Research Report: Employee Empowerment and Satisfaction in Restaurants

This research report investigates the impact of employee empowerment on job satisfaction and performance within The Meat and Wine Co. restaurant in Parramatta. The study explores various approaches to employee empowerment, including training, job redesign, financial incentives, and employee involvement in decision-making. The report reviews existing literature on employee empowerment and job satisfaction, presenting a conceptual framework and discussing the significance of employee empowerment in today's competitive business environment. The methodology includes primary and secondary research, both qualitative and quantitative, to gather and analyze data. The findings and recommendations aim to provide insights into how The Meat and Wine Co. can effectively empower its staff to enhance their satisfaction and, consequently, improve their productivity and contribution to the organization's success. The report emphasizes the importance of employee empowerment in fostering a motivated, satisfied, and innovative workforce, which is crucial for achieving long-term business success. The conclusion summarizes the key findings and provides actionable recommendations for implementation, along with a proposed timeframe.

Running head: HOW CAN STAFF BE EFFECTIVELY EMPOWERED TO ENCHANCE
EMPLOYEE SATISFACTION IN THE MEAT AND WINE CO. RESTAURANT
PARRAMATTA
How Can Staff Be Effectively Empowered To Enchance Employee Satisfaction In The Meat
And Wine Co. Restaurant Parramatta
Name of the student
Name of the university
Author note

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Table of Contents
1.0 Introduction:..............................................................................................................................5
1.1 Background to the research:..................................................................................................5
1.2 Research style:.......................................................................................................................6
1.3 Research aim:.........................................................................................................................6
1.4 Research objectives:..............................................................................................................6
1.5 Research question:.................................................................................................................7
1.6 Significance of the Research:................................................................................................7
1.7 Scope of Report:....................................................................................................................8
2.0 Literature Review:.....................................................................................................................8
2.1 Introduction:..........................................................................................................................8
2.2 Conceptual framework:.........................................................................................................9
2.3 Overview of employee empowerment:................................................................................10
2.4 Approaches to employee empowerment:.............................................................................10
2.5 Employee Performance:.......................................................................................................12
2.6 Overview of job satisfaction:...............................................................................................12
2.7 Factors of employee satisfaction:........................................................................................12
2.8 Ways of improving employee satisfaction:.........................................................................13
2.9 Ways of empowering the employees:..................................................................................14
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2.10 Employee empowerment and employee performance:......................................................15
2.11 Conclusion:........................................................................................................................16
3.0 Methodology:...........................................................................................................................16
3.1 Introduction:....................................................................................................................16
3.2 Qualitative Primary Research:.........................................................................................17
3.2.1 Population, sample and sampling technique:................................................................17
3.2.2 Data collection:.............................................................................................................17
3.2.3 Data analysis:................................................................................................................17
3.2.4 Ethical consideration:...................................................................................................18
3.3 Qualitative Secondary Research:.........................................................................................18
3.3.1 Population, sample and sampling technique:................................................................18
3.3.2 Data collection:.............................................................................................................18
3.3.3 Data analysis:................................................................................................................19
3.3.4 Ethical Considerations:.................................................................................................19
3.4 Quantitative Secondary Research........................................................................................19
3.4.1 Population, sample and sampling technique:................................................................19
3.4.2 Data collection:.............................................................................................................20
3.4.3 Data analysis:................................................................................................................20
3.4.4 Ethical Considerations:.................................................................................................20
4.0 Findings and discussion:..........................................................................................................20
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5.0 Conclusion:..........................................................................................................................21
6.0 Recommendations and Implementation:.................................................................................21
6.1 Recommendations:..............................................................................................................21
6.2 Time frame:.........................................................................................................................22
References:....................................................................................................................................23
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1.0 Introduction:
1.1 Background to the research:
Employee empowerment plays a vital role in terms of attaining long term success from
business as the employees are the key assets of an organization. Thus, it is imperative for the
organizations to understand thepsychology of their employees which is the key of building and
maintaining healthy relationshipwith the employees and generate high degree of satisfaction
among them. Elnaga & Imran (2014) showed that if any organization fails to understand the
psychology of the staffs, it may generate dissatisfaction among the staffs and restrict them to
protect their assigned task with utmost efficiency. The human resources are the key factors in an
organization who are the critical determinants of both success and failure.
