Introduction
Globally, the empowerment of historically disadvantaged groups, economically, is not uncommon.
As such preferential policies geared towards transformation have been a common feature
especially towards advancement of historically disadvantaged groups. One such empowerment
policy has been that of Employee Share Ownership Plans (ESOPs). Globally, employee
empowerment schemes are considered to be part of many public and private companies and despite
the availability in various forms of employee ownership programs, ESOPs have proven to be met
with much success in comparison. ESOPs have been implemented successfully by many
international companies in many different sectors. Construction companies, banks, insurance
companies, textile manufacturers, architectural firms, health care providers, hotels and resorts and
many other industries have successfully employed ESOPs, (Rosen et al 2005). Despite the
availability of many empowerment schemes, ESOPs have received the most universal acceptance
and support. However, despite their perceived success in terms of acceptance, how ESOPs have
fared internationally has been highly dependent on mainly the various company and country
circumstances and as such offer varying accounts of success
Leave a Reply