Impact of Employee Empowerment on Job Satisfaction in Ghana's Education System

This study examines the impact of employee empowerment on job satisfaction in Ghana's education system. It explores the conceptual knowledge of employee empowerment and job satisfaction, evaluates the impact of employee empowerment on job satisfaction in Ghana's education system, and recommends strategies for improving employee empowerment to enhance job satisfaction.

[Date]
Running Head: DISSERTATION
Impact of employee empowerment to enhance Job
Satisfaction: in the context of education system of Ghana
Student id:

DISSERTATION 1
Abstracts
The main aim of this study is emphasized on the impact of employee empowerment to
enhance Job Satisfaction. In this study many sections has discussed that are imperative part of
this report. The instruction support evaluates the background of study, aim and objectives,
research questions, and research significance. This chapter supports to comprehend how
much the selected research topic is essential. The literature review critically evaluates the
impact of employee empowerment to enhance Job Satisfaction. In this section, many
strategies has been discussed that supports to improve the job satisfaction. In this, the
inductive approach, mixed research design, primary and secondary data collection method,
Ms-Excel software, and ethical norms has used to conduct this study and get the result in the
favour of the research matter. It can also be summarized that the employees empowerment
positively affect in the enhancement of job satisfaction in the education system, Ghana.

DISSERTATION 2
Table of Contents
Abstracts................................................................................................................................................1
Chapter 1: Introduction..........................................................................................................................5
Research background.........................................................................................................................5
Research aim and objectives..............................................................................................................5
Research questions............................................................................................................................5
Research significance........................................................................................................................5
Outline of the structure......................................................................................................................6
Introduction...................................................................................................................................6
Literature review...........................................................................................................................6
Research methodology...................................................................................................................6
Data analysis and findings.............................................................................................................6
Conclusion and recommendation...................................................................................................6
Chapter 2: Literature review..................................................................................................................7
RO1: Comprehend the conceptual knowledge of employee empowerment and job satisfaction.......7
RO2: Critically evaluates the evaluate the impact of employee empowerment to enhance job
satisfaction Ghana’s education system..............................................................................................7
RO3: Recommend strategies for improving the employee empowerment to enhance job
satisfaction Ghana’s education system..............................................................................................8
Chapter 3: Research Methodology.......................................................................................................10
Research Philosophy........................................................................................................................10
Research Approach..........................................................................................................................11
Research design...............................................................................................................................11
Research type..................................................................................................................................11
Sampling..........................................................................................................................................12
Data collection techniques...............................................................................................................12
Data analysis.......................................................................................................................................12
Research Ethics...............................................................................................................................12
Close-ended interview questions.....................................................................................................13
RO1: Comprehend the conceptual knowledge of employee empowerment and job satisfaction.....13
RO2: Critically evaluates the evaluate the impact of employee empowerment to enhance job
satisfaction Ghana’s education system............................................................................................14
RO3: Recommend strategies for improving the employee empowerment to enhance job satisfaction
Ghana’s education system...............................................................................................................14
Chapter 4: Data Analysis and findings................................................................................................16
Findings and Discussions....................................................................................................................27
RO1: Comprehend the conceptual knowledge of employee empowerment and job satisfaction.....27

DISSERTATION 3
RO2: Critically evaluates the evaluate the impact of employee empowerment to enhance job
satisfaction Ghana’s education system............................................................................................27
RO3: Recommend strategies for improving the employee empowerment to enhance job
satisfaction Ghana’s education system............................................................................................28
Chapter 5: Conclusion and recommendation.......................................................................................29
References...........................................................................................................................................30
Table 1: Gender.......................................................................................................................19
Table 2: Age.............................................................................................................................19
Table 3: Experience..................................................................................................................20
Table 4: Empowerment facilitates to executives for helping others to work systematically...21
Table 5: Job satisfaction is determined as the person feeling towards their allocated work. . .22
Table 6: empowerment approaches could facilitates to improve the job satisfaction level of
employees.................................................................................................................................23
Table 7: employee empowerment enhance the job..................................................................23
Table 8: Workforces are the person that are empowered........................................................24
Table 9: Empowered workforces are facilitated to look at each phase of work from its
perspective................................................................................................................................25
Table 10: employee empowerment is effective tool of the job satisfaction level....................26
Table 11: Which one is best method for improving the job satisfaction.................................27
Table 12: Directly communicate with employees could be effective for improving the job
satisfaction................................................................................................................................28
Table 13: Pay attention to the employee is the key element of the workforce satisfaction.....29
Chart 1: Gender.......................................................................................................................19
Chart 2: Age.............................................................................................................................19
Chart 3: Experience..................................................................................................................20
Chart 4: Empowerment facilitates to executives for helping others to work systematically...21
Chart 5: Job satisfaction is determined as the person feeling towards their allocated work....22
Chart 6: empowerment approaches could facilitates to improve the job satisfaction level of
employees.................................................................................................................................23
Chart 7: employee empowerment enhance the job..................................................................24
Chart 8: Workforces are the person that are empowered.........................................................24

