Reference no: EM133861130

Question

The Self-Determination Theory according to Deci and Ryan, 1985 suggests that autonomy, competence, and relatedness are key psychological needs for motivation. Empowerment fulfills these needs by granting employees autonomy in decision making and opportunities to develop their skills. Studies have shown that empowerment leads to increased job performance, innovation, and commitment (Spreitzer, 1995). However, if not implemented correctly, empowerment efforts can lead to demotivation. For example, if a manager delegates responsibilities without providing adequate resources, training, or clear expectations, employees may feel overwhelmed and unsupported. In addition, if empowerment is applied inconsistently, favoring certain employees over others, it can create resentment and disengagement. Some employees may also prefer structured guidance over autonomy, making empowerment feel like an added burden rather than a motivator. Research by Conger and Kanungo (1988) emphasizes that empowerment should be a balance between autonomy and support. To ensure positive outcomes, managers must communicate clearly, provide necessary resources, and tailor empowerment strategies to individual employee needs and preferences.