Effects Of Employee Empowerment Practices

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EFFECTS OF EMPLOYEE EMPOWERMENT PRACTICES ON EMPLOYEE RETENTION BY Contents CHAPTER ONE 3 1. INTRODUCTION 3 1.1 Background of the Study 3 1.1.1Employee Empowerment Practices 5 1.1.2 Employee Retention 6 1.1.3 Telecom Sector in Kenya 7 1.1.4 Safaricom Profile 9 1.2 Research Problem 9 1.3 Research Objectives 12 1.3.1 General Objective 12 1.3.2 Specific Objectives 12 1.4 Value of the Study 12 REFERENCES 12 CHAPTER ONE 1. INTRODUCTION 1.1 Background of the Study Organisations that are committed to employee empowerment are in a position to motivate and retain their employees, although it’s a complex management tool which needs to be nurtured and handled with…show more content…
The management perspective on empowerment has a long history and offers a set of tangible practices that can pull to improve performance (Koleangan & Tumewu, 2014). Organizations are implementing employee empowerment practices with the hopes of building employee’s commitment, overcoming work dissatisfaction and reducing absenteeism, turnover, poor quality work, and sabotage and more giving employees great autonomy in their work. Empowerment is a management practice of sharing information, rewards and power with employees so that they can take initiative and make decisions to solve problems and improve service and…show more content…
Employee retention also assists in reducing the cost of recruitment, increased productivity and morale, good organization image and keeping inside information more private. It will become significantly more important in the years ahead to recognize the commitment of individuals to an organization as well as the organizations need to create an environment in which one would be willing to stay (Harris, 2000). Loyal employees usually remain with an organization for a long period of time. In many organizations it is desirable to have long tenured employees, although this situation taken to an extreme can also create a problem (Phillips et al, 2002). Effective management of employee retention is focused primarily on those groups of staff you employ whose resignations are the most problematic from the organization’s point of view. The loss of an average performer in one of these groups is often more damaging for the organization than the loss of someone outstanding from some other group (Taylor,

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