Employee Participation in an organization revised

Employee Participation in an Organization
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Employee participation is also known as employee involvement concept has today seen a
growing interest from various Human Resource management and scholars. Many organizations
are faced with the issues and challenges of empowering and managing their workers so as they
can actively participate in the decision making of the organization. In the current tumultuous
economic environment, the organization needs innovative and creative employees who can
embrace change, cope with the different market uncertainties, stimulate innovations and can take
initiatives. Many of the upcoming employees want to work in organizations that can adapt and
listen to their ideas and opinions actively. To accommodate the demands of the staff, many
organizations have given up their centralized control management with the hope that they can
promote decisiveness and flexibility and also a subsequent improvement in organizational and
individual performance (Jing, n.d.).
Employee participation concept takes different forms which evolve through the employee
involvement and participation concepts of decision making into contemporary empowerment
perspective. The empowerment idea involves the employees being given a certain degree of
flexibility and freedom that enable them to make some work decisions without the direct
involvement with the top ranking management. The management model disagrees significantly
with the traditional management methods that emphasize hierarchy, rigidity, and control. The
participation or involvement of employee immensely contributes to the way run their businesses
and make their decisions. The employee’s participation has both negative and positive impacts
on both the organizations and the employees. This paper will discuss the different forms of
employee participation and also will explain why the employee participation is essential and how
the employee involvement can be challenging (Jing, n.d.).
Forms of employee participation
In the organizational decision making the employees, participation creates essential value
in many businesses however how much or the level the employees should participate in the
decision making of an organization is controversial because there are employers who are for the
employee participation and others are against it. Some of the forms of employee’s participation
in the decision making of an organization include:
According to Jing, Board Level is a factor that involves the participation of employees in
important management board meetings on many issues, and it plays a vital role in protecting the
interests and wealth of the employees. This type of participation form assumes that the
representative of the employees can present all the issues, concerns and other problems of the
other employees to the top ranking management levels and encourage the members of the board
to create opportunities, changes, and incentives for the other employees (Jing, n.d.).
Another form of employee participation is participation through Co-ownership. The
management of an association can maintain and to create the involvement of employees in the
decision making of the organization by encouraging them to become partners or shareholders in
the business along with additional incentives that they will get, for instance, financial assistance
in case they need some and low-interest loans. Kozłowski (2013) believes that the approach
motivates the employees hence they can participate in the making of the business decision as
they are co-owners of the business and the decisions they make will be those that will earn the
organization and themselves profit. For instance, the telephone company I use to work in used
this approach to encourage employee participation and provide them with the overall motivation
in the organization (Kozłowski, 2013).
Participation through Suggestion Schemes is another form of employee participation.
Kaufman and Taras have also found that the managers that encourage employee participation to
come up with creative and innovative ideas that a lot of positive results for the organization, for
example, cost reduction, consumption of waste and energy, reward system, occupational safety
and health procedures and many others. Hearing the voices of the employees can add value to the
organization and can produce a healthy work culture and internal environment. For example,
Satyam, a technology, and communication company in the United Kingdom are known to be the
company that introduced national suggestion scheme that is called the "Idea Junction," where it
receives thousands of ideas annually from its employees, and the company accepts like a fifth of
these employee’s views.
The other form of Participation is through Job Enrichment. The involvement through job
enrichment offers the dedicated, motivated and hardworking employees chance to increase their
knowledge and utilize their decision making and judgment skills to handle the business problems
that occur every day. Shay has proposed "when the association conducts job audits of its workers
and extends job content while creating additional incentives and motivators to a current job
profile has turned out to be an effective method to keep the workers engaged with the decision
making of the organization. From my work experience, the substantial gigantic retails, for
example, Woolworths and Coles offer an assortment of Job Enrichment schemes to different
employees all over the association to propel their abilities and propel their professions with the
organization if they wish. This has prompted enthusiastic team who produce communication
skills which are of high level with the top level administration (Kozłowski, 2013).
Lastly is the Participation through Quality Circles. Kaufman &Taras (2010) state that the
quality circle is a five to ten individual group who are experts in a particular work area that
regularly meets to solve, analyze and identify problems that arise from the regions they operate.
