The empowerment of employees. What are its effects for the companies?

Inhaltsverzeichnis

Abstract

1 Introduction

2 Background information

3 Purpose of report

4 Methodology

5 Research Survey

6 Survey results

7 Results of the survey

8 Data analysis

9 Recommendation

10 Conclusion

Interview

Questionnaires

References

Abstract

As a result of the need of employees’ empowerment by various companies all over the world, it is considered necessary to study the nature of human resources in different institutions meant for the purpose of employees empowerment or meant for motivating the employees in the international companies or businesses (Burke & Cooper, 2005: Hill & Jones, 2007: Hill & Jones, 2011: Siebel & Malone, 2002: Burke & Cooper, 2010). The need of empowering the employees is considered a very significant factor in the improvement of the companies labor force output as well as ensuring work diversity in the organization bringing in a lot of new skill and invention in the business operations. Since employees, empowerment attracts many skilled workers from different backgrounds or the various ethnic groups (Cummings & Worley, 2014: Potterfield, 1999: Vogt, 1990: Kondalkar, 2009: Mgbeke, 2009: Wolf, 2011: Fu, 2011).

The study research is based on two companies which are the Dell Company and its authorized dealer in bahrain Computer World WLL and the HP Company and its authorized dealer in bahrain Zayani Computer Systems which majorly deal with electronic appliances like computers, laptops, and televisions. The reports research on the methods used by the two institutions in the implementation of the employee's empowerment in the Dell and the HP Companies as well as the reasons why the two companies give the process of employees’ empowerment more time and consideration during the evaluation of the company’s resources allocation (Cummings & Worley, 2014: Potterfield, 1999: Vogt, 1990: Kondalkar, 2009: Mgbeke, 2009: Smither, Houston, & McIntire, 2016: Wolf, 2011: Fu, 2011).

To obtain relevant information about the two companies, two different interviews are carried out separately in the two organizations Computer World WLL and bahrain Zayani Computer Systems , Another method used to obtain data about the two companies is by completing the survey. The study is done by the utilization of the questionnaires. One of the surveys used to derive relevant information about the method employment by the Dell Company and the HP Company had 200 respondents, and the survey had a questionnaire with 39 questions . The HP Company and Dell Company have scores of employees making them suitable for this for the report about employees’ empowerment in different institutions operating internationally (Burke & Cooper, 2005: Hill & Jones, 2007: Hill & Jones, 2011: Siebel & Malone, 2002: Burke & Cooper, 2010).

Some of the questionnaires were provided to the employees of both companies where some of them were answered and returned by the interviewers who majorly the Dell company workers and the HP company workers while others were not (Burke & Cooper, 2005: Hill & Jones, 2007: Hill & Jones, 2011: Siebel & Malone, 2002: Burke & Cooper, 2010). But the answered questionnaires provide enough information that was sufficient to come out with a report about employees’ empowerment in the two organizations operating internationally. To be precise, the two methods used to acquire information about the two businesses under comparison was the use of questionnaire and survey methods of data collection (Burke & Cooper, 2005: Hill & Jones, 2007: Hill & Jones, 2011: Siebel & Malone, 2002: Burke & Cooper, 2010).

Other methods used to collect information about the study is through interview of the Companies employees and the company’s management official as well as the analysis of the company’s financial statement. The accounting analysis done was relating to the employee's empowerment in the form of motivation and allowances as well as the security or protection they are given while operating in the business working environment. (Cummings & Worley, 2014: Potterfield, 1999: Vogt, 1990: Kondalkar, 2009: Mgbeke, 2009: Smither, Houston, & McIntire, 2016: Wolf, 2011: Fu, 2011).

The summary of the report will explain it out clearly the how the Dell Company and the HP Company take into consideration the need of empowering their workers majorly in their working environment.

