AN ASSESSMENT OF THE IMPACT OF EMPOWERMENT AND DELEGATION ON EMPLOYEE MORALE AND PRODUCTIVITY A CASE STUDY OF JULIUS BERGER PLC

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AN ASSESSMENT OF THE IMPACT OF EMPOWERMENT AND DELEGATION ON EMPLOYEE MORALE AND PRODUCTIVITY A CASE STUDY OF JULIUS BERGER PLC

INTRODUCTION

Empowerment is a managementpractice of sharing information, rewards, and power withemployees so that they can take initiative and make decisions to solve problems andimproveservice and performance.Empowerment is based on the idea that giving employeesskills, resources, authority, opportunity, motivation, as well holding them responsible andaccountable for outcomes of their actions, will contribute to their competence andsatisfaction. Empowerment is the process of increasing the capacity of individuals or groups to make choices and to transform those choices into desired actions and outcomes. Central to this process are actions which both build individual and collective assets, and improve the efficiency and fairness of the organizational and institutional context which govern the use of these assets. Delegation involves .General: Grant of authority by oneparty (the delegator) to another (the delgatee) for agreed purpose(s). Under the legalconceptof vicarious liability, the delegator remains responsible for the delegatee’sacts oromissions in carrying out the purpose of the delegation.Agency: Transfer of an agent’srightto act for the principal (such as from a contractor to a sub-contractor) that can take place only  with the permission of the principal, where it is customary, or  where it is necessary for the performance of the entrusted duty..Management: Sharing or transfer of authority and the associatedresponsibility, from an employer or superior (who has the right to delegate) to an employee subordinate. Delegation occurs when someone with authority confers upon another person the power to do a particular task. Delegation is usually a one-way street – superiors delegate authority to subordinates. However, ultimate responsibility for task completion usually remains the responsibility of the person who delegated the authority to complete it. For example, if your boss delegates a task to you, she is likely still ultimately responsible for making sure that task is accomplished.

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