employee involvement
Employee Involvement
The direct participation of staff to help an organization fulfill its mission and meet its objectives by applying their own ideas, expertise, and efforts towards solving problems and making decisions.
From this definition, participation can include representative participation, direct communication, and upward problem solving. We will focus on the latter two categories because this article is more about understanding outcomes, tools, and methods.
\The direct participation of staff to help an organization fulfill its mission and meet its objectives by applying their own ideas, expertise, and efforts towards solving problems and making decisions.
Based on the thinking that people involved in a process know it best, regular participation of employees in several planning and execution areas occur. Major areas are: (1) deciding how work gets done, (2) suggesting improvements, (3) setting goals, (4) planning, and (5) performance monitoring. That employees will improve their performance if they are more motivated by being more involved, is an observed trait. Borders on empowerment.
Employee involvement means that every employee is regarded as a unique human being, not just a cog in a machine, and each employee is involved in helping the organization meet its goals. Each employee’s input is solicited and valued by his/her management. Employees and management recognize that each employee is involved in running the business.
Employee empowerment is a somewhat different concept. It means that in addition to involving employees in running the business, employees and management recognize that many problems or obstacles to achieving organizational goals can be identified and solved by employees. Employee empowerment means that management recognizes this ability, and provides employees with the tools and authority required to continuously improve their performance. The management states its expectations about employees recognizing and solving
The direct participation of staff to help an organization fulfill its mission and meet its objectives by applying their own ideas, expertise, and efforts towards solving problems and making decisions.
From this definition, participation can include representative participation, direct communication, and upward problem solving. We will focus on the latter two categories because this article is more about understanding outcomes, tools, and methods.
\The direct participation of staff to help an organization fulfill its mission and meet its objectives by applying their own ideas, expertise, and efforts towards solving problems and making decisions.
Based on the thinking that people involved in a process know it best, regular participation of employees in several planning and execution areas occur. Major areas are: (1) deciding how work gets done, (2) suggesting improvements, (3) setting goals, (4) planning, and (5) performance monitoring. That employees will improve their performance if they are more motivated by being more involved, is an observed trait. Borders on empowerment.
Employee involvement means that every employee is regarded as a unique human being, not just a cog in a machine, and each employee is involved in helping the organization meet its goals. Each employee’s input is solicited and valued by his/her management. Employees and management recognize that each employee is involved in running the business.
Employee empowerment is a somewhat different concept. It means that in addition to involving employees in running the business, employees and management recognize that many problems or obstacles to achieving organizational goals can be identified and solved by employees. Employee empowerment means that management recognizes this ability, and provides employees with the tools and authority required to continuously improve their performance. The management states its expectations about employees recognizing and solving