DISSERTATION 4
Chart 9: Empowered workforces are facilitated to look at each phase of work from its
perspective................................................................................................................................25
Chart 10: employee empowerment is effective tool of the job satisfaction level....................26
Chart 11: Which one is best method for improving the job satisfaction..................................27
Chart 12: Directly communicate with employees could be effective for improving the job
satisfaction................................................................................................................................28
Chart 13: Pay attention to the employee is the key element of the workforce satisfaction.....29

DISSERTATION 5
Chapter 1: Introduction
Research topic: Impact of employee empowerment to enhance Job Satisfaction
Research background
In the existing business era, it is significant for the education system to comprehend the
impact of employee empowerment to enhance job satisfaction. It could be effective for
sustaining business and make the decision accordingly. Empowerment gives an opportunity
to an employee for doing something for the education system that could be effective in
getting valid information about the research matter. Empowerment is an effective tool but it
cerate threat among manager due to decline their authority. It increases the job satisfaction
level of downward employees and supports to retain them in the organization for long-term
(Nasra & Heilbrunn, 2016).
Research aim and objectives
The main aim of this study is to evaluate the impact of employee empowerment to enhance
job satisfaction in Ghana’s education system.
 Comprehend the conceptual knowledge of employee empowerment and job
satisfaction
 Critically evaluates the evaluate the impact of employee empowerment to enhance job
satisfaction Ghana’s education system
 Recommend strategies for improving the employee empowerment to enhance job
satisfaction Ghana’s education system
Research questions
 What do you understand by employee empowerment and job satisfaction?
 What is the role of employee empowerment to enhance job satisfaction in Ghana’s
education system?
 Which strategies will be effective in improving the employee empowerment to
enhance job satisfaction Ghana’s education system
Research significance
This research is effective for gaining the understanding of investigator towards the conceptual
understanding of employee empowerment and job satisfaction. Moreover, this report also
discusses the role of employee empowerment to enhance job satisfaction in Ghana’s
education system. Moreover, it leads to the researcher to improve their understanding of
certain different strategies, which will be imperative in improving the employee
empowerment to enhance job satisfaction Ghana’s education system.

DISSERTATION 6
Outline of the structure
The outline of the structure is effective for comprehending the overall structure of the study.
There are certain factors that are considered in the dissertation like introduction, literature
review, research methodology, data analysis and findings, and conclusion and
recommendation. These are discussed below:
Introduction
The introduction section plays an imperative role in comprehending different elements like
research background, research aim and objectives, and research questions. The introduction
section is effective to comprehend the research issue (Ali, Dahie, & Ali, 2016).
Literature review
This section is effective to critically evaluate the research matter and solve the issues of
research. This section may entail many sources named academic sources, books, articles,
journals, online and offline sources. It could be effective in order to get the theoretical data
about the research issues.
Research methodology
This section is effective for selecting a suitable method in favor of the study and leads the
research in a suitable way. The research methodology could consider many methods like
research strategies, research approaches, research philosophies, data collections methods,
data analysis methods, ethical considerations, and research limitations (Abualoush, Obeidat,
Tarhini, Masa’deh, & Al-Badi, 2018).
Data analysis and findings
This section is effective is for evaluating the collected data by considering different sources
of the data analysis like Ms-Excel software method that is effective in evaluating by
considering graphs, tables, and charts. It could be effective in evaluating data and support to
meet the aim of the study (Amin, Aldakhil, Wu, Rezaei, & Cobanoglu, 2017).
Conclusion and recommendation
This is the last section that supports to summarize the whole study in the concise form. It
could be effective in gaining comprehend the whole study in the least time. This section also
recommended many strategies related to the research concern.