The companies now a day are facing major challenges in the way of improving both the
productivity and performance of the employees which is very much needed in order to sustain in
the highly volatile business environment. There lies the significance of employee empowerment
which serves as an effective tool in order to improve the performance of the employees by
generating positive attitude among them (Hanaysha, 2016). Employee empowerment comprises
of authority to make work-related decisions, access of information, control on job effective
reward system and engaging the staffs in the decision making process. All these factors will play
a critical role in improving satisfaction among the staffs and enable them to perform their
assigned task efficiently. In addition to that, empowerment also enables the human resources in
an organization to amplify their confidence level, autonomy and power to perform the tasks by
their own and thereby perform their assigned task with utmost efficiency (Hanaysha & Tahir,
2016).
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1.2 Research style:
Selecting a particular research style plays a major role in completing a research in a
consistent manner. As discussed by Kumar (2019) data analysis is one of the most imperative
factors of improving the value of a research which provides various concepts, theories,
frameworks and methods which have been used in terms of conducting the research efficiently.
For the case of present research, primary and secondaryresearches have been conducted. Both
qualitative primary and qualitative secondary researches have been carried out for the sake of
attaining comprehensive information about the research. In addition, quantitative secondary
research has also been carried out in order to get in-depth information regarding the relationship
in between employee empowerment and satisfaction.
1.3 Research aim:
Research aim is one of the most important factors in moving the research towards proper
direction and thus completes it within the dead line. The fundamental aim of this research is “To
figure out the way, through which the employees can be empowered in order to improve the
degree of satisfaction among them’
1.4 Research objectives:
The research aim must be attained through comprehensive research objectives. This is the
way, through which the research can be conducted in a systematic manner. The objectives of
present research are as follows:
 To figure out different approaches of employee empowerment To assess the relationship in between employee empowerment and job performance
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 To explore the ways, which are to be followed by the organizations in terms of
empowering the staffs and thereby increase their job satisfaction.
1.5 Research question:
Proper answering of the research question is an important factor to accomplish the
research aim. The research question is as follows:
 What are the ways that are to be followed by the organizations in terms of empowering
the staffs and thereby increase their job satisfaction?
1.6 Significance of the Research:
In the recent scenario, intense competition in the market is posing major threat for the
companies to amplify the production procedure and meet the diverse needs of the customers and
thus beat the competition. As the employees are the biggest assets of the organization,
empowering the will play a critical role in generating creative and brainstorming ideas and this
strengthen the value of business (Fernandez & Moldogaziev, 2015). The more the employees the
employees are satisfied, the more they can put their effort to attain long term, success from
business. There lies the significance of the research which will help in evaluating the ways
through which the companies can empower the staffs in order to increase their degree of
satisfaction and thus improve their productivity.
The rapidly changing business environment is acting as the driving force behind the firms
to put greater effort in order to increase the capabilities of the human resources. Committed,
highly motivated, satisfied and innovative human resources are the vital factors of accelerating
the competitive power of the organization. Employee empowerment is the best way of increasing
trust in between the management and human resources which is the key of motivating their
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participation (Kim & Fernandez, 2017). Therefore, this research has been conducted as it will
help in exploring what ways the companies can follow to improve employee empowerment.
1.7 Scope of Report:
This research will help in evaluating the methods of empowering the employees to
enhance their satisfaction and therefore enable them to perform their assigned task with utmost
efficiency. In-depth literature review will be conducted in order to evaluate the key concepts of
employee empowerment and job satisfaction. The literature review will also evaluate the
relationship in between the employee empowerment and job performance. The strategies of
empowering employees in order to increase their job satisfaction will also be covered in the
literature review section. The methodology section, the data collection which has been followed
in order to gather relevant information regarding the topic will be identified. The findings of the
research will also be covered in the paper. Finally recommendation will be provided for The
Meat and Wine Co. Restaurant about what steps they can follow in order to empower the
employees and thus increase their job satisfaction.
2.0 Literature Review:
2.1 Introduction:
This chapter is based on the review of existing literature about the research topic.