Some of the assumptions made in the report include:

All the methods applied by all companies operating worldwide in empowering the workers apart from those implemented by the Dell company and the HP company are all similar. The ways of motivation enforced by the two firms to motivate its workers are all similar internally in all companies operating in the globe. It is also assumed that the information provided by the operators of the two companies during their interview as well as in the questionnaires are correct and no other external force was applied to those who were answering the questionnaires (Burke & Cooper, 2005: Hill & Jones, 2007: Hill & Jones, 2011: Siebel & Malone, 2002: Burke & Cooper, 2010).

1 Introduction

Employees Empowerment (Workers strengthening) in the organization involves giving the representatives of the workers a specific level of self-rule and obligation regarding central leadership on their particular hierarchical errands in the organization. Therefore through empowerment of the employees, the company output, as well as the company visions, are likely to be satisfied by promoting the growth of the enterprise (Cummings & Worley, 2014: Potterfield, 1999: Vogt, 1990: Kondalkar, 2009: Mgbeke, 2009: Smither, Houston, & McIntire, 2016: Wolf, 2011: Fu, 2011).

The report explores the relationship between the employees working procedures and the performance of Dell Company and the HP Company which is operating internationally about the level each of the two institutions empowers their workers. The results obtain in this report are based on a survey carried out by the Dell company and the HP Company which is which international companies are operating in all corners of the world (Burke & Cooper, 2005: Hill & Jones, 2007: Hill & Jones, 2011: Siebel & Malone, 2002: Burke & Cooper, 2010).

The report outlines the theoretical Approaches applied by the Dell and the HP Company in empowering their employees. The theoretical approaches which are basically they are three in number which the two companies use in empowering their employees operating their foreign branches are put into consideration. For example, the approach putting into consideration the socio-structural perspective of the employees, the approach that called into account the critical perspective of the workers and lastly the approach that mainly concerned with the employee's psychology (Cummings & Worley, 2014: Potterfield, 1999: Vogt, 1990: Kondalkar, 2009: Mgbeke, 2009: Smither, Houston, & McIntire, 2016: Wolf, 2011: Fu, 2011).

The questionnaires questions are as well organized to identify the advantages that the HP Company and the Dell Company operating internationally obtain from empowering their workers in their working environment in the event of promoting the two companies products. For example, through employees’ empowerment, the responsive organization rate to emergency issues and problems are significantly enhanced as well as the employee's commitments to work (Burke & Cooper, 2005: Hill & Jones, 2007: Hill & Jones, 2011: Siebel & Malone, 2002: Burke & Cooper, 2010).

Lastly, the survey is designed to put into consideration the disadvantages the Dell and the HP Company realized from empowering their workers operating internationally. For instance, employees’ empowerment results into coordination problems of the business activities carried out by the HP Company and the Dell Company (Cummings & Worley, 2014: Potterfield, 1999: Vogt, 1990: Kondalkar, 2009: Mgbeke, 2009: Smither, Houston, & McIntire, 2016: Wolf, 2011: Fu, 2011)

2 Background information

The Dell Inc. The company is one of the most influential businesses in the world dealing majorly with the computers products started in the year 1992. The company was started by the owners using only $1,000. Later after the commencement of the company the company sold some of its shares to the IPO. The company used to sell custom build computers directly to its end users or customers across the world. The Dell Company today has over 78,000 workers all over the world who are taking part in the sale of the company products (Burke & Cooper, 2005: Hill & Jones, 2007: Hill & Jones, 2011: Siebel & Malone, 2002: Burke & Cooper, 2010).

The mission of the Dell Company is to be among the best computer dealing enterprises that are successful in the word by ensuring good standard services delivery to its clients as well meeting the company consumers’ expectations like competitive prices leading technological products required by the companies as well providing flexibility of the customer's capability in the market. Following the company mission, the company finds it imperative to put into consideration the needs of empowering his employees or workers to ensure they deliver high-quality services to the company clients that will meet the consumer's expectations as outlined in the enterprise mission (Cummings & Worley, 2014: Potterfield, 1999: Vogt, 1990: Kondalkar, 2009: Mgbeke, 2009: Smither, Houston, & McIntire, 2016: Wolf, 2011: Fu, 2011).