DISSERTATION 7
Chapter 2: Literature review
RO1: Comprehend the conceptual knowledge of employee empowerment and job
satisfaction
Employee empowerment and job satisfaction
According to Eliophotou-Menon & Ioannou, (2016) empowerment facilitates the managers
for performing their duty and assists the workforce to accomplish their task positively by
developing a healthy working culture in the organization. Under this case, top management of
the organization should be accountable for more responsibility to effectively lead the
employees towards their job completion.
In contrast to this, Jung & Shin (2015) stated that job satisfaction is referred to as the sense of
employees towards their job or duty and it also entails evaluation of the entire job experience
of the workforce. Job satisfaction considers many aspects which are a relationship between
employees and supervisor, feeling of duty accomplishment, satisfaction from payment for
their work product, the physical environment of the workplace. Job satisfaction is also known
as the result of empowerment.
As per the view of Dahiru Pihie Basri & Hassan (2017) employees who are working at the
low level in the organization, they could be empowered by providing the opportunity to grow,
give them support and resources for improving their skills and offer them appropriate
information related to enhance their knowledge. As per the social approach of empowerment
every employee should have power at all levels of the system. Hence they would know how
to maintain their social circle in the organization.
In opposed to this, Khany & Tazik 2016) stated that the psychological state of employee or
individual to sense the feeling of their control on their job or duty is psychological
empowerment. This empowerment is concentrated on the experience of employees towards
their duty or work rather than concentrating on managerial activities, which affects the
performance of an employee at an entire level of the system.
RO2: Critically evaluates the evaluate the impact of employee empowerment to enhance
job satisfaction Ghana’s education system
As per the view of Zareie & Navimipour (2016) workforces who are empowered by their
education system to take accountability for their work, and who are offered with favorable,
constructive feedback for their efforts and are more prospected to consider innovation and
new ideas to their company. It is assessed that when workforces understand the significance
of company and comprehend the expectation of the company then they would be in a better
position for contributing suggestions and ideas.

DISSERTATION 8
In contrast to this, Bogler & Nir (2015) evaluated that empowered workforces could be
productive for workforces. Empowered workforces feel liberate to make judgment
themselves without having to waste time in getting approval through managers or higher
authorities. They can perform and attain the reliable conclusion more promptly as compared
to workforces who do not recognize empowered for making their own initiatives. Moreover,
empowered workforces work together as a team sharing best activities and advice and
coaching as well as counseling their peers for attaining effective outcomes.
As per the opinion of Fabi Lacoursière & Raymond (2015) when a company empowers
workforce for creating the decision and to attain the task with logical judgment then, it should
discuss them that company trust on them and make them they are intelligent and handle
things. Workforces can become more accountable when they understand their boss is
confident towards their competency for performing. The confidence indicates that employees
can complete their task and has the best competency for performing the task in an effective
manner.
On the other side, Kong Sun & Yan (2016) evaluated that employees cannot get frustrated
while dealing with the business concern as compared to constantly refer to another person in
the chain of command. When a person gets the resources as well as authority for performing
the task without running around for authorization and performs the task promptly. For
instance, when managers are late to come to the office and they have given the authority to an
employee then, they can manage the team until they will not reach the office. If this staff had
not been empowered to perform this, the entire office will have unorganized and wait until
the manager will not return.
In the view of Kong Sun & Yan (2016) empowered workforces are permitted to question
things and focuses on every concept of the job from their viewpoint. When an employee is
not empowered then they simply punch in and forces the round pin in the square hole all day
until time for punch out. In this case, employees will never question the procedures. An
empowered workforce sees an effective manner, creates the adjustment for transforming the
pegs, and creates the whole system in an effective way. Empowered workforces understand
that managers respect innovative ideas that make things effective and efficient.
RO3: Recommend strategies for improving the employee empowerment to enhance job
satisfaction Ghana’s education system
According to Huang Ma & Meng (2018) company should assign the projects and duties as
per the skills. In this way, it can eliminate providing the assignments that are out of skill level
of workforces. It only generates doubt within the workforces and declines the self-

