What is the expected outcome of empowering employees in decision-making?

What is the expected outcome of empowering employees in decision-making?

• A. Decreased productivity
• B. Increased motivation
• C. Deferring to management
• D. Reduced accountability

Answer: (B)

Empowering employees in decision-making is linked to increased motivation because it gives individuals a sense of ownership and responsibility over their work. When employees are involved in decision-making processes, they feel valued and recognized for their contributions. This engagement fosters a stronger connection to their tasks and the goals of the organization, leading to improved job satisfaction and morale. As employees see that their input can lead to tangible changes and outcomes, their intrinsic motivation to perform well and contribute positively to the team often rises significantly. In contrast, decreased productivity would typically result from disengagement, not empowerment. Deferring to management suggests a lack of autonomy, which contradicts the very concept of empowerment. Reduced accountability implies that employees would not take responsibility for their actions, which is typically not the case when they feel empowered; rather, they often take on more accountability for their decisions and work outcomes.

Empowering employees in decision-making is linked to increased motivation because it gives individuals a sense of ownership and responsibility over their work. When employees are involved in decision-making processes, they feel valued and recognized for their contributions. This engagement fosters a stronger connection to their tasks and the goals of the organization, leading to improved job satisfaction and morale. As employees see that their input can lead to tangible changes and outcomes, their intrinsic motivation to perform well and contribute positively to the team often rises significantly.

In contrast, decreased productivity would typically result from disengagement, not empowerment. Deferring to management suggests a lack of autonomy, which contradicts the very concept of empowerment. Reduced accountability implies that employees would not take responsibility for their actions, which is typically not the case when they feel empowered; rather, they often take on more accountability for their decisions and work outcomes.