Employee Involvement Participation Pr
Employee Involvement &
Participation
Boxall and Purcell (2003)Refers to the whole variety of processes and structures which enable and sometimes empower employees directly and indirectly to contribute in decision making in the firm.
The two concepts are also referred to in modern time as the employee voice. Michael Armstrong
(2006)Handbook of human resource practise 10 th edition
PARTICIPATION
• It is about employees playing a greater part in the decision making process
• It’s akin to integrative or cooperative bargaining in which the parties find common or complementary interests & solve problems confronting both of them
Employee involvement
-Closer to the concept of employee voice systems.
Referring to the ability of employees to influence the actions of the employer’ (Millward et al 2000).
-Involvement refers to the space where the management allows employees to discuss with it issues that affect them but management retains the right to manage
PURPOSES OF PARTICIPATION
1. Articulation of individual dissatisfaction-rectify problems with management.
2. Expression of collective organization-providing contravening source of power to management.
3. Contribution to management decision making-to seek improvements in and at work.
4. Demonstration of mutuality and cooperative relationsachieve long term viability for the organization
5. To involve and help workers to have a means of identifying their own interests in relation to the organization. Levels of participation
1. Job Level –Involves supervisor and the immediate group. Processes include communication of information about work, The delegation of authority and the interchange of ideas about how the work should be done. Mainly informal 2.Management Level – sharing information & decision making about issues which affect the way in which work is planned, coordinated and controlled & the conditions in which work is carried out.
Levels of participation cntn’d
3.Policy Making Level – where the direction in
Participation
Boxall and Purcell (2003)Refers to the whole variety of processes and structures which enable and sometimes empower employees directly and indirectly to contribute in decision making in the firm.
The two concepts are also referred to in modern time as the employee voice. Michael Armstrong
(2006)Handbook of human resource practise 10 th edition
PARTICIPATION
• It is about employees playing a greater part in the decision making process
• It’s akin to integrative or cooperative bargaining in which the parties find common or complementary interests & solve problems confronting both of them
Employee involvement
-Closer to the concept of employee voice systems.
Referring to the ability of employees to influence the actions of the employer’ (Millward et al 2000).
-Involvement refers to the space where the management allows employees to discuss with it issues that affect them but management retains the right to manage
PURPOSES OF PARTICIPATION
1. Articulation of individual dissatisfaction-rectify problems with management.
2. Expression of collective organization-providing contravening source of power to management.
3. Contribution to management decision making-to seek improvements in and at work.
4. Demonstration of mutuality and cooperative relationsachieve long term viability for the organization
5. To involve and help workers to have a means of identifying their own interests in relation to the organization. Levels of participation
1. Job Level –Involves supervisor and the immediate group. Processes include communication of information about work, The delegation of authority and the interchange of ideas about how the work should be done. Mainly informal 2.Management Level – sharing information & decision making about issues which affect the way in which work is planned, coordinated and controlled & the conditions in which work is carried out.
Levels of participation cntn’d
3.Policy Making Level – where the direction in