DISSERTATION 9
confidence. When a company will assign the project then, it should be available to respond to
any of the workforce’s questions.
On the other side, Abualoush Obeidat Tarhini Masa’deh & Al-Badi (2018) evaluated that the
company should pay attention to suggestions and complaints of employees. Since they
understand their responsibilities better than the manager hence; they should listen to ideas of
employees. It helps to make the job in an easier way. It should provide credit to workforces
who present an idea in implementation of decision making. Moreover, it can privately and
publicly recognize the workforces for increasing the morale of employees.
In the view of Yee (2018) company should talk to employees regarding any changes that the
department and organization may deal with. Although, employees do not want to demonstrate
the plans too soon then keeping their workforces informed indicates that employees care
regarding their well-being. Moreover, the company should speak with the employees
occasionally to determine their satisfaction level about the company.
On the other side, Cummings, Hewko, Wang, Wong, Laschinger & Estabrooks, (2018)
evaluated that the company should develop the policies and rules that generate favorable
working atmospheres. It should eliminate the rules and policies that generate favorable
working atmospheres. It should also eliminate treating the workplace like a dictatorship.
Along with this, workforces are more open regarding direction while they feel like a part of
the team. The company can also provide the value to the contribution of workforces to team
empowers them for obtaining feasible outcomes.
As per the view of Wang Chou & Lai (2019) company should motivate the employees while
they attain the goal and do something that benefits them. For instance, when an employee
develops their sales quota then the company should demonstrate their appreciation by sending
an email regarding congratulation and offering the bonus. It can equip the employees with
feasible training as well as technological resources required for attaining their best outcomes
as far as productivity is concerned. When an employee does not possess the resources
required for supporting the employees, then it should find someone else to offer those
resources.

DISSERTATION 10
Chapter 3: Research Methodology
In the research methodology section, various research tools and techniques are used by the
investigator to attain the appropriate result with respect to the Impact of employee
empowerment to enhance job satisfaction in the education system of Ghana. Several methods
consist of this section that is a data collection method, research philosophy, research
approach, and research strategy. These tools facilitate the research scholar to achieve the
reliable outcome and it would also lead to getting the objectives of research effectively (Li,
Shi, Li, Xing, Wang, Ying, & Sun, 2018).
Along with this, research scholar has utilized various authenticated articles and journals to
accumulate the relevant information in the context of current research concern. The main aim
of this research is to study the Impact of employee empowerment to enhance job satisfaction.
Further, it is also found that the quality of the research study could be enhanced by using
research methodology in an appropriate manner.
(Source: Baird, Su, & Munir, 2018).
Realistic data with respect to the research dilemma could be accumulated by practicing the
research onion framework. This framework facilitates the investigator to gain depth
understanding of each aspect of research methodology (Baird, Su, & Munir, 2018).
Following aspects are entailed in this framework:
Research Philosophy
Research philosophy plays an essential role in gathering accurate data related to the research
concern. It would also facilitate the researcher to analyze and utilize the collected data in the
investigation. Along with this, research philosophy practiced by the researcher to implement
the opinion and beliefs of research candidates with respect to the research problems. In the
research study, these ideas and views of research participants are used as a major source of
research methodology. Two types of research philosophy are used in the research which is

DISSERTATION 11
interpretivism philosophy and positivist philosophy. Research scholar has to implement
interpretivism philosophy in this research study because this philosophy helps in gathering of
subjective data about the research concern (Hanaysha & Majid, 2018).
In addition, research scholar could enhance the quality of research outcome by using this
research philosophy. Along with this, the researcher could increase their knowledge towards
the impact of employee empowerment to enhance job satisfaction in the education system of
Ghana by utilizing interpretivism research philosophy. Due to the subjective nature of current
research positivism research philosophy would not be practiced by the investigator. But at the
same time when a research study relies on the facts and figures then positivism research
philosophy would be considered by the research scholar.
Research Approach
The research approach is an essential facet in the research methodology section as it would
define the cause for choosing the specified research procedure. Two types of research
approaches are used in the research study to get the research objectives such as inductive
research approach and deductive research approach (Huang Ma, Z., & Meng, 2018).
Theoretical information could be obtained by inductive research approach. In contrast to this,
the deductive research approach facilitates the researcher to make hypothesis and research
scholar would accept or reject the hypothesis as per the requirement of data. In this
dissertation hypothesis is not required hence, research scholar has to use the inductive
approach as it aids to pool the data related to the current research concern. This method could
be easier and reliable than the deductive approach.
Research design
Research scholar has used mix research design to conduct this research study because this
research design entails characteristics of both research design qualitative and quantitative
research design. Under the qualitative research design, non- numerical information related to
research concern would be attained by the researcher (Lee, Pak, Kim, & Li, 2019). Further,
quantitative research design would be utilized by the research scholar to evaluate the views
and opinions of research participants with respect to the impact of employee empowerment in
enchasing the employee job satisfaction level in the education system of Ghana.
Research type
Explanatory research type has been practiced practice by the research scholar to analyze the
reason and effect of the association between employee empowerment and job satisfaction. On
the other hand, descriptive research type would not be used by the investigator because the
description of the research is not required. Exploratory research will also not utilize in this

