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Alternative Methods of Involvement of Employees in Decision Making - Essay Example

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Managers today are under pressure to engage employees in all aspects of their jobs. Generally, they must find ways to engage employees so they will stay working in the organization. Without engagement, many employees begin to slack in their duties …
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Alternative Methods of Involvement of Employees in Decision Making
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Download file to see previous pages Managers today are under pressure to engage employees in all aspects of their jobs. Generally, they must find ways to engage employees so they will stay working in the organization. Without engagement, many employees begin to slack in their duties (Farndale, van Ruiten, Killiher & Hope-Hailey, 2011; Gupta, 2011; Liu, Listen-Heyes & Ko, 2010). Companies are pressed to find alternative ways of engaging employees to motivate them to stay. Part of this engagement happens when employees have a voice in the decision making process. When they have a voice and understand that their ideas and opinions are valued and often taken into consideration when large decisions are made, the individuals have a better time of staying with the organisation. Employee Decision Making and Retention One of the ways to retain employees is to give them an opportunity to provide information about change and opportunities for advancement. Many employees bring their most creative and innovative ideas when they feel they have the opportunity to be heard. Chen, Ployhart et al. (2011) studied the issue of employee turnover and why this often happened. They found that an employee’s job satisfaction is central to whether they stay in on organisation or whether they leave. Part of job satisfaction came from the employee’s perception of their control within their job. Control was often felt by the opportunity to take part in specific decisions as they happened. ...
(2011) add to this discussion on voice because they suggest that employees have more commitment to the organisation when they perceive that their voice is being heard. They also found that this perception was directly related to whether employees developed trust in senior management. The authors state that the employee must have a psychological attachment to the organization and its values. This means that employees must be actively involved with decision making and there must be an “exchange relationship” which means a “one party provides a benefit to the other, thereby causing an obligation to respond by providing something beneficial … “(Farndale et al., 2011, p. 115). In an exchange relationship in the organisation, employee voice is heard on a regular basis. The positive aspects of treating employees as stakeholders is that it makes them feel valued, makes them create a stronger commitment to the organisation and motivates them to contribute (Wilkinson and Fay, 2011). With employees as active participants in the decision making process, the managers would become more accountable in their financial practices as well as in their accounting of what they were charged to do (Chilosi and Damiani 2007). Some of the challenges to this method include that some employees may feel they do not have to work as hard because they are important to the organisation, and this attitude can lead to a lessening of productivity. Also, employees involved as stakeholders could create a challenge for outsiders who come into the firm to bring their assistance because they would know as much as the insiders. In some cases, managers can become disgruntled because they may perceive that they do not have as much power because all employees have a say (Chilosi and Damiani 2007). ...Download file to see next pagesRead More
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