Abstract Most successful corporations have applied either employee empowerment theory or the penetration pricing theory. A combination of both theories might also enhance market performance of any given corporation. However, empowerment theory facilitates a culture of employees’ contribution by allowing them to participate and contribute to the decision making processes. The application of this theory enables an organization to discover the full synergy and power of its employees as regards to problem detection, solving alongside better service deliveries. In contrast, the penetration pricing theory might help a company to evade market competition. It can be applied when a company wants to operate at the least cost possible while setting the lowest product prices. Introduction Various theories have been applied during decision making processes. The memo however highlights the applications of the employee empowerment and penetration pricing theories as noted in human resource and marketing areas respectively. Moving towards workforce empowerment culture Workforce empowerment turned out to be a corporate catchphrase in early nineties and the corporate press accord deemed it to be a noble thing. During this periods, the customary view saw workforces as replaceable objects in corporations, individuals who ought to be well trained to execute well defined and narrow tasks as well as people who should be constantly supervised and watched every time (Rehkopf, 2009). With the advent of employees’ empowerment culture, there has been the necessitation that even the sophisticated and more educated employees have the urge of contributing in their workplaces and to the employers. Basically, employees’ empowerment in simple term implies the full-fledged cronies in pursuit of high quality levels and better services. Empowered employees are always encouraged to make decisions, think and take personal actions on the basis of the defined corporate guidelines (Rehkopf, 2009). The organizational management must thus recognize employee abilities and offer the requisite authority and tools which enables them to incessantly advance their performances. The management is charged with responsibility of stating its expectations as regards to the recognition and solving of the problems through empowering the employees to so. A practical example of empowerment Very few corporations truly embrace the employees’ empowerment concept. In fact, corporations that adopt this concept have realized the massive synergy and power which could be released when workforces are allowed to fully participate in the assumed operations. A practical example where the concept of employees’ empowerment culture was widely embraced is Ritz-Carlton Hotel. Instead of marginalizing its employees by failing to listen to them and refusing to have them contribute in the hotel decision making processes, Ritz-Carlton Hotel does exactly the opposite. Employee empowerment is not merely used in guests’ satisfaction, but it is rather intended to crown them imaginary services (Hardina, 2007). Every employee at Ritz-Carlton Hotel has a chance to contribute to the decision making process and they have the mandate from the leaders to act accordingly. How the employee empowerment concept bring about specific actions Initially, Ritz-Carlton Hotel did not engag