Abstract

Empowerment is part of a comprehensive change, as the traditional thinking based on the theory of delegation (Delegation Theory) is no longer appropriate to address issues of today's world because of exposure contemporary organizations to serious challenges are many and varied requiring such a change in the mind of management and practices, and the positive trend towards personnel and give them space wide range of democracy, and move away from models of rationality (Rational Models) in order to deal with situational variables in real time, and is embodied by using a strategy of empowerment, which exceeded the limits of organizations controlling (Controllect Organizations) and the transition to the organizations are prevalent (Empowerment Organizations). successive theoretical studies and applied them (Wright & Noe, 1995; Blanchard, 1996; Invacevicl, 1997; Robbins, 1998; Slack, etal., 1998; Griffin, 1999; Krajewski & Ritzman, 1999; Turbun, etal. 1999; Mcshane & Glnow, 2000; Daft, 2001) in the statement of features enabling intellectual and logical consequences, has emerged the concepts of empowerment of both types of internal and external, and applied mechanics, and techniques, and its components ... and so on.