Principles of Empowerment and Appraise on Organizational Performance

Running Head: MANAGERIAL SELF-DEVELOPMENT
Managerial Self-Development
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MANAGERIAL SELF-DEVELOPMENT 2
Introduction
In the current competitive environment, all organizations aim at producing quality
products and services, continuous innovation and growth that eventually enhance the revenue
collection as well as the organization’s reputation (Zuofa & Ochieng, 2017). Performance is not
just merely getting a job done or producing results instead it is increasing the level of output in
an employee and tends to vary from one employee to another, thus needs empowerment to
achieve a particular level (Tkaczyk, 2015). Organizational performance, therefore, is achievable
through having a workplace that allows employees to own the results, continue to strive to make
more as a team through empowerment, appraise, positive change team building ; thus this paper
is a critical review on the impacts of empowerment and appraise; principles of organizations and
positive change on the organizational performance.
Critically investigate the principle of empowerment and appraise how that might impact
on organizational performance
Empowerment refers to the psychological and structural dimensions that create discretion
and self-efficiency among employees to achieve beyond the expected results while appraise
relates to the evaluation process of determining employee performance about the present
standard of the task. Through assessment, employers can determine individual that need
empowerment, training, and promotion to enhance the organization performance (Heezen, 2018).
The principle of empowerment and appraise requires that employee’s performance is evaluated

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on their own to aid in accomplishing their goals. Thus empowerment and appraise go hand in
hand in achieving the organization’s goal and tends to focus on self-determination and
development. Since there are numerous definitions used by each organization to define
empowerment, it thus challenging to develop the theory behind empowerment. However, some
of the approaches used to understand empowerment practices are psychological and rational
perspectives.
The psychological perspective employee empowerment focuses on the employee's
perception of the empowerment. Employees that always feel and perceive empowered tend to
work extra hard in achieving the goals since psychologically they are motivated (Beynon,
Andrews & Boyne, 2014). The approach states that such employees tend to find the meaning of
their responsibilities, tend to be efficacious on their ability, always have a high sense of
determination and control over issues.
The rational perceptive empowerment principle focuses on the power-sharing thus gets
influenced by the organizational structure and culture. The power-sharing principle requires an
organization’s hiring structure should permit empowerment of employees. All these approaches
aim at developing a team, and the entire organization thus are characterized to be uniform and
standardised. However, some theorist felt that empowerment approaches and theories should
focus on the individual context since employees have different characteristics, and different
workplaces also have different rules and objectives (Alderman, 2017).
Principles of empowerment require employers to allow the employees to make decisions
that directly affect their jobs rather than having the manager making direction all the time since

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the employee: tend to take responsibility for the assigned task; take ownership of the problems;
have self-training and assessment(Awamleh, 2013).
The empowerment appraise happens in two folds: practical and transformative. The
practical evaluation of the empowerment is designed to enhance the productivity through
improving the outcomes while the transformative empowerment appraises focus on the
psychological and social aspects that help to liberate employee from the conventional roles and
organizational structures. The implementation of empowerment at times becomes a challenge
because the process entails radical shifts of the traditional culture to the new process. The
principles of empowerments thus entail:
Valuing of employees and performance
The principle of empowerment state that employees are the most valued resource than the
management its self thus requires that all the employees feel valued through various types if
appreciation through different ways such provision of incentives, positive comments, increase of
salary as well as promotions. Empowerment increases physical, spiritual, mental and emotional
well-being of the employees thus perform more to please the employers, receive more salary or
have promotional opportunity thus resulting from increasing into the individual performance that
in the results into organizational performance (Deoglof, 2018). Through Customer service
empowerment, employees can understand company guidelines thus enhancing them to make
decisions without going through the management system. However, the decisions are always
evaluated and appraised to ensure that employees are always making the right decision that is in
line with the organization's vision