Empowerment can introduce inconsistencies into an organization -- e.g. top-down implementation of a program to increase internal commitment

    - Can the organization provide the necessary training and resources?
    - Do workers assume new responsibilites?
    - Does management tolerate errors?
    - Is management ready to share power?
    - Does the organization run on fear?

Not all employees/managers embrace empowerment

Empowerment can run contrary to human nature

Empowerment is limited - it is not a license given to employees to run the organization as they please

Not every job requires empowered employees 

Empowerment should be consistent with the organization's HRM system

Empowerment is secondary to performance

Empowerment is not about superiors abdicating their own responsibilities - even empowered employees need guidance, advice and feedback

There is a difference between empowerment and a sense of empowerment (e.g., quality circles)