Multiple secondary data sources like books, journals, articles and websites will be reviewed to
carry out he secondary research. This chapter of the research will cover necessary factors
regarding the research. Key concepts and approaches to employee empowerment will be covered
in this portion. Furthermore, the literature review section will also evaluate the strategies which
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are to be followed in terms of empowering the staffs in order to in increase their job satisfaction
and productivity.
2.2 Conceptual framework:
Figure 1: Conceptual framework
(Source: As created by the author)
Empowering the staffs is the greatest way of improving their performance level by giving
them with the autonomy to work by their own. There are several factors such as immense
support from the organization, arranging comprehensive training and development opportunity
for the staffs, generating high degree of motivation among the staffs, acknowledging their
contribution towards organizational success, sharing necessary information, involving them in
the decision making process and providing reward to them based on the performance are the vital
ways of empowering the staffs and thereby increase job satisfaction among them. In addition to
9
Employee
empower
ment
Organisation
al suppprt
Significance
Competence
Development
opportunity
Motivation
Feedback
Recognition
and reward
Employee
involvement
Information

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that, giving value to the point of view of the staffs is also an imperative factor of increasing job
satisfaction among them.
2.3 Overview of employee empowerment:
Employee empowerment is defined as the long term process of providing the staffs with
the relevant tools, training and thereby motivating the staffs in order to act as per the expectation
of the employers at the optimum level (Namasivayam, Guchait, & Lei, 2014). In the highly
volatile business environment, the organizations should focus on empowering the employees for
the sake of promoting speed in their business and produce high quality of materials. This is the
way, through which the companies can be able to attain competitive advantage. Thus, it is
imperative to keep the staffs informed which can lead the staffs to feel valued (Ukil, 2016).
As the employees can mitigate critical business related issues, the companies should
empower the staffs within decision making process. This is the way, through which the firms can
attain effective solution to any impending challenges (Hasani & Sheikhesmaeili, 2016). The
companies should serve the human resources without the feeling of sovereignty. Employee
empowerment is the mode of involving the staffs within decision making process and thus
enhances their capability. It is important to tempt the staffs in order to consider them deliberately
and providing them with the autonomy to perform their tasks independently. Appelbaum et al.,
(2016) showed that animating, favoring and rewarding the employees are the most suitable ways
of empowering the employees.
2.4 Approaches to employee empowerment:
There are various empowerment techniques, which the companies must .employ in order
to order to empower the staffs. Training is one of the most effective factors which can help in
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keeping the staffs motivated. This is the way of maintaining skills which are highly required in
order to attain optimum job performance of the staffs (Alazzaz & Whyte, 2015). Training serves
as the basis of upward mobility and ensures that the employees are satisfied of their job. Training
plays a pivotal role in increasing the capabilities and thus prepares them to cope up with new
technologies, legislation and policies which are the key of higher productivity.
The employees are highly intended towards rewards of work of they do. In addition to
that, the staffs are also inclined towards performing that type of work which can provide them
with the opportunity towards utilizing their skills and competencies. Alazzaz & Whyte (2015)
said that working in the same structure can generate a feeling of monotony among the staffs
which can also hamper their satisfaction. Thus, the management of the organizations should
redesign the job as per their skills and competencies which can facilitate their job satisfaction.
Financial involvement is another vital way of increasing empowerment of the employees. Strong
bonus scheme is closely liked with that of the performance of the staffs. It is imperative to
develop the salary structure and other incentive scheme as per the performance and productivity
of the staffs (Berraies, Chaher & Yahia, 2014). As money is the most imperative factor in
keeping the staffs motivated, financial involvement is very much needed to create a positive vive
among the staffs and keep them empowered. Involvement and participation are two of the
emerging factors in empowering the human resources. It is important to involve the staffs within
decision making process and give values to their beliefs and perception. This is the way, through
which the employee can feel valued which will play a critical role in increasing the satisfaction
among them (Ugwu, Onyishi & Rodríguez-Sánchez, 2014).
