of employee empowerment were discussed. The role management plays in this regard was also examined. An overview of the organisation in which the research was conducted was given. This overview explained the history of the factory and how it operates today. Data analysis consisted of the descriptive characteristics of the sample. A factor and reliability analysis was done. Comparisons were drawn between the empirical factors and variables. Cross tabulations were conducted between different sections of the questionnaire. Assessing the degree of validation and reliability of this study was the next step. Reliability was measured by means of a split half reliability and coefficient alpha. Validity was assessed in terms of face validity, content validity and factor analysis. The crucial component of this study was the development of indicators. This was done by examining the index of indicators and identifying significant indicators. Each of the three factors identified in this study were compared statistically to the significant indicators. Through additional linear regression, the final index of qualifying indicator variables were identified. These indicators reflect the level of employee empowerment. The study concludes by providing recommendations for future research as well as recommendations regarding the empowerment of employees within the factory. / Dr. W. Roestenburg Dr. E. Oliphant

Submitted in partial fulfillment of the requirements for the Degree of Masters of Arts (Community Work) at the University of Zululand in the Department of Social Work in South Africa, 2009. / This study concerns the empowerment of women in National School Nutrition Program co-operatives, with special reference to Umhabuyalingana School. As a descriptive research semi was drawn. Related literature that focuses on National School Nutrition has been consulted and discussed. Various recommendations have subsequently been made based on the findings of the study. The findings reveal that there is a need of retraining and skill development of ail stakeholders to be done intensively. It is also important that the financial background for women that are in co-operatives be considered to see whether they would have the financial capital for starting business and sustenance of the project

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Rapportens syftet är att, genom observationer och kompletterande intervjuer, studera begreppet Empowerment för att se hur dess utveckling i praktiken kan urskiljas och hur det kan engagera enskilda individer i en organisation. Det empiriska materialet består endast av primär datainsamling som sedan legat till grund för valet av den teoretiska inslamlingen. De etnografiska observationerna har gjorts på fyra utvalda individer på Norden Machinery som sedan har följts upp med semi- strukturerade intervjuer.

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Syfte: Syftet med studien är att ur ett ledar- och medarbetarperspektiv undersöka om och i så fall hur ett tillverkningsföretag tillämpar empowerment i deras styrning. Vi vill även ge förslag på hur tillverkningsföretaget kan vidareutveckla empowerment. Metod: Vi har genomfört semistrukturerade intervjuer med totalt 11 individer från ett tillverkningsföretag. 7 av intervjuerna var med anställda med chefsposition och resterade intervjuer var med medarbetare. I analysen har medarbetarnas och ledarnas svar från intervjuerna jämfört med varandra, där sekundärdata har vävts in. Resultat och slutsats: Resultatet från vår studie visar att företaget tillämpar empowerment i deras styrning. Det undersökta företaget har med hjälp av teknikerna strukturell- och psykologisk empowerment skapat en arbetsmiljö där empowerment är närvarande. Den första slutsatsen som vi kan ta är att tillverkningsföretaget har anpassat empowerment till deras bransch och organisation. Den andra slutsatsen är att det förekommer brister, som t.ex. stöd, möjligheter, påverkan m.fl. inom strukturell och psykologisk empowerment. Examensarbetets bidrag: Vår studie bidrar till att företagsledare inom tillverkningsindustrin, samt andra branscher, får en tydligare riktlinje eller lärdom vid tillämpningen av empowerment i deras styrning. Förslag till fortsatt forskning: Förslag till fortsatt forskning är att göra liknande studie i samma bransch, men fokus på ett mindre företag eller företag utomlands. Ett annat förslag är att göra ett kompletterade studie inom ett tillverkningsföretag med fokus på andra tekniker inom empowerment än vad vi har undersökt. / Aim: The aim of this study is to investigate whether and if so, how a manufacturing company applies empowerment in their governance, from a leader and employee perspective. We also strive to be able to give suggestions on how the company can increase the degree of empowerment in their governance. Method: We conducted semi-structural interviews with a total of 11 employees from a manufacturing company. 7 of the interviews were with employees with leader positions and the remaining interviews were with employees. In the analysis, the employees 'and managers' responses from the interviews have been set against each other, where secondary data has been woven in. Results and conclusions: The results from our study show that the company applies empowerment in their management. With the help of the techniques of structural- and psychological empowerment, the studied company has created an environment where empowerment is present. The first conclusion that we can draw is that the manufacturing company has adapted empowerment to their industry and organization. The second conclusion is that there are shortcomings, such as support, opportunities, influence, etc. in structural- and psychological empowerment. Contribution of the thesis: Our study contributes to leaders in manufacturing industry, as well as other industries, gaining a clearer guideline or knowledge in application of empowerment in their governance. Suggestions for future research: Suggestions for further research are to do a similar study in the same industry, but to examine smaller companies or abroad companies. Another suggestion is to make a supplementary study within a manufacturing company with a focus on other techniques in empowerment than those we have studied.