Hewlett Packard organization (HP) is an American multinational Information Technology Association that gives equipment and programming administrations to little, medium and expansive estimated organizations crosswise over ventures. It likewise has a broad scope of IT items to offer. The business founders include William “Bill” Redington Hewlett and Dave Packard. It was started in the year 1939. The organization today concentrate on the manufacturing of personal computers, the computers software, computers storage devices and the networking hardware. The organization as well has over 3,170,500 employees internationally which take the responsibility of selling and promoting the company products (Burke & Cooper, 2005: Hill & Jones, 2007: Hill & Jones, 2011: Siebel & Malone, 2002: Burke & Cooper, 2010).

The mission of the HP computers dealing Company is to ensure customers respect by providing the company clients with high-quality products and services to meet their technological needs while using the company products. Also in the core values of the company, it is a mandate for the business to ensure it gets maximum profits from the sales of its products internationally through the expression of the market leadership qualities as well showing leadership capabilities in its employees operations while interacting with clients (Burke & Cooper, 2005: Hill & Jones, 2007: Hill & Jones, 2011: Siebel & Malone, 2002: Burke & Cooper, 2010).

Following the company mission, the company finds it imperative to put into consideration the needs of empowering his employees or workers to ensure they deliver high-quality services to the business clients that will meet the consumer's expectations as outlined in the enterprise mission. The company is suitable for the study as it also has a larger number of employees all over the world (Burke & Cooper, 2005: Hill & Jones, 2007: Hill & Jones, 2011: Siebel & Malone, 2002: Burke & Cooper, 2010).

3 Purpose of report

The objective of this research is to explore the various methods as well as the different ways the Dell Company and the HP computer and software company employed in empowering their consumers while carrying out their duties in the organization or the institution's branches internationally.

Also, the reports outlines advantages companies realized from enabling their workers in their working environment, for example, the ability of the companies to gain comparative advantage from empowering their employees effectively.

Another purpose of this research report is to come out with both the internal factors and external factors which influence the ability of the Dell computer dealing company as well as the HP Company for software, computers hardware and networking materials. The factors are determined through analysis of the enterprise's human resources management in the company as well as the company rewards to employees’ performance in the organization (Cummings & Worley, 2014: Potterfield, 1999: Vogt, 1990: Kondalkar, 2009: Mgbeke, 2009: Smither, Houston, & McIntire, 2016: Wolf, 2011: Fu, 2011).

The research analyses the advantages the institutions (Dell Company and the HP Company) obtains from operating in the international market to encourage globalization of their business services in making an effort to ensure high standards of the employee's empowerments.

4 Methodology

The methods used to collect data or information about employees’ empowerment in the two companies which is Dell Company, and the HP Company was through the use of interview as well as the use of questionnaires in the form of a survey of the companies’ workers as well the institution's top managers. Also, analysis of the empowerment of records of employees in the two companies’ statistical records like employees’ promotions and motivation activities was carried out as a way of obtaining accurate information for the study (Cummings & Worley, 2014: Potterfield, 1999: Vogt, 1990: Kondalkar, 2009: Mgbeke, 2009: Smither, Houston, & McIntire, 2016: Wolf, 2011: Fu, 2011).

5 Research Survey

The survey was conducted to determine the competitive advantage earned mostly from the efficient delivery process and the quality of the product by the Dell Company and HP Company as a result of the company empowering its employees. The method of enabling the companies’ workers has been a key factor in advancing the firm from being local to international while making the sales of its products. The survey puts into account the external factors and internal factors which influence the two institutions in making an effort to empower its workers (Cummings & Worley, 2014: Potterfield, 1999: Vogt, 1990: Kondalkar, 2009: Mgbeke, 2009: Smither, Houston, & McIntire, 2016: Wolf, 2011: Fu, 2011).

