Assessing the effect of employee empowerment on employee productivity: a case study of the citizens economic empowerment commission.

Hachuka, Mildah

Assessing the effect of employee empowerment on employee productivity: a case study of the citizens economic empowerment commission.

Date

2022-07-01

Authors

Hachuka, Mildah

Publisher

The University of Zambia

Abstract

The main objective of the study was to assess the effect of employee empowerment on employee productivity at Citizens Economic Empowerment Commission (CEEC). The specific objectives of the study were to determine the outcome of training given to employee, examine the effect of employee involvement on employee productivity and assess the impact of employee incentives on employee productivity. The first hypothesis (H1) tested the relationship between training given to employees and their productivity. The second hypothesis (H2) the effect of employee involvement on employee productivity and the third hypothesis (H3) tests the relationship between employee input in decision making and their productivity and the fourth hypothesis (H4) the relationship between Employee incentive system in an organisation and employee productivity. Chi-Square test of independence was used to test the hypotheses. The p-value of 0.05 was considered statistically significant. The design of the study was descriptive and incorporated primary and secondary sources of data. The research targeted a population of all full-time employees at CEEC and out of 100 questionnaires that were self-administered, 80 were answered representing 80% response rate. Purposive sampling method was used in order to reach key respondents with relevant information on matters of employee empowerment on employee performance at the CEEC. Data collected was analyzed using quantitative methods. For increased response rate, the participants were assured of confidentiality. The findings revealed that employees were constantly trained in skill development. The organization encouraged skill development, and there was a training policy in place for employees’ empowerment. The organization encouraged self-sponsorship training for employees’ empowerment. Supervisors delegated responsibilities and authority to subordinates. Employees at CEEC were encouraged to participate in decision making and were involved in setting organizational goals. Management encouraged creativity and innovation among employees and that most respondents somewhat disagreed, that monthly income was reasonable according to the job. Appropriate recognition was given for employees’ contribution to the organization. Cost of employee productivity depended on training given to employees. Employee performance was dependent on employee involvement in decision making and employee performance was dependent on employee incentive. The main conclusion was that employee empowerment contributed to employee performance. It was recommended that employees be empowered so that productivity can improve. The main limitations were the restriction of the study to CEEC only and the sample was too small for results generalisation. The study concluded that employee empowerment practices have an impact on employee performance in today’s global business at CEEC. There is a great desire on the part of the employees to play an active role in organization activities and as such every effort should be made to accommodate employees’ involvement views. Therefore, the study recommends that employee empowerment practices should be supported by both top and middle level management at the CEEC as this will improve employees’ performance tremendously.