People are without a doubt our most important asset. It is imperative that companies develop their people to unleash their full potential, which will in turn be a benefit to the company. The future of successful, competitive companies will depend on the work force of that company. The context that organisations operate within has undergone a change from a hierarchical structure to one of building of human capital. This means that organisations need leadership as a vehicle to ensure successful empowerment. It is essential that leaders utilise and develop the potential of their people. This study conceptualises empowerment from a psychological and organizational perspective. Empowerment is defined and divided into the categories of leadership empowering behaviour, motivational empowerment (psychological empowerment) and structural empowerment. The psychological perspective measures the four cognitions (meaning, competence, self-determination and impact) that provide employees with a sense of empowerment. The objective of this study is to determine the levels of psychological empowerment, leader-empowering behaviour, organisational commitment and job satisfaction. Data were gathered from 90 employees of the financial division within a recruitment company. The research results of the empirical study were reported and discussed according to the empirical objectives. The descriptive statistics and the internal consistency of the measuring instruments of the total population were highlighted. Thereafter reliability and validity of the measuring instruments were discussed. A correlation design was applied to determine the relationship between the constructs. The Cronbach Alpha coefficient and factor analysis was determined for the measuring instrument and the Pearson correlation was computed. A regression analysis has been conducted to determine to what extent psychological empowerment and leader empowering behaviour predicts job satisfaction and organisational commitment. Results of the empirical study indicated that differences exist between organizational levels, tenure, age and gender groups in terms of psychological empowerment, leader empowering behaviour, job satisfaction and organisational commitment experienced. Employees reflected a positive experience with regard to psychological empowerment, job satisfaction and organisational commitment whereas leader empowering behaviour is not experienced at a positive level. Recommendations are based on the research results. The implications of psychologically empowered employees for organisations were discussed. The recommendations focus on management and leader development, career development, career counselling, creating a motivational climate, performance and team development. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2004.

Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2004.

People are without a doubt our most important asset. It is imperative that companies develop their people to unleash their full potential, which will in turn be a benefit to the company. The future of successful, competitive companies will depend on the work force of that company. The context that organisations operate within has undergone a change from a hierarchical structure to one of building of human capital. This means that organisations need leadership as a vehicle to ensure successful empowerment. It is essential that leaders utilise and develop the potential of their people. This study conceptualises empowerment from a psychological and organizational perspective. Empowerment is defined and divided into the categories of leadership empowering behaviour, motivational empowerment (psychological empowerment) and structural empowerment. The psychological perspective measures the four cognitions (meaning, competence, self-determination and impact) that provide employees with a sense of empowerment. The objective of this study is to determine the levels of psychological empowerment, leader-empowering behaviour, organisational commitment and job satisfaction. Data were gathered from 90 employees of the financial division within a recruitment company. The research results of the empirical study were reported and discussed according to the empirical objectives. The descriptive statistics and the internal consistency of the measuring instruments of the total population were highlighted. Thereafter reliability and validity of the measuring instruments were discussed. A correlation design was applied to determine the relationship between the constructs. The Cronbach Alpha coefficient and factor analysis was determined for the measuring instrument and the Pearson correlation was computed. A regression analysis has been conducted to determine to what extent psychological empowerment and leader empowering behaviour predicts job satisfaction and organisational commitment. Results of the empirical study indicated that differences exist between organizational levels, tenure, age and gender groups in terms of psychological empowerment, leader empowering behaviour, job satisfaction and organisational commitment experienced. Employees reflected a positive experience with regard to psychological empowerment, job satisfaction and organisational commitment whereas leader empowering behaviour is not experienced at a positive level. Recommendations are based on the research results. The implications of psychologically empowered employees for organisations were discussed. The recommendations focus on management and leader development, career development, career counselling, creating a motivational climate, performance and team development. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2004.