This would expect any partner within an association, who is an ace with high measures of
participation in a particular field, can turn personal from the quality circle. This would be a
fruitful methodology for the association as it is a perfect method to recognize potential issues and
create ways to enhance working the general states of the association. Richard Goyder, the CEO
of Wesfarmers company, has shown the corporate monster utilizes this as one of its systems in
performance administration meetings which have been an essential device in enhancing the
function and quality of Microsoft (Kaufman &Taras, 2010).
Employee participation and empowerment
Before examining the impacts of the participation or involvement of employees in any
workplace, it is essential to define employee participation. According to Kaufman &Taras
(2010), the involvement of employees is the process in which the organization decisions are
shared among the people who are unequal hierarchically. The employee participation is
otherwise known as participatory management incorporates the managers and subordinates’
staffs in an organization sharing information to help in the decision making and problem-solving
in the organization. Moreover, employee participation is characterized all the more extensively
by Kaufman &Taras (2010), as consisting of two components. To start with is the declaration of
grievances or dissensions in a work setting by employees to the best administration of the
association. The other element is the participation of employees in the necessary leadership
procedures of the association. In this way, the participation of employee does include primary
leadership forms as well as the whole welfare of the employees. Most nations give strategies and
local laws to safe monitor employees from provocation and abuse. The exchange Unions have
for quite a while been the voice of employees in numerous nations (Kaufman &Taras, 2010).
Most employees voice their worry and abuse through their exchange associations. The exchange
associations have fundamentally changed the way employees are dealt with and take an interest
in the everyday administration of associations. As indicated by the Industrial Participation
Association (IPA), contends that aggregate voice of employees accomplishes what the single
voice would never do. Besides, IPA argued that portrayal is the establishment of an organization
that unites positive outcome to the business, and it makes the working environment more others
conscious and enlightened (Kaufman &Taras, 2010).
Rosen, Case, &Staubus (2005) contended that numerous organizations needed
appropriate components to discuss adequately with employees. This had both a conflicting and
consensual effect on most organizations since employees required the legal instrument to express
their grievances. Rosen, Case, &Staubus (2005) clarifies that employee participation could
prompt a beneficial impact on efficiency, quality and avoid the issue that would somehow or
another detonate. Hyman and Thompson explain that the absence of a compelling instrument to
deliver specialists issue prompt the formation of trade unions. The trade unions were viewed as
the best specialist to give influential voices as they stayed free of the business.
As per Rosen, Case, &Staubus (2005), distinctive office for specialists to express their
grievances turned out to be more perplexing and various. Millward recognized a few
methodologies that specialists used to express their grievances including through trade
association enrollment, portrayal, and acknowledgment, roundabout or delegate participation
instruments, for example, discussions; lastly, coordinate employee inclusion. As indicated by an
overview led by the WERS, trade unions have turned out to be less capable and unmistakable
voice channel for laborers. This is ascribed to the way that the enrollment of trade unions has
altogether diminished throughout the years. The report additionally demonstrates that joint
counsel and aggregate bartering has likewise reduced in ubiquity in numerous nations. The third
strand, which is employee participation/contribution, has turned out to be prevalent around the
globe. As indicated by Rosen, Case, &Staubus (2005), most organizations thought that it was
essential to include employees in their everyday central leadership exercises and running the
association. Human asset administration in many organizations found that employees end up
inventive and submit themselves to their work on the off chance that they are conclusively
associated with central leadership (Rosen, Case, &Staubus, 2005).
Throughout the years the participation of employee has affected the work environment
both negatively and positively. It is generally trusted that the involvement of employee may
influence employee commitment, job sanctification, and employee productivity to the
association. These variables fundamentally affect the way a company or an organization play out
their business. Rosen, Case, &Staubus (2005), additionally clarifies that employee participation
diminishes the chances of modern debate coming about because of poor correspondence amongst
the administration and the staffs. Decision-making processes improvement, an increment of
innovativeness, brings down managers' pressure and guarantees better utilization of resources
and time. The other section of the paper will discuss the positive impact impacts of participation
of employees in the workplace briefly.
Impact of employee participation in an organization workplace
The involvement of employees in an organized workplace is diverse and multifaceted.