DISSERTATION 12
research study because current research does not rely on the new phenomenon (Jyoti & Rani,
2019).
Sampling
Research scholar has implied a random sampling technique to choose the research candidate
for performing the research study effectively. Under this sampling, respondents would be
chosen randomly as it would provide a similar opportunity to all research participants for
giving their view and opinion related to the research matter. Consequently, biases could be
eliminated from the research study. In order to this, research scholar would choose 50
employees who are working in the education system (Martinaityte Sacramento, & Aryee,
2019).
Data collection techniques
Research scholar has practiced both primary and secondary data collection method because it
would facilitate the investigator to decrease the research problem and would also help in
accumulating the required realistic data. Secondary data could be pooled by various sources
that are an annual report, online and offline sources, authenticated articles and journals,
academic publications, government report and genuine websites (Walsh, Messmer, Hetzler,
O'Brien, & Winningham, 2018). Whereas the researcher has gather primary data by
performing the survey on specified research candidates and it would support the investigator
to get the valid and reliable data towards the impact of employee empowerment to enhance
job satisfaction in the education system of Ghana.
Data analysis
Statistical data analysis tool has been practiced by the research scholar to assess the collected
facts and figures and evaluate the gathered data. Investigator would apply MS-excel software
program to demonstrate the data by using pie charts, column chart and bar diagram.
Research Ethics
Research scholar conducts the research as per the guidelines of the university for eliminating
the issues from the investigation. The appropriate method of research would be executed by
the investigator to achieve the aim and objectives of the research and it could also be helpful
for decreasing the ethical issues from the research study. Investigator would consider various
factors to conduct the research effectively such as lack of data manipulation, follow the
instructions and guidelines of the university, relevant referencing, avoid plagiarism. In order
to this, research scholar would maintain the confidentiality of respondent’s personal
information for developing an effective association with them and it would help the
researcher to obtain the valid outcome (Mone & London, 2018).

DISSERTATION 13
Close-ended interview questions
Survey through questionnaire
Demographic factor
Please tick mark your gender
A. Male
B. Female
Please mark on your age-group
A. Under 24
B. 25-29 years
C. 29 above
Please mark your experience
A. Less than 1 years
B. 2-5 years
C. 6- 11 years
D. More than 11 years
RO1: Comprehend the conceptual knowledge of employee empowerment and job
satisfaction
Do you agree that empowerment facilities to executives for helping others to work
systematically?
A. Strongly disagree
B. Disagree
C. Neutral
D. Agree
E. Strongly agree
In your opinion, Job satisfaction is determined as the person feeling towards their allocated
work?
A. Yes
B. No
Do you believe that empowerment approaches could facilitate to improve the job satisfaction
level of employees?
A. Strongly disagree
B. Disagree
C. Neutral
D. Agree

DISSERTATION 14
E. Strongly agree
RO2: Critically evaluates the evaluate the impact of employee empowerment to enhance
job satisfaction Ghana’s education system
In your opinion, employee empowerment enhance job satisfaction in the education system of
Ghana?
A. Strongly disagree
B. Disagree
C. Neutral
D. Agree
E. Strongly agree
Do you believe that workforces are the person that are empowered by the firm to have the
accountability of work and give their best efforts towards the allocated work
A. Yes
B. No
Do you agree that empowered workforces are facilitated to look at each phase of work from
its perspective?
A. Strongly disagree
B. Disagree
C. Neutral
D. Agree
E. Strongly agree
Do you believe that employee empowerment is an effective tool for the job satisfaction level?
A. Strongly disagree
B. Disagree
C. Neutral
D. Agree
E. Strongly agree
RO3: Recommend strategies for improving the employee empowerment to enhance job
satisfaction Ghana’s education system
In your opinion, which one is the best method for improving job satisfaction?
Listen to your employees
Assign duties according to skills
Communicate with your employees
Create a positive workplace

DISSERTATION 15
All of the above
Do you agree that directly communicate with employees could be effective for improving job
satisfaction?
A. Strongly disagree
B. Disagree
C. Neutral
D. Agree
E. Strongly disagree
Do you think that pay attention to the employee is the key element of workforce satisfaction?
A. Yes
B. No

DISSERTATION 16
Chapter 4: Data Analysis and findings
Demographic factor
Table 1: Gender
Gender
Male 25
Fe
male 25
Chart 1: Gender
50%50%
Gender
Male
Female
The above chart, it is also stated that the investigator could consider both males as well as
female for conducting this study. This study will be effective for collecting the different
opinion of the participants. In this, 25 out of 50 participants were male while 25 out of 50
employees were female.
Table 2: Age
Age
Under 24 35
25-29 10
29 above 5
Chart 2: Age

