Empowerment of employees:

Question

BlackTom AI · Accepted Answer

When considering the concept of empowerment of employees in organizational contexts, we evaluate what each option implies about power distribution and managerial philosophy.
Option A: 'Results in less freedom, but higher productivity by employees' This contradicts the core idea of empowerment, which emphasizes increasing employees' freedom, autonomy, and participation, not reducing it. While productivity can be a byproduct, the trade-off described here (less freedom) is incompatible with empowerment.
Option B: 'Is consistent with top managers centralising decision-making' Empowerment stands in opposition to centralisation. Centralising decisions concentrates power at the top, whereas empowerment distributes decision-making authority downward to employees. So this option mischaracterizes empowerment.
Option C: 'Is the sharing of power with them' This aligns directly with the definition of empowerment: giving employees a greater say, control, and responsibility in work processes and decisions that affect them. It captures the essence of distributing power rather than hoarding it at the upper levels.
Option D: 'Is more of a late nineteenth century trend than a contemporary one' This statement is historically inaccurate; empowerment as a management concept gained prominence in late 20th century management literature and practice, not as a late nineteenth century trend. It misstates the timeline and the evolution of empowerment.
Overall, the most accurate description is that empowerment involves sharing power with employees, rather than concentrating it, restricting autonomy, or misplacing its historical emergence.

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Empowerment of employees:

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