The goals of the organization determine the determination of the most efficient employee
participation strategy. Various associations entrust their workers with the responsibility to carry
out vital roles concerning the skills and qualifications. On the other hand, some associations give
training to their employees to accept their duties and responsibilities which are delegated to
them. According to Zwick (2003), some associations give their staffs recognitions and rewards
for any work they perform diligently. All these techniques strengthen and improve the
communication between the top management and the employees of an organization. Some of the
critical impacts of participation of employees include employment commitment, employee
productivity, job satisfaction, teamwork and many others and some will be discussed below.
Among the importance of employee participation in the workplace is Job satisfaction.
Employees' job fulfillment assumes an essential part of the way they complete their obligation
and duty. Most employees leave their job since they feel not happy with their mission or job
portrayal. As per Zwick (2003), job fulfillment is pleasurable or positive passionate state coming
about because of the evaluation of job understanding. Most researchers consider job fulfillment
as the inconsistency between what an employee esteems and what the circumstance gives. Job
fulfillment is seen by numerous researchers as the level of an employee full of feeling
introduction toward the work possessed in the association. Employee participation and job
fulfillment have for a long time been coordinated by Human asset administration to improve
efficiency and create human capital Zwick (2003). Employees feel more satisfied and sure when
the administration believes their decisions that have the impact on the result of the business.
Through the employee, participation laborers have a chance of discharging their thoughts, stress,
and worries about the company. These guarantee that the employees end up happy with their
work and decisions that they make an association. (Lower, n.d. Clarify that fulfilled employees
has a tendency to comprehend and use the open doors they are furnished with by the association.
Through participation, employees winded up gainful, imaginative and focused on their managers.
Employees feel that they are valued and thought about a piece of the association. Human
Resource Manager at Scotchem contends that it is difficult to increase massive change without a
significant component of employee inclusion. As indicated by (Lower, n.d, most employees need
to do considerably more than just come to work and perform obligations that the administration
has guided them to do.
Employee participation makes a domain where the laborers can impact thoughts and
advancement to the administration. Inspired senior employees that cooperate with clients or
customers on an everyday premise regularly have more knowledge of what the client needs from
the association, concerns, and criticism. At the point when a supervisor makes a working
environment condition that urges employees to team up inventive, creative and coherent thoughts
through different gatherings or dialogs, get an unmistakable handle to what clients need (Rosen,
Case, &Staubus, 2005). Chiefs that settle on fundamental decisions without employee
contribution restrain their thoughts and may bring about poor results if the administrator had
thought about the employee's voice. Retail giants, for example, Coles and Woolworths utilize
this factor as a piece of their central administration intends to deliver a useful shopping
knowledge for their clients.
The other importance is the Employee productivity that is most organizations endeavor to
utilize and keep up beneficial employees in their associations. Useful employees concoct new
thoughts and systems to empower the association to get by in this turbulent financial condition.
As indicated by (Lower, n.d), profitability is an execution measure that incorporates both
proficiency and adequacy. Powerful and high performing "associations have a culture that
empowers employee contribution henceforth employees are additionally eager to get engaged
with the objective setting, decision-making or critical thinking exercises that outcomes in higher
employee execution" (Lower, n.d). Employee participation empowers present-day style of
participatory administration, fulfillment, raises employee profitability and brings down the
employee remuneration rates. Besides, employee participation energizes job fulfillment, which
expands profitability through bringing fabulous inspiration and working capacities now and
again of usage. Lower, n.d contends that participative atmosphere has more significant
consequences for laborers' fulfillment than participation in the particular decision. As indicated
by (Lower, n.d), individual asset strategies, which empower employee’s inclusion go for giving
laborers chances to have the way to get the proper aptitudes, a motivator to extend optional
endeavors and to have a contribution to decision making.
Employee participation has fundamentally influenced the efficiency of associations and
organizations all in all. As per an exploration led by the Workplace Representation and
Participation Survey (WRPS), organizations that have strong employee contribution are 17%
liable to perform superior to organizations that need employee inclusion programs in their
associations. The report additionally demonstrates that employees who work in organizations
that have proficient employee inclusion are happier with their job contrasted with different
specialists. Another examination led by Rosen, Case, &Staubus (2005) on more than 18 different
associations on the effect of employee inclusion and friend’s efficiency uncovered a similar
A few respondents communicated their conviction that there was a connection between
employee contribution and execution result. For instance, Consultancy Company has an
employee inclusion component called "technique days" that furnishes employees with a
contribution to the crucial future arrangement of the association. At these 'Vital days,' the
organization enables employees to come in gatherings and talk about issues that extended from
advertising changes, mechanical changes and report their plans to a whole session that makes
additionally move on their discoveries. The report demonstrates that laborers in Consultancy
Company are happier with the administration than different organizations that have brought
together an arrangement of making decisions. Another organization that has taken the benefit of
employee association is HiFi Sounds.
