LITERATURE REVIEW

MAHFUZ JUDEH (2011):- The author determines that there were no significant differences
towards employee involvement due to gender or marital status, while participants significantly
differed in terms of educational level. The results of this study had many implications for human
resources and other practitioners and managers who must enhance the teamwork atmosphere in
their organizations. As for the originality/value, employee involvement and teamwork
effectiveness had previously lacked attention, especially in the Middle East countries, and this
paper contributed to the body of knowledge by empirically studying the correlation between
employee involvement and teamwork effectiveness.
PERMINDER JIT SINGH , KS SANGWAN (2011):- The author determines management
commitment and employee empowerment are most important and vital principles for the
successful implementation of any newer manufacturing system or modern practice in any
organization because the newer systems/practices require changed roles for people at all levels.
Environmentally conscious manufacturing (ECM) being a new paradigm in manufacturing
requires the changed roles for top management, middle management and employees. The author
identifies the top management commitment, middle management commitment and employee
empowerment measures for the successful implementation of ECM.
BENJAMIN JAMES INYANG (2011) :- The author suggest that the strategic role of the
human resources of an organization. The HR function focuses on building the human capital that
drives the organizational activities to success. He recommends the HR strategies and practices
that mangers can adopt to drive optimum value from employees, and these range from proper
selection of the right people through employee empowerment, capacity building, employee
motivation to improved organizational rewards.

HARJEET KAUR (2011):- The author emphasis on Increasing employee motivation for
environmental endeavors continues to be poorly understood. The auhtor suggests that
management commitment, employee empowerment, feedback and review, and rewards may be
significant predictors of environmental performance and hence successful environmental
management system (EMS) implementation. The results of the regression analysis suggest that
management commitment, feedback and review, and empowerment have a significant positive
relationship to perceived environmental performance. However, the relationship between
rewards and perceived environmental performance was statistically insignificant.
The author focuses on the issues of employees empowerment, their training needs, suggestions
and other issues related to it. The result of the study was that empowerment helps to play a wider
role in an organization as a process owner. {S. THAMIZHMANII , S. HASAN (2010)}
DEAN TJOSVOLD , HAIFA SUN AND YIFENG CHEN (2003) :- An experiment conducted
by author in China tested the hypotheses that employee performance and interpersonal
relationship with the manager affect the use of power. Results indicate that participants used their
power to provide directly relevant information to employees who demonstrated their need by
performing ineffectively. In addition, participants with cooperative, compared to competitive and
independent, goals assisted, encouraged, supported, and empowered their employees. Results
were interpreted as suggesting that demonstrating a need for managerial power and developing
cooperative goals are important bases for fostering empowerment.

ZUVARASHE JUDITH MUSHIPE (PHD) :- This journal is based on the Zimbabwe employee
involvement model that focuses on three areas which are decision-making, information-sharing
and power sharing. The model was initiated in the country in the 1980s as a way of empowering
employees in different companies in the land. Government initiated the model as a way of
addressing the inevitable change in the business environment. The study carried out in the Food
Manufacturing Sector argues that involving employees in decision-making, information-sharing

and power sharing results into the employees experiencing job satisfaction. The results indicated
a positive relationship between employee involvement and job satisfaction.

The objectives of this study were to examine how empowerment is perceived by the front-line
hotel employees and secondly, to identify the factors affecting empowerment within the industry.
The result of this study indicated that not only gender, socio-demographic factors were have
strong influence on the diffusion of empowerment among employees but the employees feel
empowered with the factors such as communication, coaching, participation, training and
reward. The management should pay attention to this. (Kartinah Ayupp, Then Hsiao Chung ,
2010). This study is related to the factors that mitigate job stress in the service industry. The
objective of this study was to examine the impact of transformational leadership and employee
empowerment on employee job stress. The outcomes of this study were that the improvement in
the level of perceived transformational leadership used by leaders and employee empowerment
mitigate the job stress of the customers contact service employee in Indian hotel industry. (Gill,
Flaschner, Bhutani (2010). The objective of this study was to identify the new methods to
motivate employees in order to maintain and enhance competitive advantage. This study focuses
on factors affecting employee empowerment in Sistan and Baluchestan University- Iran and
introduces strategies to improve it. The outcome of this study was that job enrichment,
devolution, performance-based rewards, participative management, suggestion system, teamwork formation and participation in goal-setting as the main ways of empowerment. {Yazdani ,
Yaghoubi , Giri (2011)}. This paper focuses on employee empowerment: extent of adoption and
influential factors. The objective of this paper is to examine the influence of organizational and
cultural factors on the extent of adoption of employee empowerment. The results of this study is
that with the cultural factor, teamwork, and the organizational factors, training and link to
rewards, have a significant impact on the overall level of adoption of employee empowerment.{
Baird and Wang (July, 2009)}. This study focuses on the employee empowerment in IT sector. In
this paper, author examine an employee versus a manager conceptual model of employee
empowerment program and examine this issue in light of relevant theories of leadership,
motivation theories, and cognitive science. This study concludes that empowerment requires
fundamental changes in an organization culture, behavior, leadership style, and employees

shared of risks and responsibilities. The autocratic leadership style defines the external
commitment in term of job description, behaviors, and performance goals for employees.{
Arman Kanooni (2005) }. This author aims to review the
various themes of empowerment primarily in the specialized publication, Empowerment in
Organizations, during 1994-1996 in order to expose empowerment theories and practices
of potential value to the hospitality and tourism industries.
Employee involvement model that focuses on three areas which are decision-making,
information-sharing and power sharing. The driving forces for change are well known:
new technology, new types of competition, economic uncertainty, evolving customer needs,
deregulation, globalization and fragmentation of markets. As per study there is a positive
relationship between employee involvement and job satisfaction. (Zuvarashe Judith
Mushipe,2011). Empowerment of employees and generating organizational commitment among
them is perceived as going a long way in differentiating one organization from the rest. The
author attempts to explore the relationship between psychological empowerment and
organization commitment. As per study psychological empowerment led to commitment at
workplace. (Dr. Preeti S. Rawat,2011). Employee empowerment is needed in order to enable the
organization to respond quickly to any changes in macro-environment. Employee empowerment
has become buzz word and recent trends in both the public and private sector. As per this study
employee empowerment is essential to assist organizations to respond quickly to any
environmental changes and reduce employee turnover (H. ongori, J.P.W shunda, 2008).
Employee empowerment, which is one of the concepts of new management, gaining from
different knowledge, skill and talent of the employees at the highest level, plays an important
role in internal and external customer satisfaction. As per this study companies having
differentiation capabilities, has transformed human resource into the strategically competitive
element of a company. Employee empowerment causes to benefit from different knowledge,
skills and capabilities of human resource at maximum degree. (Prof. Dr. Nihat KARAKOC,
2009).