"This article describes a diagnostic model for empowerment in team- based organizations that portrays four dimensions of the organization's control structure: the level of routine, the nature of expertise, the level of dependence and the line of command. The combined positions of the set of job regulation tasks distinguished for these dimensions express empowerment in terms of a functional balance and a balance of authority. The diagnostic model can be used to measure the control structure in practice and to provide input for a well-founded and managerial debate on empowerment and control. The model is illustrated with quantitative data from a pilot study of 16 semi-autonomous work teams within the manufacturing industry. Considerable differences in the local interpretation of the design of the control structure by team managers were observed. In general, the empowerment of teams is rather limited. The impression given is that there is a temporary ‘double control structure', meaning simultaneous bottom-up and top-down control of the teams."

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