Dundon et al. (2004) claimed that employee voice is a form of contribution to decision-making, an articulation of individual satisfaction or dissatisfaction and a demonstration of collective organisation. Another way of saying, employee voice is the process of employees communicating their thoughts, ideas to employers to provide feedbacks and make improvements. Bryson (2004) described employee voice as a two-way communication between management and employees. This two-way communication between senior managers and employees enables them to exchange ideas. To be more specific, it brings different and new perspectives from employees, give them a sense of ownership towards the decision-making process with relatively higher level of effort and reduced labour cost. Moreover, it has lower cost and reduce risk of disruption due to employee resistance. It is crucial for senior management to understand the importance of ‘employee voice’ since it plays a significant role in constructing a high-involvement working environment and has a crucial impact on organisational performance. There are various advantages of employee voice, however, too strong employee voice will inevitably cause negative impact in the organisation.
Organizations with a high number of actively engaged employees have an average of 147% higher earnings per share than the norm (Kotter, 2015). These numbers illustrate the correlation and importance of obtaining buy-in from all employees. Buy-in will lead to more actively engaged change agents until there is a large volunteer army dedicated to the change process and striving toward a common goal. After all, large-scale change can only occur when very significant numbers of employees amass under a common opportunity and drive toward the same
Among the things that this book have taught me is the necessity to encourage workers. If management is treated as an art, it should be an accurate art of respect and recognition. This way, the employees will be effectively organized. The qualities of sense,
o It requires a higher level of management skill to control a greater number of employees, so there is less management skill required
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
One, tap into the power of an inspirational mission. Meaning workers are likely to engage if they believe they are contributing to something with meaning. Two, if you want your workers to give 100%, communicate freely and frequently. Which can be achieved by keeping employees informed on work matters, as well as listening to employees concerns. Three, everyone wants to improve, offering training programs, seminars, and chances to try new things are ways employees acquire greater skills and knowledge to encourage engagement. Four, provide pathways for advancement, which keep employees focused and attentive to their work. Five, workers do not work for money alone, most employees want to be acknowledged and appreciated for their positive contribution. It is believed that employees who don’t receive recognition feel undervalued and will soon stop caring and trying. Six, create a culture of community, because when employees feel they are a part of a close group they are more engaged and motivated to achieve not only for themselves but for the entire group. Seven, give them freedom, which can lead to higher concentration and engagement from employees who have some freedom with their job. Eight, research shows that most employees work best under a “servant leader”. For example of this would be hospital managers
Management can play a vital role in shaping their workplaces. A manager can invoke increases in co-operation and harmony amongst themselves and workers by addressing key issues that affect both groups. Management can facilitate this, for instance, by implementing plans that attempt to eliminate the issues that many workers face day-to-day such as monotony and fatigue (which have negative effects on productivity). Managers can reduce fatigue and monotony with job rotation and job enlargement, for example (Krahn, Lowe, Hughes, 2011 p. 264). Management can attempt to increase morale in their workplace by involving workers in decision-making processes normally closed off to managerial personnel; for instance, the addition of a new technology that a group of workers will eventually have to use. A manager could adopt a normative approach to managing their employees by conveying true, not fabricated, trust and interest in their employees and the work process as well (Krahn, Lowe, Hughes, 2011 p. 241). A manager could show this by doing the actual labour himself for a day or week or going out on the shop floor and asking meaningful questions. Since unions serve to represent the mass of workers they can work alongside management teams to better shape the workplace. The union,
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.
Employee involvement has been accepted as one of the best method which helps to expand firm’s efficiency. And it helps to improve productivity according to Wolf and Zwick (2008). Employee involvement has become an important aspect of gaining organisational success and effectiveness. (Shadur, Kienzle, & Rodwell, 1999). Organisational commitment as well as employee involvement has an essential role in managerial efficiency and production. HPWS contains work practices that lead in some way to greater
Employee involvement and participation (EIP) became known as part of the new HRM practices of the late twentieth century when stable economic conditions encouraged employers to adopt them. While the method of choice varied between organisations and sectors, the general view was that it is beneficial for a company’s employees to be involved in management decisions. In the UK, workplace employment relations surveys (WERS) showed that direct forms of EIP (employee involvement) became more widespread through to 2004, whilst indirect participation (employee participation) became less extensive (Kersley et al. 2006). This might well be due to the fact that there is a need for the employees to be fully engaged with their work by having more information about their organisations’ activities and increased opportunities to use their experiences and unique knowledge to improve customer service.
Today’s workforce who want to be the technology “Hollywood” geeks, work for a company called Netflix Inc. Netflix is one of the largest publicly traded companies, that allows anyone, to watch movies and television shows when and where they want; based on a monthly subscription. They key to their success is their employees. The concept employee engagement has been described to be a result of continued research on work attitudes and it is stated to can add value extending beyond the boundaries of the traditional organizational settings. Employee engagement is referred as an essential part to success and survival of a company and is more effective if human resources (HR) is made part of the planning and decision making process. Netflix’s culture has made it possible for HR to influence the decision making and planning process as the culture focuses more on freedom and responsibility. The company’s culture focuses on helping realize excellence and most of it is done through employee engagement. It is through revamping of the HR that Netflix could fully achieve success and retention of much of their employees. The idea of integrated employee engagement in Netflix is one of the successful products of Silicon Valley and more companies are adopting the idea that employees should be granted more freedom. This paper will discuss the concept of integrated employee engagement with looking at how it as heightened performance and productivity at Netflix by: flexible work
Involving employees in the decision making related to the processes of their jobs is fundamentally good management (Goetsch & Davis, 2014). Employee empowerment is considered to be one of the most powerful and effective practices that organizations make, where the greatest contribution is by the people who are creating the product or service (Prathiba, 2016). It enhances job involvement, job satisfaction, career satisfaction and organizational commitment. Empowered employees add value and create competitive advantage to the organization. Employee empowerment is a motivational technique that is designed to improve performance if managed properly through increased levels of employees participation and self-determination. There is clear evidence to suggest what employees look for in their work is a mixture of both tangible and intangible elements that creates a stimulating environment where their contribution is recognized and rewarded. Management commitment plays an important role in shaping attitudes and thoughts. They contribute significantly to the view that the employees also have a stake in the organization. Managerial commitment is said to be the force that binds an employee’s course of action to achieve one or more targets. Studying management skills show that subordinates’ empowerment and engagement is an important part of organizational and managerial effectiveness. It further increases organizational effectiveness and commitment. Empowered and engaged
Employee engagement has increased much prominence and the learning is required by numerous stakeholders identified with the representatives and organisations. Recently, employee engagement has created huge enthusiasm among HR experts as a few analysts guarantee engagement has a positive association with consumer loyalty, efficiency, benefit, workers' maintenance (Coffman and Gonzalez-Molina, 2002. Buckingham and Coffman, 1999) and authoritative achievement and benefit (Richman, 2006; Baumruk, 2004)
Management is one of the most important human activities and has critical impact on life, growth, development or destruction of an organisation. In an organisation, managers with any rank or status should understand their basic duties i.e. maintaining a sustainable conductive environment where people can fulfil their commitments and objectives through collaborative approach. (Akhtar, 2011) A manager is responsible to achieve the business’s goals, visions and objectives by planning, organising, leading and controlling. Dubrin (1994) stated that in every organisation each member of staff must plan, organise, make decisions, and control the resources they need to accomplish the results expected