DISSERTATION 17
Under 24
25-29
29 above
0 5 10 15 20 25 30 35 40
35
10
5
Age
The above chart depicted that the investigator has selected 24 to 29 years of people to
conduct their study and meet their aim. In this study, the researcher has selected 35 out of 50
employees were comes in the age group of under 24 while 10 out of 50 came in the age group
of 25-29. In addition, it is also evaluated that 5 out of 50 employees have more than 29 years
old.
Table 3: Experience
Experience
Less than 1
years 10
2-5 years 35
6- 11 years 2
More than 11
years 3
Chart 3: Experience

DISSERTATION 18
Less than 1 years 2-5 years 6- 11 years More than 11 years
10
35
2 3
Experience
With respect to the above table and chart, it is examined that the investigator has selected less
than 1 years to more than 11 years of people to conduct this study. In this, 35 out of 50
respondents have 2-5 years of experience in the education system. Apart from this, it is
examined that only 3 out of 50 were selected who have more than 11 years of experience.
Table 4: Empowerment facilitates to executives for helping others to work systematically
Empowerment facilitates to
executives for helping others
to work systematically
Strongly Agree 40
Agree 5
Neutral 1
Disagree 2
Strongly Disagree 2
Chart 4: Empowerment facilitates to executives for helping others to work systematically

DISSERTATION 19
Strongly Agree Agree Neutral Disagree Strongly
Disagree
0
5
10
15
20
25
30
35
40
45
Empowerment faciliates to executives for helping
others to work systamatically
From the above chart, it is addressed that 45 out of 50 respondents seeks that Empowerment
facilitates to executives for helping others to work systematically while 5 out of 50 disagreed
with the same statement.
Table 5: Job satisfaction is determined as the person feeling towards their allocated work
Job satisfaction is determined as
the person feeling towards their
allocated work
Yes 40
No 10
Chart 5: Job satisfaction is determined as the person feeling towards their allocated work
80%
20%
Job satisfaction is determined as the
person feeling towards their
allocated work
Yes
No

DISSERTATION 20
As per the above chart and table, it is found that 40 out of 50 research candidates believe that
empowerment facilitates to executives for helping others to work systematically while 10 out
of 50 were not agreed with the same statement.
Table 6: empowerment approaches could facilitate to improve the job satisfaction level of
employees
empowerment approaches could
facilitate to improve the job
satisfaction level of employees
Strongly Agree 21
Agree 15
Neutral 2
Disagree 9
Strongly Disagree 3
Chart 6: empowerment approaches could facilitate to improve the job satisfaction level of
employees
Strongly Agree Agree Neutral Disagree Strongly
Disagree
0
5
10
15
20
25
empowerment approaches could facilitates to
improve the job satisfaction level of employees
On behalf of the above chart and table, it can be stated that 36 out of 50 participants believed
that empowerment approaches could facilitate to improve the job satisfaction level of
employees. Apart from this, it is found that 12 out of 50 were not agreed with this statement.
The agreement of statement proportion is more than disagree of people hence it can be said
that approaches could be imperative in improving the job satisfaction level.
Table 7: employee empowerment enhances the job

DISSERTATION 21
employee empowerment
enhances job satisfaction
in the education system of
Ghana
Strongly Agree 15
Agree 24
Neutral 1
Disagree 8
Strongly Disagree 2
Chart 7: employee empowerment enhance the job
Strongly Agree Agree Neutral Disagree Strongly
Disagree
0
5
10
15
20
25
30
employee empowerment enhance the job
satisfaction in the education system of Ghana
With respect to the above table and chart, it can be stated that 39 out of 50 sought that
employee empowerment enhances the job satisfaction in the education system of Ghana
while 10 out of 50 disagreed to the same statement.
Table 8: Workforces are the person that is empowered
Workforces are the person that are
empowered by the firm to have the
accountability of work and give their
best efforts towards the allocated work
Yes 40
No 10
Chart 8: Workforces are the person that is empowered

DISSERTATION 22
80%
20%
Workforces are the person that are
empowered by the firm to have the
accountability of work and give their
best efforts towards the allocated
work Yes
No
With respect to the above table and chart, it is found that 40 out of 50 candidates were
believed that Workforces are the person that are empowered by the firm to have the
accountability of work and give their best efforts towards the allocated work while 10 out of
50 were not agreed with the same statement.
Table 9: Empowered workforces are facilitated to look at each phase of work from its
perspective
Empowered workforces are
facilitated to look at each phase of
work from its perspective
Strongly Agree 27
Agree 12
Neutral 1
Disagree 3
Strongly Disagree 7
Chart 9: Empowered workforces are facilitated to look at each phase of work from its
perspective

