Factors Influencing Employee Perception of Empowerment: a Case Study of the Staff of the University of Nairobi
Abstract
The objective for this study was to determine the factors that influence employee
perception of empowerment at the University of Nairobi. The University being an
agent of change is also looked at as an environment where empowerment of
employees should be greatly fostered. Empowerment consists of sharing power
and authority. Empowerment means letting go of the authority to make certain
decisions. For the University to achieve its key objective of becoming a worldclass
institution of higher learning, it has become necessary to seriously involve
members of staff at all levels. This calls for staff members to be fully empowered
to take the initiative, make decisions and solve problems promptly. Presently
there is a discrepancy between the management and employee perception of
empowerment of University of Nairobi staff.
The literature herein has looked at various issues relating to empowerment such
as the concept, need, context, benefits and limitations of empowerment,
empowerment as a management tool, empowerment policies and perception.
The study used survey research design. A sample size of 312 respondents were
drawn from a target population of 3917 staff members of the University of Nairobi
through stratified random sampling procedure. The primary data was collected
using a questionnaire and analyzed using tables, means, percentages and factor
analysis.
The major findings indicated that the following were the factors that influence
perception of employee empowerment at the University of Nairobi: requisite
competence/capabilities, management, peer, technology support, organizational
culture, the meaningfulness of the job, self-determination, impact and
participation in decision-making. The University of Nairobi indicated that they are
highly empowered with a mean score of 60%. They further stated that they would
feel more comfortable if they were allowed to make decisions regarding their
work (76.7%). The lowest rated aspect was with regard to involvement in
decisions that affect one‟s job (49%).
The study recommends more training for staff to gain mastery of skills, involvement in
decision-making, institutionalisation of physical and emotional fulfilment strategies,
development of an empowered organizational culture with an aim of achieving worldclass
status.
Publisher
University of Nairobi
Description
MBA Thesis