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2.5 Employee Performance:
Employee empowerment is an imperative factor in acquiring long term success from
business. This is the way of improving employee performance. Employee Performance is
considered as the job related activities of the staffs. The intensity of performance level of the
staffs is an imperative factor of determine the organizational success (Nawaz et al.,2014). Thus,
it is the prime responsibility of the management of the corporate entities to evaluate the
performance level of the employees regularly and take necessary steps in order to improve the
same to attain long term success. High degree of satisfaction among the employees is imperative
factor in improving the performance of the staffs. Thus necessary care is to be taken in terms of
empowering the staffs in order to increase their job performance (Van Scheers & Botha 2014)
2.6 Overview of job satisfaction:
Job satisfaction is one of the most important factors in creating positive vive among the
staffs and enables them to perform their assigned task with utmost efficiency (Poole, 2017). Job
satisfaction can be considered as the extent to which the employees can feel self motivated,
confident and content with his or her job. Job satisfaction can occur at the time, when the
employees can feel that they are working in the stable environment that is offering them with the
opportunity of career growth and make a balance in between their personal and professional life
(Verhulst & Boks, 2014). High degree of satisfaction among the employees is an imperative
factor in promoting speedy growth of business.
2.7 Factors of employee satisfaction:
Job satisfaction is the biggest factor in increasing employee engagement. Job satisfaction
can result in cost reduction by lowering the staff absenteeism, task error, employee turnover and
conflict in the organization. As work is one of the most effective factors of the lives of the lives
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of the people as they spent most of the time in the office, understanding the factor that lead to job
satisfaction is critical for accelerating the productivity among the staffs (Meng & Han, 2014).
The factors which can lead job satisfaction among the employees are as follows:
 Working Environment
 Fair Policies and Practice
 Caring Organization
 Appreciation
 Pay
 Promotion
 Feel of Belongings
 Initiation and Leadership
 Feel of Being Loved
 Safety and Security
 Responsibilities
 Creativity in Job
 Personal Interest and Hobbies
 Respect from Co-Workers
 Relationship with Supervisors
 Feedback
2.8 Ways of improving employee satisfaction:
More satisfied employee put their best effort towards attaining organizational success.
Thus, the management should put consistent stress on the increasing the degree of satisfaction
among the staffs. Flexibility is the greatest way of increasing employee satisfaction. Giving the
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employees with greater control, autonomy and responsibility of working independently is the
best way of practicing flexibility in the workplace (Allen, Lehmann-Willenbrock & Sands,
2016). Creating flexible working schedule is also a best way of enabling the employees to make
a balance in between their personal and professional life and thus keep them satisfied.
Giving the employees with the opportunity to shape their own job role according to their
skill and expertise level is another vital way of increasing the job satisfaction level of the staffs
(Kaner, 2014). Recognize and reward – outside financial remuneration is another vital way of
increasing job satisfaction among the staffs. Recognizing the work and performance of the staffs
is also a best way of improving the satisfaction level of the employees (Jose & Mampilly, 2014).
Celebrating the hard work of the staffs is the best way of generating a positive vive among the
human resources.
2.9 Ways of empowering the employees:
Yoerger, Crowe & Allen, 2015) commented that job satisfaction is entirely dependent on
empowerment of the staffs. Thus, it is imperative for the organizations to empower the staffs and
giving them with the autonomy to work by their own. According to Kanter's Theory on
Structural Empowerment, organizational structure rather than the capability of individual
people is the key factor in increasing the empowerment of the staffs (Yusoff et al. 2016). This
theory shows that it is imperative for the leaders to share their power by empowering the
employees. This is the way, through which organizational performance can be increased. Tools,
information, and support from the employers are the imperative factors of keeping the employees
empowered and enable them to make informed decision and thus accomplish organizational
goals and objectives (Cascio, 2015).
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According to Kanter, there are two systematic powers exist in the organization which
include formal and informal power. Formal power is that kind of power which accompanies by
the staffs through high visibility of job and independent decision making. On the other hand, Noe
et al., (2017) showed that informal power comes from the relationship in between the coworkers.
This theory has showed that there are six different conditions which include opportunity for
advancement, access to information, access to support, access to resources and both formal and
informal power that are highly important to keep the employees structurally empowered. These
factors serve as distinct source of organizational power. By providing the staffs with such
conditions can help in generating commitment and trust among the staffs which are the key
factors of generating job satisfaction. Shields et al., (2015) observed that both employee
empowerment and job satisfaction are the vital factor in increasing morale and success of the
organization.