DISSERTATION 23
Strongly Agree Agree Neutral Disagree Strongly
Disagree
0
5
10
15
20
25
30
Empowered workforces are facilitated to look at
each phase of work from its perspective
As per the above table and chart, it can be stated that 39 out of 50 participants believe that
Empowered workforces are facilitated to look at each phase of work from its perspective
while 10 out of 50 were not agreed to this statement.
Table 10: employee empowerment is an effective tool of the job satisfaction level
employee empowerment is an
effective tool of the job
satisfaction level
Strongly Agree 30
Agree 10
Neutral 1
Disagree 6
Strongly Disagree 3
Chart 10: employee empowerment is an effective tool of the job satisfaction level

DISSERTATION 24
Strongly Agree Agree Neutral Disagree Strongly
Disagree
0
5
10
15
20
25
30
35
employee empowerment is effective tool of the
job satisfaction level
A per the above table and chart, it is founded that 10 out of 50 did not seek that employee
empowerment is an effective tool of the job satisfaction level while 40 out of 50 believed in
the same statement. The majority of the respondent were in favor of this statement.
Table 11: Which one is the best method for improving job satisfaction
Which one is the best method for
improving job satisfaction
Listen to your employees 10
Assign duties according to skills 12
Communicate with your
employees 8
Create a positive workplace 4
All of the above 16
Chart 11: Which one is the best method for improving job satisfaction

DISSERTATION 25
Listen to your
employees Assign duties
according to
skills
Communicate
with your
employees
Create a positive
workplace All of the above
0
2
4
6
8
10
12
14
16
18
Which one is best method for improving the job
satisfaction
With respect to the above table and chart, it is found that there are many methods that could
be used by the firm to improve their job satisfaction level of employees listen to your
employees, assign duties according to skills, communicate with your employees, and create a
positive workplace. In this, 16 out of 50 employees seeks that all of the factors are effective
for improving the satisfaction level of the job at the working place.
Table 12: Directly communicate with employees could be effective for improving job
satisfaction
Directly communicate with
employees could be effective
for improving job satisfaction
Strongly Agree 20
Agree 18
Neutral 1
Disagree 8
Strongly Disagree 3
Chart 12: Directly communicate with employees could be effective for improving job
satisfaction

DISSERTATION 26
Strongly Agree Agree Neutral Disagree Strongly
Disagree
0
5
10
15
20
25
Directly communicate with employees could be
effective for improving the job satisfaction
The above table and chart depicted that 38 out of 50 responded were seek that directly
communicate with employees could be effective for improving the job satisfaction but 11 out
of 50 were not agreed with the same statement.
Table 13: Pay attention to the employee is the key element of the workforce satisfaction
Pay attention to the
employee is the key
element of the
workforce satisfaction
Yes 30
No 20
Chart 13: Pay attention to the employee is the key element of the workforce satisfaction
Yes No
0
5
10
15
20
25
30
35
Pay attention to the employee is the key element
of the workforce satisfaction

DISSERTATION 27
From the above table and chart, it is founded that 30 out of 50 were believed that Pay
attention to the employee is the key element of the workforce satisfaction while 20 out of 50
were not agreed with the same statement.
Findings and Discussions
RO1: Comprehend the conceptual knowledge of employee empowerment and job
satisfaction
From the data analysis, it is found that most participants believed that empowerment facilities
to executives for helping others to work systematically. It is also addressed that Job
satisfaction is determined as the person feeling towards their allocated work. These findings
are supported by the opinion of Ahmad Jasimuddin & Kee (2018) as it was evaluated that job
satisfaction is used as the sense of workforce with respect to their job and responsibilities. It
also involves the assessment of whole job experience of employees. Job satisfaction involves
different aspects that are related to the sense of workforces with respect to job and duty and it
also considers the assessment of whole job experience for employees. Job satisfaction entails
different aspects that are related to satisfaction from payment, felling of performing their
responsibility, physical atmosphere, and liaison between workforces and supervisor at the
workplace. Thus, job satisfaction is a key outcome of empowerment.
As per the above data analysis, it is found that that empowerment approaches could facilitate
to improve the job satisfaction level of employees. These findings are supported by the
opinion of Akgunduz Kizilcalioglu & Sanli (2018) as it was evaluated that workforces who
are performing at the low level of company should be empowered by giving them support as
well as resources for enhancing their competencies, and provides them significant data
associated to improving their understanding. According to the social strategy of
empowerment, each employee should have power at all stage of the working environment.
Therefore, they will understand the ways of keeping their social circle at the workplace.
RO2: Critically evaluates the evaluate the impact of employee empowerment to enhance
job satisfaction Ghana’s education system
It is also identified that employee empowerment enhances job satisfaction in the education
system of Ghana. The above analysis also indicates that workforces are the people that are
empowered by the firm to have the accountability of work and give their best efforts towards
the allocated work. These findings are supported by the view of Krajcsák (2018) as it was
stated that empowered employees can be productive for employees. Along with this,
empowered employees feel free to create judgment themselves rather than wasting time for
taking approval from the manager and top management. They can do their task and arrive at

