ABSTRACT
This chapter provides a corrective response to form a new employee empowerment model, which takes into account key themes of employee empowerment from both disciplines, that is, management and social work. Furthermore incorporates the psychological implications of locus of control, self-efficacy and self-esteem, leading to psychological empowerment. The kaleidoscope of themes of employee empowerment comprises the seven themes, namely, power-sharing, participative decision-making, devolution of responsibility, people-oriented leadership style, access to information, collaboration and enablement. The Huqs Model C is important, as it sheds light and highlights that the concept of employee empowerment requires a holistic approach and one need to understand employee empowerment through the kaleidoscope of all the aforementioned seven theme. The philosophy behind Huqs Model of Employee Empowerment is to create a platform where peoples voice/s can be heard, creating the path to psychological empowerment. Conger and Kanungo conclude from their studies that employee empowerment has positive implications on employee's internal locus of control.
