Assessment Employee Empowerment Through Combination of FAHP and VIKOR Methods
Nowadays challenging world of business forces managers to evaluate which factors are crucial for their organization continuousness. One of the most important competitive advantages is employee empowerment. The aim of this study is applying a model to rank
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Assessment Employee Empowerment Through Combination of FAHP and VIKOR Methods Hossein Safari, Virgílio António Cruz-Machado, Alireza Faghih, Mohsen Heidari and Fatemeh Mirzaei Rabor
Abstract Nowadays challenging world of business forces managers to evaluate which factors are crucial for their organization continuousness. One of the most important competitive advantages is employee empowerment. The aim of this study is applying a model to rank bank branches by consider the main influence factors that affect employee empowerment. Proposed approach is based on Fuzzy Analytic Hierarchy Process (FAHP) and VIKOR (VlseKriterijumska Optimizacija I Kompromisno Resenje) methods. FAHP method is used in determining the weights of the criteria by decision makers and then rankings of the banks were determined by VIKOR method. The proposed method in this study is used for ranking the five branches of Agri bank in field of employee empowerment by eight indexes that have major impacts on it. Keywords Employee empowerment · Fuzzy sets · Fuzzy analytic hierarchy process (FAHP) · VIKOR method
10.1 Introduction Rapid technological and economic change and also increased global competition has made more attention to the empowerment of employee’s issues. From 1990 it has been suggested that organizations with strong, committed, skilled and motivated employees will be able to better adapt to changes and compete with other organizations [15]. H. Safari (B) · A. Faghih · M. Heidari · F. Rabor Industrial Management Department, Faculty of Management, University of Tehran, Tehran, Iran e-mail: [email protected] V. A. Cruz-Machado UNIDEMI, Department of Mechanical and Industrial Engineering, Faculty of Science and Technology, Universidade Nova de Lisboa, 2829-516 Caparica, Portugal
J. Xu et al. (eds.), Proceedings of the Eighth International Conference on Management Science and Engineering Management, Advances in Intelligent Systems and Computing 280, DOI: 10.1007/978-3-642-55182-6_10, © Springer-Verlag Berlin Heidelberg 2014
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Employees’ organizational commitment is considered a critical factor which influences the employees’ behavior of bringing positive benefits to an organization. Committed employees tend to be more willing to make personal sacrifices for their organizations. In addition, highly committed employees are more likely to relate themselves with the goals and values of the organization. These employees oftentimes devote extra time to work and are proud of being members of the organization. However, given increasing work redesign issues in responding to external as well as internal business environments, many organizations have tried to maintain job effectiveness and efficiency by empowering employees in order to foster more committed workers to overcome problems such as complex job features, demanding customer needs, diverse work groups, flatter organizational structures, and so on. However, employees’ commitment oftentimes is sabotaged by downsizing, a business practice aimed at reducing overhead exp
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