2.10 Employee empowerment and employee performance:
Irawanto (2015) opined that managing the performance of the staffs is the biggest way of
improving their performance level through goal setting. It is worthy to mention in this context
that the more employees understand their job, the more they will be able to contribute to the
organization by taking the decision by their own. Employee empowerment results in increasing
the degree of transparency in between the employees and employers (Ma Prieto & Pilar Perez-
Santana, 2014). In addition, empowerment also increases the accountability among the staffs
which plays a critical role in improving their performance level by enabling them to take
effective decision through ongoing communication. Thus, it can be said that employee
empowerment is closely associated with that of the job satisfaction through improving their
performance level (Carley & Christie, 2017). Empowering the human resources within the
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decision making process, sharing necessary information to them, acknowledging their
contribution and giving incentive based on the performance are imperative factors in increasing
their satisfaction as well as performance level (DelCampo, Haggerty & Knippel, 2017).
2.11 Conclusion:
Based on the entire literature review, it can be concluded by saying that the attitude of the
staffs is one of the most important factors, reflecting the inner morale of the company. Thus, the
employers along with the management must employ necessary techniques in order to provide the
employees with greater authority of making decision independently. Both job redesign and
structural changes in an organization are the critical factor in offering the employees with the
greater convenience of making effective decision. Generating sense of responsibility among the
staffs to perform their tasks efficiently is the major way of increasing empowerment among the
staffs and thus accelerates job satisfaction.
3.0 Methodology:
3.1 Introduction:
This is the most vital part of dissertation, which shows the mode of carrying out the
research in a systematic manner. This research is based on the evaluation of the ways, through
which the staffs can be empowered in order to increase their job satisfaction. This chapter of the
research will highlight the methods which have been followed in terms of collecting relevant
information related to this research.
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3.2 Qualitative Primary Research:
The aim behind collecting primary research is to gather firsthand experience regarding
the subject matter (Mackey & Gass, 2015). Primary and secondary data have been collected in
order to carry out this research. During the course of the study, In the case of primary research,
the researcher has collected the data from the managers of The Meat and Wine Co. Restaurant in
order to get detailed information reading the methods followed by them in terms of empowering
the staffs. Interviewed session has been conducted to understand the point of view of the
managers about the importance of employee empowerment and job satisfaction.
3.2.1 Population, sample and sampling technique:
A comprehensive sampling technique is an imperative factor for getting relevant
information regarding the research. Probabilistic sampling technique has been followed in terms
of conducting the survey session. 3 managers of The Meat and Wine Co. Restaurant have been
interviewed in this research.
3.2.2 Data collection:
Focus group discussions, observational methods and document analysis are the major
ways, which have been followed for collecting the data from the qualitative primary research.
Analysis of the focus group has played a critical role in enhancing the credibility of the research.
3.2.3 Data analysis:
Data analysis is an imperative factor of assessing the information that has been collected
by the researcher in the preset research (Taylor, Bogdan & DeVault, 2015). This is the way of
evaluating the vital component of the data. In the course of qualitative research, data has been
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collected from managers. Thematic analysis has been carried out in order to evaluate the data,
collected from the managers.
3.2.4 Ethical consideration:
Initially, the researcher has conveyed the research objectives among the respondents of
the interview. The researcher has informed the managers that their interview will be
recorded. In addition, authority has been given to the managers to withdraw the interview at any
point of time.
3.3 Qualitative Secondary Research:
Qualitative secondary research is one of the major ways of getting relevant information
regarding the topic. This is the way of getting the point of view beliefs, values and ideologies
held by their authors regarding the given subject matter. By this way, a large scope of the data
has been accessed.
3.3.1 Population, sample and sampling technique:
The sources like newspaper, you-tube clippings and face book posts of the other
companies have been accessed in order to get detailed knowledge regarding the techniques,
followed by those companies in order to empower the staffs and thus increase their job
satisfaction.
3.3.2 Data collection:
Data collection method is an imperative factor of gaining significant information
regarding the given topic. For the case of present research, Financial Statements, strategic
management reports of the other companies has been collected in order to gain relevant
information about employee empowerment.
