Employee Voice : An Organization

Unions could help pursue these principles in a couple of ways. Employees that are represented by a union usually are more satisfied with their

Consider the different methods used to give effective voice to employees and critically evaluate the importance of this to the employment relationship

According to the Mainstream Economics school of thought, there is not a labor problem, in their eyes there might me a labor situation which will work itself out naturally. Having no problem with labor, there would be no solution, having nothing really change the Mainstream Economics school of thought. The ‘mosquito' in the Human Resources school of thought is poor management, and if management can be improved then employees will feel more appreciated better wages will follow due to the realization of the value of the employee. Therefore, employees will be happier in the workplace increasing productivity. In the Human Resources school of thought, the improvement to management will create a balance between efficiency, equity, and voice. In the Industrial Relations school of thought, the labor problem is blamed on the unequal bargaining power given to large corporations and so little given to the individual workers. Industrial Relations' solution to such inequality of bargaining power is to increase workers bargaining power through organized unions to create collective bargaining. In a different scenario the cause of the labor problem lies with the control of societal institutions and the means of production for the benefit of certain classes; this is through the lens of Critical Industrial Relations school of thought. This extreme school of thought calls for an extreme solution; being that there should be a significant restructuring to the nature of capitalism. Critical Industrial Relations is the most extreme thinking and is sometimes referred to the Marxist school of

Employee representatives’ concerns are the ability to maintain current standards of living, having benefits that will allow them to live comfortably at retirement age and maintain all jobs possible within a viable industry. In addition, their health, safety, and changes in workplace are of concern as they can affect their input and position.

As noted earlier, the labor market is very competitive because every employer wants the best staff at his or her disposal. In addition, competition in the market requires every organization to be a way ahead of the competition to ensure sustainability. Consequently, hiring is a preserve for the HRM. Notably, hiring does not entail advertising for job vacancies and waiting for the right candidates to apply and invite them for an interview.

For instance, having an employee’s feedback box will provide all employees’ access to address different issue without the feeling of intimidation. The employees are aware that these issues can be very damaging to the company, if not addressed in the proper manner. I just think that the employees are more in tuned with the issues that are more pertinent. The area of Pay and Benefits is also an important factor.

Efficiency, equity and voice are the three objectives of the employment relationship. The productive, profit-maximizing use of labor to promote economic prosperity is efficiency. Equity is fairness in the distribution of economic rewards, the administration of employment policies, and the provision of employee security. The ability of employees to have meaningful input into the workplace is known as voice. Employees’ value having the objectives met throughout employment within their organization. US labor unions and employers should have an understanding of each other’s processes and roles, as it is related to creating a winning employment relationship, with the gain contributing to a healthy sustainable growing economy. The advantage is increased

In this essay, Richard Wolff discusses the importance of changing the “who and why of key economic decision making” (3). In our current system, large corporations’ major shareholders and the boards of directors they elect typically make key decisions in a business. These decision makers make up a few small portion of the population, which often leads to the marginalization of certain groups of people. Instead of this top-down approach that has created inequality, this system proposes worker self-directed enterprises (WSDEs). WSDEs reorganize enterprises and allow “workers to become their own bosses” (3). In this system, employees of enterprises would be responsible to divide all the labors to be performed, determine what is to be produced, and decide on the use and

Market structure is the physical characteristics of the market within which companies react. This means that there are different kinds of market structure based on how companies work together within a particular industry. Location and product have the most to do with determining the market structure. There are four defined market types. The first market structure is called the perfectly competitive market. The second market is called a monopoly market structure. The third market is called monopolistic competition market structure. The final market is called oligopoly market structure. Each market structure is different and both benefits and disadvantages

In the field of microeconomics, the market structure of an organization determines the performance of the organization within the industry. There are different types of market structures practiced today. Among these market structures include the perfect competition structure (Miller, Vandome, & McBrewster, 2009). In perfect competition structure, the competition happens between numerous small firms against each other. In this practice, there is optimum production by the firms socially at the minimum cost per unit possible. There is no barrier to entry in this structure, hence new companies and organizations can join easily. The

This also reveals that the employees do not have an authority to choose their method of working. It burdens her and doesn’t provide any sense of satisfaction at work. Secondly, it was evident from this case of how the employees

The organization and characteristics of a specific market where a company operates is referred to as market structure. While markets can basically be classified by their degree of competitiveness and pricing, there are four types of markets i.e. perfect competition, monopolistic competition, monopoly, and oligopoly. In perfect competition markets, many firms are price takers whereas monopolistic competition markets are characterized by the ability of some firms to have market power. In contrast, oligopoly markets are those in which few firms can be price makers while monopoly market is where one firm can be a price maker.

They would want to earn high wages and keep their jobs. Employee is more of an internal stakeholder.

Question 6: EXPLAIN WHAT IS MEANT BY EMPLOYEE VOICE AND THE MAIN MOTIVATION FOR ESTABLISHING MECHANISMS FOR VOICE IN THE WORK PLACE.

Besides, power imbalance between employer and employee in the workplace seems to be unavoidable. As noted by Wilkinson et al. (2014), employees are citizens who have the right to be informed and consulted; therefore, the aim of employee voice is to communicate with management and express employees’ concerns about their work situation. Nevertheless, in recent years, decreasing union density has gradually shifted the form of voice in most organisations and countries from collective and unionized channels to direct and individualized mechanisms (Wilkinson et al., 2014).