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Empowerment versus Delegation

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Empowerment of employees is the process whereby top managers give their subordinates the power and authority to make decisions that the management team would otherwise be making. In this way, employees are made accountable and responsible over their own decisions and are therefore keen on ensuring they make the right ones (Kokemuller, 2012).

Delegation of authority on the other hand is the process whereby the top management team give instructions on what to be done by their subordinates. Delegation involves the managers telling the subordinates what to do and they are expected to execute such tasks in the manner in which they were instructed to do so.

Empowerment of employees differs from delegation of authority in that empowerment allows for decision making by employees there by fostering innovative ideas and enhancing leadership skills as part of the main benefits. On the other hand, delegation of authority means that the employees have to follow the instructions provided to the letter.

In most cases, empowerment takes place where the leader is democratic and values the opinions of his or her employees. He or she is not insecure about diluting control to his or subordinates and believes that the company’s goals and objectives are better achieved by obtaining input from employees who are usually the ones handling core operations and facing consumers (Thompson, Peteraf, Gamble & Strickland, 2014) Empowerment also inspires leadership since by allowing people to make important decisions for the company, you are also allowing them to exhibit some of their leadership skills. Such organizations are highly decentralized.

Delegation of authority, on the other hand, happens in an organization where the manager adopts an autocratic style of leadership. Such organizations are highly centralized and the management team are keen on ensuring that control is not diluted and it is retained at the top. Managers are keen at ensuring everyone does their duties and responsibilities as set out under their job descriptions. Such organizations are highly bureaucratic and rigid and miss out on the opportunity of obtaining innovative ideas from employees (BPP Learning Media, 2016).

Empowerment of employees can aid the cause of strategy execution mainly by motivating employees. When you allow employees to make decisions in the company, they feel appreciated and part of the organization. They therefore strive to prove that they are valuable members of the organization. This leads to a motivated workforce that strives to achieve organization goals and objectives. The management team also does not have to remind the employees about their duties and responsibilities as they are always ready to execute them. Empowerment also fosters a competitive environment where people are eager to come up with the best ideas so as to earn that recognition from their managers. This also keeps people focused on the company’s core goals and objectives.

Good strategy execution also involves having a team that is ready to easily adapt change. It also leads to a team that actually leads to beneficial change within the organization. Empowerment allows employees to question and come up with better ideas on how to achieve strategy (Richards, 2010). Since employees are the ones facing the consumers, they are better versed at ensuring that strategies adopted focus on providing value to the consumers which is one of the key strategies for most organizations. Empowerment also leads to a loyal workforce who eventually are able to become an edge over your competitors who may be experiencing high staff turnover.

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