Also the survey questions are designed to address issues such as the relationship between the employees working procedures and the performance of Dell Company and the HP Company which is operating internationally, the theoretical Approaches applied by the Dell and the HP Company in empowering their employees, the advantages the institutions get from empowering their workers as well as the disadvantages the organization realizes from empowering their worker (Cummings & Worley, 2014: Potterfield, 1999: Vogt, 1990: Kondalkar, 2009: Mgbeke, 2009: Smither, Houston, & McIntire, 2016: Wolf, 2011: Fu, 2011).

6 Survey results

The first quarter: indicates that one hundred responders were able to answer all the questions in the questionnaire and this accounted for the 50% of the responders among the 200 total respondents.

The second portion represents forty responders accounting for 20% of the responders who answer only 20 questions out of the provided 39 questions

The third part of the chart represents the thirty-nine responders equaling to 17.5% of the respondents who responded to the first twenty questions only in the questionnaires provided to them.

The last portion or quarter indicates the twenty-five responders who answered only 15 questions out of the provided 39.

The formal reports as subsidiary data to present the experiential situation of Dell Company and the HP Company. That is a correct image as well as the reputation of a business firm provide a positive impact on the business activities as well as the efforts the firm put to promotes the employees empowerment for the benefit of the company a whole (Cummings & Worley, 2014: Potterfield, 1999: Vogt, 1990: Kondalkar, 2009: Mgbeke, 2009: Smither, Houston, & McIntire, 2016: Wolf, 2011: Fu, 2011).

7 Results of the survey

Some of the results obtained from the survey according to the responses issued by both the Dell company officials and employees as well the HP company staff and employees include:

- The process of employees’ empowerment has resulted in increasing the sales as well as rise in the productivity of the business
- The two companies have been in a position of fulfilling its missions and embracing their virtues through the implementation of the enterprise’s employee’s empowerment as spelled out in the organization draw board.
- There is a greater relationship or dependency between the Dell Company as well as the HP company employees’ performance and the level of empowerment to employees put in place by the respective companies.
- The survey outlines the theoretical Approaches applied by the Dell and the HP Company in empowering their employees. The three theoretical approaches described in the study questionnaires includes the socio-structural perspective of the employees, the critical perspective of the workers and the approach that mainly concerned with the employee's psychology
- The poll put it clearly the advantages that the HP Company and the Dell Company operating internationally obtain from empowering their workers in their working environment in the event of promoting the two companies products. The major advantage realizes faster rate of response by the two institutional workers in cases of emergency issues and problems as well as it promotes work commitments (Cummings & Worley, 2014: Potterfield, 1999: Vogt, 1990: Kondalkar, 2009: Mgbeke, 2009: Smither, Houston, & McIntire, 2016: Wolf, 2011: Fu, 2011).
- The survey as well puts it. Apparently the disadvantage realizes from the companies employees empowerment, for instance, employees’ empowerment results into coordination problems of the business activities carried out by the HP Company and the Dell Company.
- From the survey, the internal factors and the external factors such as government intervention the Dell and HP companies are affecting the level of employee’s empowerment in the two institutions (Cummings & Worley, 2014: Potterfield, 1999: Vogt, 1990: Kondalkar, 2009: Mgbeke, 2009: Smither, Houston, & McIntire, 2016: Wolf, 2011: Fu, 2011).

The research analyses the advantages the organizations (Dell Company and the PH Company) obtains from operating in the international market by encouraging their business services in making an effort to ensure high standards of the employee's empowerments (Cummings & Worley, 2014: Potterfield, 1999: Vogt, 1990: Kondalkar, 2009: Mgbeke, 2009: Smither, Houston, & McIntire, 2016: Wolf, 2011: Fu, 2011). The outline of respondents’ replies to the questionnaire that was given out was received from the 200 respondents.

