Objective of Employee Voice
What is the Importance of employee voice?
Employee voice can be defined as an idea of employee engagement and participation in the making of organization decision processes. In a communication, term employee voice is seen as a way of worker communicating his or her ideas and recommendations in the major organization areas to the employer. Under the above definitions, it is important to understand that participative human resource management concepts are required in ensuring an employee is empowered through teamwork building ideas where an employee can provide ideas and his or her ideas accepted or improved. An employee voice can be presented in two ways
- An employee can submit his or her suggestion through the already laid platforms such as suggestion boxes, in team works and through formal reports
- One on one discussion with organization leaders such as managers or supervisors is also another way that an individual may present intriguing ideas forward.
There are several reasons for having an employee voice among them including expression of feelings toward certain issues. It allows for employees to articulate their dissatisfaction with relevant organization bodies and departments. Decision-making process becomes smooth if all departments in organizations are consulted before a decision is made or implemented. The idea of employee say is purposed to having a steady and reliable relationship between employees and the subordinate staff at all departments.
The following factors will significantly affect employee voice success;
- Training available for managers and staff on importance and ways of airing employee voice. Employees are trained on the means of presenting their ideas while leaders are taught on the means of handling demands and ideas presented to them.
- The attitude of leaders toward the matter will play a huge role in determining if these ideas or complaints presented will be handled in the correct manner. In the case of pay or working condition dispute, both the organization manager and workers representative leaders must have the right attitude and aim at reaching the best possible outcome. Commitment and the drive to solve the problem from both parties is essential as it ensures that the parties come to an amicable and satisfying solution (Mitsuhashi, 2016).
- Trust from parties involved is the core of ensuring that openness and success of employee engagement initiatives are achieved in the subject organization.
There is more than one type or avenue employee expressing their voice among them including having an Ombudsman. This is where an outside individual is appointed to come and solve a problem involving an organization worker and the management. The person in this process is a type of confidant that takes the employee grievances or problems and tries to resolve them with the relevant bodies. Through mediation process an employee can also present a complaint or dispute with the organization (Taras, (2007). A mediator listens to both parties in conflict, proposes and encourages the both parties to reach to a consensus without the mediator intervention. Through arbitration and tribunals employee grievances can also be aired where the employee presents a problem to the mediating bodies and solution is arrived. It is important for organization to pay the necessary attention to these measures so as to prevent strikes or go slows that can ultimately affect production.
It is also critical to outline that grievances of employees can also be presented in a collective participation platform. This is a legal and official ways of employees having presentation of their grievances forwarded to employees through workers or trade unions (Patmore 2016). An upward system is also a common way of employee presenting their ideas to the leaders of an organization. This type of employee voice is characterized by employees forwarding productive and viable projects or ideas to the management then in turn, the organization rewards them depending on the feasibility, quality and viability of the idea. This encourages innovation and creativity, but most importantly the employees come to learn that their individual or collective voice is being considered.
Employees Voice Success Determinants
Organization that upholds and practice practices, strategies and processes that aim at giving an employee a voice and engagement in an organization can leap significant benefits both in short and long term. Such an organization will bring maximum benefits both to the employees and itself as a body since employees who have a say are likely to be more productive, which goes in favor of organization objectives and goals. Limiting an employee to working in a desk with no voice can only bring more negatives than positives to the respective employee and the institution at hand. Employees whose voice has been heard are more likely to be concentrated and focused on their jobs and undertakings. Focus on their assignment is key, as they worry less about being mishandled or exploited in their work place. It is critical for the employees to understand that their voices and recommendations are being considered therefore assisting them to concentrate on their work. Workers whose voices have not been heard are likely to be stressed out and less focused on their duties (Lippert & Huzzard, 2014).
Employee voice is fundamental to any organization that wishes to maintain the maximum productivity from their employees. It is in both the organization and employee interest to make sure that engagement and participation of subordinates in decision making is upheld. The importance of employee voice ranges from improvement in employee satisfaction, improved output, retention and loyalty of workers to the organization. Due to the complexity of the issue, organizations find a challenge in integrating ideas of employee engagement and participation to their general, goals, visions and strategies.
Enhancement of employee’s capability and skills is going to be promoted if organizations pay attention to employee’s ideas and suggestion. Creativity and innovation will come out automatically since the workers are motivated to do research and come up with ideas that may assist in developing organization ability further. An empowered employee through participation and engagement is more likely to develop his capabilities. Realizing of potential and development of talent will also be a result of an organization that promote and advocate for creativity of workers all through all the departments.
Employee retention in an organization is most likely to happen if an employee feels his or her voice has been acted toward. Loyalty toward an organization is a delicate matter, as many organizations loose talent and manpower each day to bigger organizations each year due to employee satisfaction issues. A subordinate worker is more likely to stay for a company that his or her ideas are heard and involved in decision making process. Participation of a worker assist in developing that particular worker hence he or she feels no need to move to other organization since he is being engaged and consulted in important matters.
Types of Employee Voice in Conflicts and Resolutions
Workers voice assist in setting an organization culture while also help in implementation of change. Any business or government entity that has a plan of initiating change is normally faced with lots of challenges especially from employees who are not comfortable with a given change. This resistance to change would be avoided if all department and workers are consulted and their voice is considered before any organization change is undertaken. Employees who have been alerted and consulted for ideas or recommendation about a change that is going to take place are less likely to resist the change (Lom, 2014).
