Employee Empowerment Case Solution And Analysis, HBR Case Study Solution & Analysis of Harvard Case Studies

Employee Empowerment Case Study Solution

Abstract

This research paper discusses the empowerment of employees in an organization in this era. It discusses the tools that the organizations are using to adapt to a continuously changing environment and what roles managers play to shape an organization to maximize its productivity as well as to meet the needs of a society. It further discusses that how an organization should be organized so that it can work efficiently by evaluating the different elements of organization design. It evaluates the difference between mechanistic and organic design of organizations with the help of their advantages and disadvantages. Lastly, it illustrates the open organization system that interacts with the environment.

Introduction

Employee empowerment can be defined as to give the employees a certain amount of right and responsibility to make the decisions regarding their tasks in an organization. The decision making is related to only what their job is and is at a lower level. Different employees would see and handle an issue or problem differently and this way they get to use their brains as well and management can get an idea about what an employee is capable of.

Today employee empowerment is studied through three different perspectives:

Socio-Structural
Psychological
Critical

1. Socio-Structural

It refers to the re-development of organizational policies to give the specific rights to its employees.

2. Psychological

The psychological practice refers to the enhancing of personal capabilities and skills and then to help employees to develop their skills.

3. Critical

The critical approach says that employee empowerment may lead to crisis instead of skill building of employees. (Grimsley, 2017)

Tools to Adapt to a Changing Environment:

Today, the world is moving forward with a fast pace. The environment around us is changing constantly. For organizations to survive, it is important that they adapt to changes as quickly as possible. Organizations need to develop such strategies beforehand to cope with events and situations that are not predicted. For survival, leaders of organizations need to learn such strategies and methods so that they can change earlier than the business environment. And this can only be done by anticipating and forecasting the future events. The competitionis not restricted to an organization’s substitutes or competitors in the market but the real challenge is to adapt to a changing environment and survive against all the odds. To adapt to a changing environment, an organization needs to work on the following factors:

Quick Response
Market Share
Change in Mindset

1. Quick Response:

Quick response is the key to survival. Lesser the resistance, the quicker the response is of an organization to any situation. For bigger organizations, it is difficult to response quickly, for that they need to divide their organization into sub-parts in such a way that when a crisis arises or any situation shows up, they are able to make quick decisions.

2. Market Share:

In an environment that is changing constantly, it is important to focus on the market as a whole i.e. not to neglect the impact a changing environment can make on a stable business, rather than just targeting the competitors and focusing on having a bigger share of market. The companies cannot survive in the long run if their focus is merely on their competitors. Having a large portion of market share can only make a difference when the environment is constant.

3. Change in Mindset:

An important factor is the mindset of the employees and the leaders. Most of the people resist changing and would rather love doing the same thing every day. Most people want things to remain as they are. For leaders it is yet another job to distinguish such employees in the organization and encourage them and give them confidence. (Matai, 2011)

Employee Empowerment Harvard Case Solution & Analysis

Role of Managers:

Managers play a vital role in the development, shaping and maintenance of an organization. Managers need to have certain traits to make the organization a healthy place to work for its employees. Many managers today realize the importance of the satisfaction of their employees and what impact it can have on the business. Dissatisfaction of the employees can become the cause of great loss for an organization and can affect its environment as well. The four traits of managers that can become the reason of satisfaction and dissatisfaction of employees are:

Trustworthiness
Empowerment
Consistency
Leadership

Each decision that a manager make is analyzed by its employees. For the manager to follow these traits would leave a positive impact on its employees as well. (Manag, 2006)

Designing of Organizations:

Organizational design refers to the changing and recreation of the structure of an organization by its employees. It is a pattern of an organization in which it carries its tasks and the employees communicate with each other. It includes the following six decisions, that if made right can make an organization effective and efficient....................

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