The framework provided constitute to 100% response rate, though some respondents did not answer all the questions. 100 responders answered all the issues while 20% answered only 30 questions. 17.5% responded to the first twenty questions while 12.5% answered only ten questions. Some senior officers were also interviewed to determine the competitive advantages enjoyed by the company Burke & Cooper, 2005: Hill & Jones, 2007: Hill & Jones, 2011: Siebel & Malone, 2002: Burke & Cooper, 2010.

8 Data analysis

The major advantage the Dell company and the HP company obtains from empowering their workers in their working environment is the ability of the two institutions to get a comparative advantage while competing with other related companies found all over the world. The comparative advantage realized is as a result of motivation workers gain from empowering them hence they present the company in a conventional manner to achieve its goals and virtues. (Cummings & Worley, 2014: Potterfield, 1999: Vogt, 1990: Kondalkar, 2009: Mgbeke, 2009: Smither, Houston, & McIntire, 2016: Wolf, 2011: Fu, 2011).

Apart from the employees empowerment by the Dell and HP company, there are also internal factors and the external factors in the company’s operating environment for example the government intervention (both the local government where societies are base and the other governments in other nations where the branches of the institutions serve) in the Dell and HP companies are other factors affecting the level of employee’s empowerment in the two organization (Burke & Cooper, 2005: Hill & Jones, 2007: Hill & Jones, 2011: Siebel & Malone, 2002: Burke & Cooper, 2010). Through the external actors like the government intervention the Dell company and the HP, companies are finding it had to coordinates the process of the employee's empowerments (Burke & Cooper, 2005: Hill & Jones, 2007: Hill & Jones, 2011: Siebel & Malone, 2002: Burke & Cooper, 2010)

The advantages that the HP Company and the Dell Company operating internationally obtain from empowering their workers in their working environment in the event of promoting the two companies products. The major advantage realizes faster rate of response by the two institutional workers in cases of emergency issues and problems as well as it promotes work commitments (Burke & Cooper, 2005: Hill & Jones, 2007: Hill & Jones, 2011: Siebel & Malone, 2002: Burke & Cooper, 2010).

The disadvantage realizes from the companies employees empowerment, for instance, employees’ empowerment results into coordination problems of the business activities carried out by the HP Company and the Dell Company. The cause of the inability of the company to coordinate its practical activities in the world is due to a large number of branches as well as employees all over the world which cannot be easily found at one place for communication (Cummings & Worley, 2014: Potterfield, 1999: Vogt, 1990: Kondalkar, 2009: Mgbeke, 2009: Smither, Houston, & McIntire, 2016: Wolf, 2011: Fu, 2011). The Dell and the HP companies have a larger number of customers and workers all over the world since both are international companies marketing products which are required by all consumers worldwide. For instance, the deal company has over 300, 000 workers in the world and the HP company has a proximately 3, 000,000 employees in the world. A large number of employees by this two companies makes it difficult for them to carry out the coordination of the business workers empowering (Cummings & Worley, 2014: Potterfield, 1999: Vogt, 1990: Kondalkar, 2009: Mgbeke, 2009: Smither, Houston, & McIntire, 2016: Wolf, 2011: Fu, 2011).

9 Recommendation

For the companies to empower their workers efficiently in the working environments, the company managers or planning sector of the companies needs to put into consideration the external factors in the business operating environment which likely negatively influence the empowerment of the workers, for example, both foreign and the local governments intervention into the firm through ways like taxation (Cummings & Worley, 2014: Potterfield, 1999: Vogt, 1990: Kondalkar, 2009: Mgbeke, 2009: Smither, Houston, & McIntire, 2016: Wolf, 2011: Fu, 2011).

It is advisable that the companies employ the right methods of empowering their workers to be able to compete for favorable with other institutions in their operating environments. Also through acquiring of the right employees authorizing plans the HP Company as well as the Dell Company can gain a comparative advantage in their product marketing system or basically in their particular marketing mix (Cummings & Worley, 2014: Potterfield, 1999: Vogt, 1990: Kondalkar, 2009: Mgbeke, 2009: Smither, Houston, & McIntire, 2016: Wolf, 2011: Fu, 2011).

