Student Presentation of Summer 2013-2014 semester, Performance Appraisal and Productivity, Tutor-Dr. Manishankar Chakraborty

1. Relationship between
performance management
and employee empowerment
Name : Sheikha AL-Hashmi
Section:1

2. Introduction
 OBJECTIVES :
1(To understand the meaning of performance
management.
2(To understand the meaning of Employee
empowerment.
3(To know the relationship between performance
management and Employee empowerment.
4(Importance of making the employees
empowered on the organization.

3. MEANING OF PERFORMANCE
MANAGEMENT:
Process which contributes
to the effective
management of individuals
and teams in order to
achieve high level of
performance , its
establishes shared
understanding in what to be
achieved and its leading to
developing people.

4. MEANING OF EMPLOYEE
EMPOWERMENT:
 Empowerment is divided into three
components:

em power Ment
putting in,
going to work,
going in
allows people
to persuade others
change activities or
discussions in the
expected way
status or condition
arising from a
particular action,
such as starting,
molding, developing
and empowering.

5.  Empowerment is about employees exercising
discretion, autonomy, power and control in their job
to deliver expected performance.
 Motivational concept of self-efficacy. Therefore, it
has generally wider agenda and interests of the
organization.
 Empowerment is about enhancement of
employees’ autonomy in their work, and an
increased involvement and influence in decision
making.
 Empowerment is a person's ability to make
independent decisions and make use of available
resources to achieve the required goals.

6. THE RELATIONSHIP BETWEEN EMPLOYEE EMPOWERMENT
AND PERFORMANCE MANAGEMENT
 Performance management is linked to employee empowerment
in two ways;
 through goal setting:
 Increase level of accountability:
Feeling of ownership

7. Importance of
makIng the
employees
empowered on the
organIzatIon.

8.  Feeling of being a part of their own
organizations .
 Increase level of motivation and ready to
contributes and perform more
 Create more satisfying and meaningful
jobs
 Decisions can be made more quickly .

9. REFERENCES:
 Electronic Journals :-
Akbar, Etebarian, Saeid Salehizadeh, Mehdi Abzari & Saied Abdolmanafi (2010).
Importance of the Relationship between Psychological Empowerment of
Employees and Human Resources Productivity in Government Organisations.
European Journal of Economics, Finance and Administrative Services, Issue 26
(2010)
Behzad Taktaz , Sedigheh Shabaani, Atefeh Kheyri and Mahdieh Rahemipoor
(2012).The Relation between Psychological Empowerment and Performance of
Employees.SINGAPOREAN Journal Of business Economics, and management
studies .Vol.1, no.5, pp.19-26.
Serigio Fernandez & Tima Moldogogaziev (2011) . "Empowering Public Sector
Employees to Improve Performance: Does It Work? . SAGE journals.vol. 41 no. 1
23-47 .
Seung-Bum Yang, Sang Ok Choi, (2009) "Employee empowerment and team
performance: Autonomy, responsibility, information, and creativity", Team
Performance Management, Vol. 15 Iss: 5/6, pp.289 – 301
Stephen N. M Nzuve & Tsala Halima Bakari (2012)"THE RELATIONSHIP BETWEEN
EMPOWERMENT AND PERFORMANCE IN THE CITY COUNCIL OF NAIROBI",
Problems of MANAGEMENT in the 21st century . Volume 5, 2012. PP .83-98.
 Websites :
[Accessed 18th MAY 2014] .http://performance-appraisals.org/faq/empowerment.htm

10. Thank You