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3.3.3 Data analysis:
Data analysis is a critical factor and serves as the factor, based on which comprehensive
result of the research can be gathered (Flick, 2015). For the case of present research, the
researcher has developed themes in accordance with the findings from the qualitative secondary
research.
3.3.4 Ethical Considerations:
Ethical issues are needed to be considered in order to complete a research in a
comprehensive manner. For the case of present research, only authentic company websites and
newspapers have been accessed in terms of getting detailed data about employee empowerment.
3.4 Quantitative Secondary Research
In the case of quantitative secondary research, in-depth literature review has been
conducted (Ledford & Gast, 2018). Conduction of secondary research has supported the
researcher for gathering knowledge from the research works done by the eminent scholars.
Execution of quantitative secondary research has been analyzing the research works which have
been conducted previously on the same issue.
3.4.1 Population, sample and sampling technique:
Books, journals, and articles have been accessed in order to collect the secondary
research. Convenience sampling technique has been followed in terms of getting the desired
information which are readily available.
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3.4.2 Data collection:
In order to collect this type of data, books, journals and authentic articles have been
accessed by the researcher. It is important to avoid usage of any kind of unscrupulous books or
journals. Care has been taken by the researcher to access authentic publications.
3.4.3 Data analysis:
In this case also, thematic analysis has carried out in terms of interpreting the data that
has been collected from the secondary research.
3.4.4 Ethical Considerations:
Under no circumstances, the crucial company related information has been divulged. The
researcher has avoided using any deceitful books or journals. The research has been conducted in
accordance Data Protection Ac 1998. The result of the primary research gas been destroyed after
the completion of the research.
4.0 Findings and discussion:
The research is based on exploring the ways of empowering the staffs in order to increase
their job satisfaction. As the staffs are the greatest asset in an organization, it is imperative to
empower them in the decision making process. This is the way of catering a positive vive among
the staffs which is the key of increasing job satisfaction among them. Empowering employees is
the greatest way of enhancing their capabilities. The firms should take care towards providing
the staffs with the autonomy of taking necessary job related decision and reshape the job as per
the requirements of the customers (Lam, O'Donnell & Robertson, 2015). It has been observed
that flexible working schedule is an imperative to factor to balance the personal and professional
life of the staffs. This is the great way of empowering the staffs and enables them to increase
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their job satisfaction. Recognizing the contribution of the staffs and giving reward to them based
on the performance level are also the vital way of empowering the staffs (Yoerger, Crowe &
Allen, 2015). From the literature review, it is also evident that job redesign in accordance with
the skills and competencies are also greatest ways of empowering the staffs.
5.0 Conclusion:
Based on the discussion, it concluded by saying that empowerment plays a major role in
increasing the overall morale and success of the staffs. Happy employees are the most imperative
factors of improving the public image of the company as these employees put their best effort
towards organizational success. A successful empowerment endeavor plays a critical role in
providing the staff with a feeling of feelings of self-efficacy which is very much needed for job
enrichment. Thus, it is imperative for the companies irrespective of any industry to employ the
strategies in such a manner which can employ their working environment and thereby increase
morale and satisfaction among the staffs.
6.0 Recommendations and Implementation:
6.1 Recommendations:
Happy and productive employees are the critical factors in attaining long term success
from business. Thus, here are some recommendations which The Meat and Wine Co. Restaurant
Parramatta in order to increase employee empowerment.
 Open communication in between the employees and management is the critical factor in
empowering the employees as communication is the most important mode of keeping the
employees informed regarding the latest organizational policies and procedures.
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 Rewarding the employees based on their contribution towards organizational success is
also a great way of keeping the staffs empowered. This is the mode of keeping the staffs
motivated to perform their assigned task with utmost efficiency.
 Supporting employee’s independence is also a vital method of empowering the
employees. It is suggested for The Meat and Wine Co. Restaurant Parramatta to offer the
employees with the opportunity to take their job independently by making informed
decision.
6.2 Time frame:
Task Week 1 Week 2 Week 3 Week 4 Week 5 Week 6 Week 7 Week 8 Week 9
Introduction
Development of objectives
Stating project scope
Conduction of literature review
Developing both primary and secondary questionnaire
Conducting both qualitative and quantitative research
Research Limitation
conclusion
Figure 2: Timescale for conducting the research
(Source: As created by the author)
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