It is advisable that the firms (Dell Company and the PH Company) obtain a reliable insurance cover to help them gain the customers confidence. The management team should also establish ways of motivating their employees (Willy & Derek 2003: Ina, Wes, & Klaus 2013: Günter, Ingmar, & Shad 2012: Dennis, Randall, & Ibraiz 2012: Nilanjan 2007: Edward, John 2003). Through acquiring of the insurance cover by the companies (Dell Company and the PH Company), the institutions will be able to make some improvements in their output level as well as improvements of services they offer internationally thereby increasing the profits margins in the two companies. (Cummings & Worley, 2014: Potterfield, 1999: Vogt, 1990: Kondalkar, 2009: Mgbeke, 2009: Smither, Houston, & McIntire, 2016: Wolf, 2011: Fu, 2011).

It is recommended that the firm employs expertise in financial management who are able to balance between the costs incurred by the firm and the returns. The management team must also be able to establish ways of dealing with instabilities of cash flows (Burke & Cooper, 2005: Hill & Jones, 2007: Hill & Jones, 2011: Siebel & Malone, 2002: Burke & Cooper, 2010).

It also advisable that the firm become sensitive on any customer complaints and work on them instantly. There should be means of approaching customers whenever there arises a conflict with the customers in order to win their confidence and maintain the reputation of the firm (Cummings & Worley, 2014: Potterfield, 1999: Vogt, 1990: Kondalkar, 2009: Mgbeke, 2009: Smither, Houston, & McIntire, 2016: Wolf, 2011: Fu, 2011).

10 Conclusion

Employees’ empowerment by the different organization may result in both adverse effects and adverse effects on the society. By the Dell company ensuring employees’ empowerment, it experiences both positive influences and negative influence in its operating activities (Cummings & Worley, 2014: Potterfield, 1999: Vogt, 1990: Kondalkar, 2009: Mgbeke, 2009: Smither, Houston, & McIntire, 2016: Wolf, 2011: Fu, 2011). Also, the HP Company dealing with both computers and software as well experience both negative effects and positive effects of implementing employees’ empowerment in their operating environments. Apart from the employee's empowerments, both Dell, and the HP Company are putting more focus on the external factors which are likely to influence the operation of the business (Burke & Cooper, 2005: Hill & Jones, 2007: Hill & Jones, 2011: Siebel & Malone, 2002: Burke & Cooper, 2010).

Through employees empowerment both the Dell and the HP company are gaining a competitive advantage in their operating environment internationally from the efficient delivery process and the quality of the products the Dell Company and HP Company provides as a result of the company empowering its employees giving them motivation towards work thus present the company in the most appropriate way (Burke & Cooper, 2005: Hill & Jones, 2007: Hill & Jones, 2011: Siebel & Malone, 2002: Burke & Cooper, 2010).

The advantages that the HP Company and the Dell Company operating internationally obtain from empowering their workers in their working environment in the event of promoting the two companies products. The major advantage realizes faster rate of response by the two institutional workers in cases of emergency issues and problems as well as it promotes work commitments (Burke & Cooper, 2005: Hill & Jones, 2007: Hill & Jones, 2011: Siebel & Malone, 2002: Burke & Cooper, 2010).

The internal factors and the external factors such as government intervention in the Dell and HP companies are other affecting the level of employee’s empowerment in the two institutions (Burke & Cooper, 2005: Hill & Jones, 2007: Hill & Jones, 2011: Siebel & Malone, 2002: Burke & Cooper, 2010).

For the companies to empower their workers efficiently in the working environments, the company managers or planning sector of the companies needs to put into consideration the external factors in the business operating environment which likely negatively influence the empowerment of the workers, for example, both foreign and the local governments intervention into the firm through ways like taxation (Cummings & Worley, 2014: Potterfield, 1999: Vogt, 1990: Kondalkar, 2009: Mgbeke, 2009: Smither, Houston, & McIntire, 2016: Wolf, 2011: Fu, 2011).

