High Involvement Management: Reducing the Loss of Human Capital
In order to fully understand and appreciate high involvement management, one must first understand what it is. Once you understand high involvement management it is easy to see the many advantages to this type of leadership and work practices. High involvement management is by definition “carefully selecting and retaining associates and giving them significant decision-making power, information, and incentive compensation” (Hitt, 2011, p. 592). High involvement management may seem to be as if one is giving up control and in a way a manager or supervisor is. But by incorporating this type of management into the work place, there are many benefits to both the company and the employees who work there.
In my opinion one of the greatest benefits of effectively implementing high involvement management would be when it comes to wellness. There is evidence that happier workers are more productive (Oswald et al., 2009; Böckerman and Ilmakunnas, 2012). If an organization were to consider this, they would be able to harness the power that comes with it. High involvement management can have both a positive and a negative effect on associates who work within an organization, regardless of position or role. According to Karasek (1979) workers‟ mental and emotional wellbeing is negatively related to job demands and positively related to job control. Both are implied by a shift to high involvement management.
In an organization that utilizes high involvement management they give their employees the job control to be successful. By doing this an organization will quickly find the right employee for the right position because the associates that look upon this as a negative will leave, and those who think of it favorably will work to be successful. These employees will use their skill sets to better the company, improving both productivity and wellness. Associates will also benefit from training opportunities within the organization. By having the opportunity to receive training
In my opinion one of the greatest benefits of effectively implementing high involvement management would be when it comes to wellness. There is evidence that happier workers are more productive (Oswald et al., 2009; Böckerman and Ilmakunnas, 2012). If an organization were to consider this, they would be able to harness the power that comes with it. High involvement management can have both a positive and a negative effect on associates who work within an organization, regardless of position or role. According to Karasek (1979) workers‟ mental and emotional wellbeing is negatively related to job demands and positively related to job control. Both are implied by a shift to high involvement management.
In an organization that utilizes high involvement management they give their employees the job control to be successful. By doing this an organization will quickly find the right employee for the right position because the associates that look upon this as a negative will leave, and those who think of it favorably will work to be successful. These employees will use their skill sets to better the company, improving both productivity and wellness. Associates will also benefit from training opportunities within the organization. By having the opportunity to receive training