Provide a peer response to your classmate, Nelson's discussion post below.

"Hello class,

The research shows that employee empowerment is closely tied to better performance in organizations, but the effects can differ based on an employee's position within the hierarchy. Empowerment typically means giving workers more authority, responsibility, and access to tools that let them do their jobs more effectively. When implemented well, it can lead to higher motivation, improved job satisfaction, and stronger organizational commitment. However, success depends on matching empowerment strategies to the employee's role and the organization's context. Middle managers often experience a mismatch between the responsibility they are given and the authority they actually hold. They may be tasked with leading teams and carrying out high-level directives, yet lack the discretion needed to make impactful decisions. This can limit their performance and lead to frustration. On the other hand, empowering frontline employees by giving them decision-making autonomy and the necessary support can significantly improve performance outcomes, especially in roles that require public interaction or discretion (Rainey et al., 2021).

Fernandez and Moldogaziev (2010) found that public sector employees who were empowered through training, information-sharing, and participation in decision-making reported better organizational performance. Interestingly, they also found that empowerment needs to be more than just symbolic. Simply telling employees they have a voice is not enough, leaders must follow through by sharing real power and showing that input has an impact. Their findings reinforce the idea that empowerment must be thoughtfully structured and well-supported to make a difference. The employee's position also plays a big role in how empowerment affects outcomes. Executives usually have high levels of formal authority and help set strategic direction. Middle managers can be vital to performance when they are treated as leaders and included in communication loops. Frontline workers often make the most immediate impact on service delivery, so empowering them with discretion and resources can directly improve organizational effectiveness (Rainey et al., 2021).

In conclusion, empowerment is a valuable strategy for improving public sector performance, but it's not just about handing out authority. Public managers need to tailor empowerment based on employee roles, provide real support, and ensure that decision-making opportunities are meaningful. When done right, empowerment creates a culture of trust and accountability that benefits the entire organization.

Provide in-text citations and references in an APA format.

References

Fernandez, S., & Moldogaziev, T. (2010). Empowering public sector employees to improve performance: Does it work? American Review of Public Administration, 41(1), 23-47.

Rainey, H. G., Fernandez, S., & Malatesta, D. (2021). Understanding and managing public organizations (6th ed.). Wiley."