Employee Voice And Its Impact On Organisational Performance

The development of the different methods used to engage ‘employee voice’ strongly coincides with the timeline that businesses have endured through in the present/ twentieth century. In the UK in particular, the methods implemented could be correlated to the economic and political climate of the country at that moment in time.

The company should encourage feedback and opinions of employee’s problems. When employees reflect problems to upper management and actions need to be taken in response to ensure effective communication (Rai & Rai, 2009). This could help employees feel more valued as their opinions and problems have been received by the company.

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.

Leaders cannot wince when soliciting feedback and employees should not dread management’s response. In fact, the only way change will succeed is if the employee engages in the change process by communicating input. Promoting two-way communications moves employees in a structured way to accept and participate in the modification as a team (Malek & Yazdanifard, 2012). A spirit of openness and constructive criticism enables the process rather than dictating the terms. After all, these traits will boost efficiency, inspire dialog and achieve team concurrence. Without credible two-way communication, it becomes problematic to capture the hearts and minds of the

This method allows for employees to share in the decision making process. This allows for their voice to be hear, learn from others, and begin making managerial team decisions.

The magnitude of employees resistance is also greatly affected by level to which they are expected to strictly comply with the management wishes and stay uninvolved. Thus, Fitness one management should give importance to employees feedback in some way while making decisions. These issues are most of the time ignored by project teams and organizations by not taking into account the main resource of Organizational change

Employee may affect the performance and at the same time the attitudes of their co-workers in business operation. When business grows, engaging employee is identified as one of the major strategy to help establish initiatives, processes as well as goals to help build positive environment (Cotton, 1993). On the other hand, employee can hesitant to change due to uncertainty. Managers in an organization are supposed to get employee to become much engaged and involved in progressive improvement. Employee involvement entails the way business may improve their performance through dedication and cultivating employee interests.

Moreover, it is imperative that you understand the values of leader-follower communication for laying the foundation of any type of successful business. Additionally, without communication, it would simply be impossible to communicate with the various levels and ranks that are involved in any type of business. Consequently, this happens whenever “employees feel that speaking up about issues and problems is futile, or worse yet, dangerous” (Morrison & Milliken, 2000, pg.721). Therefore, it is important for team members to understand about the organization, its culture, its products and services, and its response to any negative issues, thus. they improve their job and continue to serve as representatives to their community, their friends, their

compare methods used to gain employee participation and involvement in the decision making process in organisations

Employees have a large say in the company’s direction and decision making which has helped shape the culture and vision. In addition, by allowing employees to have such a valuable input in the decision making process, it promotes a group input culture and empowerment. As mentioned previously, the company believes in teams and sub-teams for decision making which John Mackey credits as a key to the organizations positive culture and results (Lessons on Leadership: John Mackey, 2015). Therefore, the community environment fosters shared and common purpose and

Employees are encouraged to have a voice and to take ownership through a variety of platforms. Managers are trained to seek employee feedback and to foster ownership across all levels. Employee surveys also help to assess how effective the company is at empowering

In today’s dynamic and constantly evolving business world, employee voice is becoming increasingly important. Nita Clarke, the director of the Involvement and Participation Association (IPA), stated at the launch of the report ‘Releasing Voice for Sustainable Business Success’ in 2012, that unleashing and releasing employee voice is essential in developing economic growth. What exactly is employee voice? Employee voice does not have a formal definition and has been explained in different ways by various scholars depending on whether it relates to human resource management, political science, psychology or law. For the purposes of this essay, employee voice can simply be described as a voluntary expression of employees’ ideas and opinions

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

Including employees in the decision-making process tells them you value their opinions. Employees may understand that their everyday actions help or hurt the company, but it 's difficult for them to see that impact directly. When an employee sees that his input helped implement a beneficial company change, he can see his impact; it makes him feel that he 's making a difference.

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).