What Are Your Suggestions for Making Workers Participation More Effective in an It Industry

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

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.

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

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

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,

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

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

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

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.

Each department has a fixed number of people working in it who have one head manager who reports to the owners of the firm directly. The owners finalize the decisions of the firm and the owners themselves make frequent visits to the factory to listen to workers’ problems. Employee grievances are also handled and it is the duty of the head manager to make the owners aware of problems faced by the employees in the

An employee involvement activity is a tool normally used for strategic human resource management. Its concentrates on how each employee in an organization can be fully involved and contribute towards organizational goals and success. Various means has been taken by organizations to encourage employee involvement, the basis of which lies on information sharing and involving them in decision-making process of the organization. These procedures comprise self-managed teams, independent work-groups, and high performance work systems among others. All of these initiatives were taken with the motive of increasing motivation and dedication in employees to increase their productivity, performance and quality and also to reduce their resistance to change.

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

These will, therefore, involve the incorporation of both the workers and his supervisors in general. Moreover, the desired results will be based on the accorded roles to each of them, and in relation to how they are specifically handled in the workplace. These will involve the incorporation of the management theories as well as the individual performances.

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)