At HiFi Sounds the administration urges the employees to make proposals on an entire
host of issues including staff enrollment, shop opening, and client mind administration. Another
organization that has profited from this program is Bet.com. Following preparation session
amongst employees and the administration, Bet.com chose to actualize wagers from clients over
the telephones. The aftereffect of that activity spared the organization thousands of pounds. From
this insight obviously, employee participation in the administration of organization enhances
profitability and employees' job fulfillment (Rosen, Case, &Staubus, 2005).
Employee commitment
Most researchers contend that employee commitment to duty regarding the objectives of
an association is principal for productive business. Kozłowski (2013) clarifies that employee
responsibility alludes to harmoniousness between the goals of the individual employee and the
association whereby the individual relates to and broadens exertion in the interest of the
objectives of the association. As per Kozłowski (2013), most employees confer themselves to
decisions and targets that they have partaken in detailing. Employees feel that they have their
claim objective and goal; that they have been effectively associated with a plan.
Employee contribution guarantees that specialists submit themselves to the duty and
obligations doled out to them. Kozłowski (2013) clarifies that employees present themselves to
objectives of association on the off chance that they are permitted to think of thoughts and
procedure for the association. Specialists play out their obligation not just because they should
do that, but since they have enthusiasm and responsibility towards the assignment. This must be
accomplished if organizations can step up and include employees in decision-making, objective
definition, and approach detailing of the organization.
As indicated by an examination by Zwick (2003) most employees were found to confer
themselves to organization objectives when they were effectively engaged with definition
process. The report additionally demonstrates that employees who were not adequately involved
in decision-making were less inclined to confer themselves to the objectives of the organization.
This unmistakably shows employee association assumes an essential part of the daily
administration and running of the association. Without legitimate component to confer
employees to the objectives of the organization, it would be hard for the association to meet their
goal effectively. The issue of employee conversing themselves to ventures and obligation
dramatically affects organization's effectiveness and work yield (Zwick, 2003).
Also, employee participation helps in better use of time and resources that are most
organizations are looked with the test of dealing with their assets and time to get the highest
yield. As indicated by Zwick (2003), assets incorporate employees, physical material and
financial capacity of the association. Numerous supervisors are given least assets to achieve the
most outcomes for the association. Dealing with the base assets requires advancement and useful
correspondence between the employees and the administration. This must be accomplished
through productive employee association component, which will guarantee, that every one of the
employees takes an interest in the decision-making process.
Lower, (n.d.) clarifies that employees are in charge of utilizing more than 90% of
organizations' assets and time. It is essential for the administration to include the employees to
think of compelling utilization of assets that will empower the association to spare the cost of
executing business. As indicated by Lower, (n.d.), employee participation guarantees that the
organization assets are all around used to give most ultimate benefit. As noted in an examination
led by Kaufman &Taras (2010) on Bet.com Company, employee contribution can altogether
lessen the cost of working together. The organization had a few sessions with employees on
ways they can enhance the methodology for taking wagers from shoppers via telephone. The
organization spared a ton of cash since the employees could find that a few clients could put
down wagers after the outcomes were known. The employees could think of development that
prevented clients from putting down wagers after the result was known (Kaufman &Taras,
Employee participation also reduces industrial disputes. Kaufman &Taras (2010) clarify
that employee association has fundamentally diminished mechanical question in numerous
associations. This is ascribed to better correspondence amongst administration and employees.
Most associations have given employees the flexibility to express issues that influence them both
in the work environment and at home. A few associations have gone above and beyond to
provide clinician to help laborers to manage work weight. This has substantially lessened the
instances of the strike in numerous associations around the globe. Most associations have
thought of technology that enables them to discuss individually with employees without
including trade unions.