DISSERTATION 28
the valid conclusion in minimum time rather than employees who do not feel empowered to
take initiatives. In addition, empowered employees work together in order to share their best
practices, provide advice and offering counseling their peers to accomplish reliable results.
The above chart shows that most of the participants believed that empowered workforces are
facilitated to look at each phase of work from its perspective. It is also identified that
employee empowerment is an effective tool for the job satisfaction level. These findings are
supported by the view of Karadas & Karatepe (2019) as it was stated those employees who
are empowered through the company in against of meeting their responsibility for their
actions and more possible for generating the innovation as well as new ideas to their
company. It is evaluated that while employees comprehend the importance of the company as
well as understands the expectation o corporation then they can be situated in a better place
due to making efforts for offering their new ideas with suggestions.
RO3: Recommend strategies for improving the employee empowerment to enhance job
satisfaction Ghana’s education system
From the data analysis, it is also identified that Listen to employees, assign duties according
to skills, communicate with employees, and create a positive workplace are the best method
for improving job satisfaction. It is also found that directly communicate with employees
could be effective for improving job satisfaction. These findings are supported by the opinion
of Wikhamn (2019) as it was illustrated that the company can discuss with their workforces
about any transformation that department and company may deal. Moreover, when
workforces do not want to contribute to the plan too promptly then, the company should keep
its employees to get aware that it cares for their well-being. It should also discuss with
workforces on a regular basis for assessing the company satisfaction level.
It is also illustrated that pay attention to the employee is the key element of workforce
satisfaction. These findings are supported by the view of Huang Fan Su & Wu (2018) as it
was stated that the company can pay the attention to make a complaint and offering
suggestion to workforces. Because they comprehend their accountabilities are effective as
compared to the manager. Therefore, they can listen to ideas regarding workforces. It can
support them to make an easier job. It can offer credit to employees who demonstrate the
ideas related to the execution of decision making. Furthermore, it can publicly and privately
address the employees for gaining the morale of workforces.

DISSERTATION 29
Chapter 5: Conclusion and recommendation
With respect to the above interpretation, it can be concluded that empowerment facilitates to
executives for helping others to work systematically. It can also be summarized that Job
satisfaction is determined as the person feeling towards their allocated work. Further, it is
founded that there are two kinds of empowerment approaches that could facilitate to improve
the job satisfaction level of employees named social approach and psychological approach. It
can also be summarized that employee empowerment enhances job satisfaction in the
education system of Ghana. It can also be illustrated that workforces are the person that are
empowered by the firm to have the accountability of work and give their best efforts towards
the allocated work. It is stated that empowered workforces are facilitated to look at each
phase of work from its perspective. It can also be illustrated that employee empowerment is
an effective tool for the job satisfaction level. It can also be examined that there are certain
strategies that might be used by the firm to improving the job satisfaction named listen to
your employees, assign duties according to skills, communicate with your employees, and
create a positive workplace. It can also be summarized that directly communicate with
employees could be effective for improving job satisfaction. Moreover, it can also be
examined that pay attention to the employee is the key element of workforce satisfaction. It
can also be founded that the inductive approach could be effective for collecting the
theoretical information about the impact of job satisfaction of the education system of Ghana.
The research methodology is effective for collecting reliable information about the research
issue by entailing certain tools of the research. It can also be recommended that the
organization could use different tools related to employee empowerment to increase the
satisfaction level of employees. It can also be recommended that the investigator could use a
higher number of sample size for deeply evaluating the research and make the favorable
conclusion. It can also be suggested that the company should give higher power to the
employer for making stress free and flexible atmosphere at the working place. It could also
motivate the employees for performance well, which will directly impact on their overall
performance(Karatepe, Yavas, Babakus, & Deitz, 2018).

DISSERTATION 30
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