Question

QUESTION TWO
Justify the claim that “organizations cannot thrive if management fails to appreciate the voice of employees in decision making”.
With relevant examples, discuss the elements of employee voice in organizations.
Select any organization of your choice and critically examine the stages of employee voice in this organization citing relevant examples.

Answer 1

Growing research shows that a key indicator of organizational success is the company's ability to make employees feel heard.

Providing employees with a voice is a key component to creating a productive and enjoyable workforce. Only when the employee is convinced that his or her proposal plays an important role in deciding that they will be prepared to present ideas, concerns and suggestions.

Employee voice is what makes it possible to create a corporate culture around respect and shared values.

However, this theme is a topic that remains a blurry gray area for many organizations. Here are some answers to these important questions you may have:

Employee voice content refers to the amount of voluntary effort a person is willing to put into the communication, suggestions, concerns and ideas that can be used to improve. It goes beyond the conventional realm of proposals to seek active participation that will increase productivity, cooperation and more. Although this is not a known subject area (at least not yet), the best benefits of giving a greater voice to employees can be significant.

What happens when employees do not have a share of the vote?

They will not speak. If the employees are not constantly being targeted, they will remain silent. This can be a big problem because we often need our employees to raise a white flag and prepare us for problems that can be ignored.

For a real-life example of this theory in action, consider what happened at General Motors' assembly plant in Freston, California. When Toyota first took over GM, there was really no good result. But instead of hiring and replacing employees, Toyota's first move was to impose new values ​​on existing employees. This means providing more autonomy and a share of the vote, which ultimately leads managers to implement 80% of the requests made by employees each year. As a result, the factory went from the worst of the worst to the brightest of stars.

When you haven't heard, you just do what he tells you without asking or bothering to change anything because you don't think anything will be said.

The most important first step is to create a system that ensures that all comments are heard and addressed. If an organization continues to let new ideas fall, or worse, fail to recognize that requests are being made, at some point employees will stop offering them and the commitment will decline.

In order for employees to be, it is important that they not only put something right but also get something back. Research shows that closing the cycle - which can be as simple as giving an explanation as to why the manager has decided to go in the other direction - will make the employee feel his or her voice. . Even if the end result is not exactly what is expected, employees feel more valuable when their ideas are taken into account.