Organizational effectiveness scholar Edward Lawler identified four “high involvement” principles that have a positive impact on employee engagement– power, information, knowledge and rewards.
What Lawler called “Power” (also referred to as autonomy or independence) means that employees have the power to make decisions that are important to their performance and to the quality of their working lives. Power can mean a relatively low level of influence, as in providing input into decisions made by others or it can mean having final authority and accountability for decisions and their outcomes. Involvement is maximized when the highest possible level of power is pushed down to the employees that have to carry out the decisions
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