Interview

1. What are some of the competitive advantages that you enjoy as a firm from promoting the acts of the employee's empowerment?

Manager 1: through employees’ empowerment, the company has been able to attract more customers due to the excellent communication skills as well as the proper interaction of the employees with potential clients (Burke & Cooper, 2005: Hill & Jones, 2007: Hill & Jones, 2011: Siebel & Malone, 2002: Burke & Cooper, 2010).

2. What are the factors that contribute inability of the institution to promote actually employees empowerment by the company?

Manager 1: the various factors have contributed to failure of the enterprise to promote employees empowerment effectively, is the external intervention in the business like the government restrictions as well as the internal factors like the large number of the company workers all over the world which are hard to manage from one central location which is the capital or headquarter of the companies (Burke & Cooper, 2005: Hill & Jones, 2007: Hill & Jones, 2011: Siebel & Malone, 2002: Burke & Cooper, 2010).

3. What other factor leads to high market demand for company products?
Economist 1: some of the factors that are encouraging the high demand of the company products is the ability of the business to manufacture very high-quality products that meet the customer's need (Burke & Cooper, 2005: Hill & Jones, 2007: Hill & Jones, 2011: Siebel & Malone, 2002: Burke & Cooper, 2010). Also, the attempt made by the company to promote the culture of the employee's empowerment also count for the strong sales of the company products as this motivates the customers making them present a real picture of the enterprise to the public.

Questionnaires

1. What are the products your firm sell?
2. How many employees does the company have in all its branches worldwide?
3. What are the criteria’s the company use to deploy his employees?
4. How do you determine the performance of your staff after the implementation of empowerment functions?
5. What are the theoretical approaches the company apply company to empower its workers?
6. Do you offer training to your employees to improve their effectiveness and efficiency as a way of empowering the employees?
7. Are the working conditions of your workplace satisfactory to ensure implementation of the company workforce empowerment?
8. How many branches does the company have both locally and internationally?
9. Do you have any other branches across the boundaries?
10. How does your firm relate with other institutions in the line of business?
11. What relationship does your business have with both the local government and other foreign government?
12. Does your firm engage in any consultancy services?
13. How often do you hold meetings for your company to discuss the issue of the employee's empowerment?
14. Which communication methods do you find suitable and efficient for your firm?
15. What are the primary sources of your finance used to empower the employees?
16. In case you require a loan, who are your guarantors for the loan?
17. What ways do you use to motivate your employees to improve their productivity?
18. Does your firm meet all the rules and regulations of the government regarding the operations of your business?
19. How do you deliver your commodities to the clients?
20. How do you determine your profit margins?
21. Is your firm covered by an insurance company?
22. How do you gauge the customers’ satisfaction?
23. What challenges do you face in your business in the implementation of the employee's empowerment in the enterprise?
24. How do you manage the challenges?
25. Who are your main competitors of the company?
26. How do you cope with the competing firms as well as empowering the employees?
27. Do you engage your employees in decision making concerning the enterprise?
28. How do you determine when your firm requires adjusting some of its operation strategies?
29. What are the short-term plans for your company in the empowering process of its employees?
30. What are the long-term plans for your business in the empowering of its workers?
31. Do you give importance to the general safety and health measures?
32. Do you give employees opportunities for their personal development?
33. What do you like best about your firm?
34. How do the environmental factors affect the operation of the firm regarding empowering its workers?
35. What is the benefit including employees empowerment in the company planning process?
36. What are the functions of the enterprise top officials is part of empowering of the organization employees do you think needs to be adjusted?
37. Which other area do you think needs to be fixed apart from the sector enabling your workers?
38. What lessons do you learn from the challenges you face in empowering its workers?
39. How do you address these problems face by the company in empowering its employees?

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