Employee Empowerment: A Comparative Study

At present, different companies like to focus on getting a competitive advantage in the market. New technology, modern equipment, good marketing policies, excellent customer services and some other aspects can be the aspects to make the advantages (Rozana, 2016). Though, human resource is the most considerable assets of an enterprise and its failure or success depends on their performance and qualifications. The employees are the repository of skills, knowledge, and capabilities that can’t be copied by the rivals. Products, technologies, and procedures are simply copied by the rivals; though, employees are the most strategic resource of the business. A new approach of management is employee empowerment or participative management involving

A considerable development in the takeaway businesses is seen as a consequence of this ease (Ruddick 2015). Though, if the consumers not served well and are not satisfied, do not orders from the same place return? The perception of empowerment had appeared from particular views that were established in ordered to give high quality of service to the consumers (Honold 1997). This study is focused to observe the effects of employee empowerment on job satisfaction, motivation and turnover intentions: a comparative study of Indian and UK takeaway

The employees are the source of skills, knowledge, and capabilities that can’t be copied by the opponents (Weiss, 2002). Some managers understand that by empowering staffs, they will lose their responsibility to handle and control the business. Actually, empowerment is a culmination of several views and tenets of employee satisfaction that are described and observed in different periodicals and books concentrated on the issue. Empowering staffs assist to positive outcomes for staffs, their managers, and their companies also guide to business encouragement of entrepreneurial features and encourage staffs to make good decisions, take action, and improve their view that they can take command of their own destinies (Springer, 2011). This trust supports to self-motivation and a feeling of independence that is translated into greater loyalty and additional determination for the company. Empowered staffs come to consider that they handle their own accomplishment by their hard work and efforts, which sequentially benefits the success of the company. To conclude, if a company needs a highly motivated, satisfied, productive human resource, the value of job satisfaction and business commitment must not be overlooked. It is apparent that high job satisfaction and business commitment will evade turnover. Each staff has particular types of expectations and needs and it is not possible to please every expectation and need of