The reputation of an organization is at stake, not only from consumers but also from the employees also. External negative commentary is avoided as employees are happy with their job satisfaction and how they are treated by the organization. Unhappy and dissatisfied are very likely going to explain their disappointment about the organization to external sources. General media Social media has been a platform where the unhappy or exploited workers air out their grievances or frustrations if their grievances are not acted upon internally. Any organization that has basic strategies to deal with any complaint pertaining workers usually avoid these external negativity. Employees are important ambassadors to an organization thus making their opinions very important as they can influence external factors (Marchington, 2011). Workers review and opinion about their company is likely to shape and influence any potential workers out there. Discontent members of an institution who opt for external way of airing their dispute and issues are obviously going to affect the intellectual name and brand of an organization to potential workers and customers.
External ways of organization employees airing their opinions and voices can have a positive impact on the organization brand. Over the recent years there have been developed rating systems where an employee privately rates an organization on social media platforms. Employees who have been given freedom internally and express their opinions, suggestions and ideas freely are likely to do so on the external platforms. Positive reviews and opinions from employees significantly assist in improving the brand equity of an organization. This is a form of marketing and promotion that every organization would wish for, however this will come if workers have been given freedom, participation and engagement in their places of work.
Productivity is a core objective for any institution; however this cannot be achieved if employees and the employer are not at terms. Productivity of an employee is mainly affected by psychological factors, since an employee who is not stable cannot produce. The efficiency and effectiveness of an employee will be promoted if his or her grievances, ideas and suggestions are seriously considered and acted upon. Focus and concentration of employees to their work will ensure that they exhaust all their abilities and potential towards accomplishment of organization goals (Gulin 2015).
Discussion and Analysis
The study shows the sensitivity and the relevance of having and promoting employee voice due to the importance and general benefits an organization can leap from it. Few organizations have been able to integrate the ideas of participation and engagement fully into their culture (Yoon, 2012). The following are recommendations that would promote employee voice
This can be done through by sharing business information such as strategies being laid out on improving the business. This can be done through face to face discussion, printing of and distribution of the strategies while also holding update meetings on those respective strategies (Ruck, 2015).
- Idea Encouragement Platforms
Invitation of and rewarding of viable ideas will help build a culture where innovation and creativity are always welcomed. Through generation of ideas employees will present their suggestion and complaints all together.
- Idea Evaluation and Criteria
Organization leaders should not only encourage ideas but also look at them in an open transparent manner. Through this employees will be able to gain the drive and general confidence to develop and present the ideas. Reduction of risk and cost, improving reputation, brand customer service and process of making decisions are among the areas that should be considered seriously (Dundon, 2011)
- Employee Voice Improvement through Technology
This involves organization building internal social network platforms where employees can digitally express their complaints and suggestion. These tools will significantly assist in developing a feedback culture from both the manager and subordinates
- Observation of Participation in Departments.
Organization leader should analyses departments differently and learn about their engagement behaviors. He or she should promote the culture of group formations on all departments as a tool that will help in participation and generation of ideas (Deakin, 2011).
- Creating A Single Voice Organization
This attained by the organization merging the goal and objectives of the organization with the demands of the employee. A business or a government corporation should outline its objectives to the employees while at the same time catering for their needs. This can be achieved if organization and the trade unions form a relationship based of openness and mutual cooperation (Bae, 2010).
Conclusion
Employee voice is fundamental to any organization that wishes to maintain the maximum productivity from their employees. It is in both the organization and employee interest to make sure that engagement and participation of subordinates in decision making is upheld. The importance of employee voice ranges from improvement in employee satisfaction, improved output, retention and loyalty of workers to the organization. Due to the complexity of the issue, organizations find a challenge in integrating ideas of employee engagement and participation to their general, goals, visions and strategies. It is important for the business leaders and managers to understand that employee voice goes beyond trade union representations. The above recommendations would significantly assist in ensuring that the intriguing ideas, complaints, and demands are met and implemented for the better good the corporate entities.
References
Bae, K.-S. (2010). High Performance Work Practices and Employee Voice: A Comparison of Japanese and Korean Workers. Bonn: IZA.
Deakin, S.. (2011). Capability theory, employee voice and corporate restructuring: Evidence from Uk case studies. Cambridge: University of Cambridge, Centre for Business Research.
Dundon, T. (2011). Employee voice and engagement. London: Henry Stewart Talks
Guilin, Z., & University of Alberta. (2015). Employee voice and taking charge.
Lom, (2014). A study of relationship between organisational culture and employee voice at XYZ Sdn Bhd
Lippert, & Huzzard ,. (2014). Corporate governance, employee voice, and work organization: Sustaining high-road jobs in the automotive supply industry.
Marchington, M., & Institute of Personnel and Development. (2001). Management choice and employee voice. London: Institute of Personnel and Developmet.
Mitsuhashi, H. (2006). Employers’ attitudes toward employee voice: Specifying the determinants encouraging US nonunion employers to install nonunion employee voice mechanisms.
Patmore, G. (2016). Worker voice: Employee representation in the workplace in Australia, Canada, Germany, the UK and the US 1914-1939.
Ruck, K. (2015). Exploring internal communication: Towards informed employee voice
Taras, D. (2007). Reconciling differences differently: Employee voice in public policy making and workplace governance. Calgary, Alta: Institute for Advanced Policy Research, University of Calgary
Yoon, H. J. (2012). Predicting employee voice behavior: An exploration of the roles of empowering leadership, power distance, organizational learning capability, and sense of empowerment in Korean organizations.
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