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• W770772632 abstract "IntroductionNowadays, the gap between the communities and nations involve wisdom and ignorance. Thus, the main challenge is the challenge for knowledgeable and capable manpower. The importance of the manpower has been approved as the most important factor in the operating chains of organizations and the considering organizations have taken that foe granted in their activities (Abdollahi, Naveh-Ebrahim; 2006). Due to increasing competitiveness in the present era, managers have no enough opportunities to control the employees, and they should spend most of their times and potentials in identifying the internal and external environments of their organizations, leaving the routine daily duties to the employees. Employees could do their duties when they possess adequate skills, knowledge and capabilities and recognize the organizational goals properly. The tool that could help managers in this field is the process of of the employees.Empowerment is a new subject in human resource development. However, due to the diversity in research and studies in this field, it has extensive literature to be considered. The diversity has caused development of the contents in from one side, and from the other side, it has led to lack of integrity and lack of providing a comprehensive model in (Litterall, 2007).Charles Handy (1995) stated that the common and traditional resources of wealth (land, raw materials, technology and even unskilled workers) could be purchased in necessary periods, but the only factor that the work could not be continued without it is the capable manpower that could use all the mentioned resources to achieve the best advantages. The aim of is to stimulate the brains of individuals as their arms. Empowerment points to an inner sense in individuals that cause them to make decisions in work processes, independently (Mike van & Luarie Thomas, 1995).As a whole, as a management activity, the employees' is categorized into two main types: direct and indirect. The direct forms include giving more responsibilities to people or teams to execute and manage their duties and also participation in making decisions. The examples of direct form include job enrichment, self-managing work teams and many of the total quality control aspects or continual improvement. The indirect forms include the extensive attendance of the groups from quality offices to management boards. However, most of the innovations are established from the direct method (Leach and Wall, 2005).A Review on the Research LiteratureThe word empowerment is used for indicating a new form of involving the employees that has become prevalent since 1980s (Wilkinson, 1998). It is a word that is derived from many fields such as psychology, economics, education, and the studies in social and organizational domains (Page and Czuba, 1995). The history of preliminary definitions of goes back to 1788, where was r egarded as delegation of authority through individuals' organizational roles. This authority should be given to the person or be seen in his/her organizational role (Aghayar, 2003).There are various definitions of and the definitions by theorists such as Whetten and Cameron indicate that means helping people to improve their self-confidence and overcome their sense of inabilities and distress (Yazdani, 2002). Employees do not only need to have authority in empowerment, but they also should have enough trainings and adequate financial credits and information, to be able to be responsible about their decisions (Yoon, 2001). Empowerment is instructing to others what they can do in order to have less reliance on the supervisors (Hog & Hill, 2004).In a more general classification about empowerment, it can be said that people like Scott & Jaffe (1991), Bowen and Lower (1995), Schoell et al. …" @default.
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• W770772632 date "2014-09-01" @default.
• W770772632 modified "2023-09-26" @default.
• W770772632 title "Investigating the Level of Empowerment in Employees and Its Relations with Organizational Factors" @default.
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