Employee Empowerment Impact on Job Satisfaction in Ghana Education

This dissertation investigates the impact of employee empowerment on job satisfaction within the education system of Ghana. It begins with an abstract, introduction, and literature review, examining the conceptual knowledge of employee empowerment and job satisfaction, evaluating the impact of empowerment, and recommending strategies for improvement. The research methodology includes an inductive approach, mixed research design, and both primary and secondary data collection. Data analysis, using MS-Excel, reveals the positive effects of employee empowerment on job satisfaction. The findings are presented with tables and charts. The study concludes with recommendations for enhancing employee empowerment to improve job satisfaction within the Ghanaian education system. The report includes an extensive discussion on the research background, aim, objectives, and significance, and offers a comprehensive outline of the structure. The research questions address understanding empowerment, its role in job satisfaction, and effective improvement strategies. Finally, the dissertation provides detailed data analysis and presents key findings and discussions supported by tables and charts, and concludes with recommendations for future research and implementation.

[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