At Weave Company, the administration gave a model of association where administration
effectively built an aggregate voice system which was less dependent on the trade unions. This
was an endeavor by the administration to give correspondence channel past association channels
through a revelation of organization and cooperation. Weave supplanted its conventional
quarterly association focused JCC with a month to month departmental gatherings. Another
organization that took a similar framework incorporates Southern Shoe EWC. The organization
concocted a methodology that enabled the administration to discuss adequately with the
employees straightforwardly instead of utilizing the association. The next gathering of
employees brought about low levels of truancy, better staff maintenance and efficiency change
(Kaufman &Taras, 2010).
Challenges of Employee Participation
Unlike the pros the drawbacks of participation of employee are plenty. In spite being the
best techniques of management in the organization, it also comes with some challenges such as;
One of the challenges caused by the participation of employees is that it accompanies
risks of security. Ordinarily, this additionally implies imparting necessary information and data
to a more significant part of employees. The vast majority of the data is expected to settle on
more firm decisions and is dependable of a delicate sort, and the organization may have a few
worries about the employees that are talking about it outside the association too. The more
individuals who think about delicate data, the higher there will be a risk of getting out (Kaufman
&Taras, 2010).
The other challenge is that of objections that may come from the union. There could be a
couple of complaints from the union too. Some labor agents are worried that the association
might utilize the participation of employees or program of inclusion that may discourage the
employees from using the free union portrayal. The law should likewise keep on stopping
organizations from setting up labor associations. It should also be an appropriate labor hone for
employees to have the capacity to set up programs that can utilize or even control a current one
with the entire thought of disappointing the endeavors of the employees so they may get
autonomous portrayal (Kaufman &Taras, 2010).
Another immense drawback that accompanies management authority is traditional all
employees wind up experiencing severe difficulties with regards to finding the refinement
between the employment levels and the administration. While expelling the characterized
hindrance between the administration and the employees, it happens to be a piece of the
administration and reason; the organization should assign the pioneers to dodge the potential for
vulnerability and turmoil of charge when the circumstances are testing (Zwick, 2003).
The other challenge is that of miscommunication in the workplace. Non-successful
utilization of communication, naiveté and poor decision-making abilities is a noteworthy
hindrance with an employee contribution. The more employees that have input and into
administrative decision making errands, more elevated amounts of communication are
fundamental to assure that choices are steady over areas of the working environment to ensure
consistency. Directors may discover it a test observing determinations and exercises with
employee contribution, for example, guaranteeing adverse outcomes and confining the potential
for tumult through miscommunication, gossipy tidbits bringing about an exercise in futility on
managing employee clashes and teach as opposed to utilizing an opportunity to complete
assignments and duties (Zwick, 2003).
The other challenge is of insufficient knowledge. An employee that can settle on more
decisions is recognizing to chiefs, anyway, it can bring about negative impacts. Hodgkinson
clarifies those employees who don't have adequate learning, capabilities, experience or skill in
particular business decisions can misconstrue the association's achievement or make interior
clashes in the business (Zwick, 2003). That is the reason employees can't embrace some decision
making parts as it requires aptitudes from a prepared and created chief. For instance, an
employee who works in the deals and showcasing segment of the association who wants to
collaborate and add to how the bookkeeping area of the association works will settle on poor
decisions in that field and will bring about different clashes with directors and different
employees inside the organization.
Lastly is the challenge that is brought by the Manager-Employee Boundaries. Zwick has
expressed through is discoveries, having elevated amounts of employee inclusion is a risk as the
line of specialist between the administration level and employee level can bring about obscure
((Zwick, 2003). Administrators may welcome the estimation of an employee association,
anyway, a trained structure with clear detailing duties are fundamental to dependability in
associations. An organization that enables its employees to endeavor to create thoughts and
complete significant errands or obligations without having the confirmation from the
administrator endeavoring obligations that are mainly allocated for businesses at administration
levels is a risk, no learning, and involvement with administrative aptitudes (Zwick, 2003).
In conclusion, employee participation is a framework which employees are urged to
utilize their ability and information to recommend strategies for changes in their work territory.
Subsequently, employee contributions assume an essential part in the accomplishment of any
associations. Also, despite the fact that employee association has different of an adverse effect on
the association, it determines that under specific conditions workers are more dedicated to
decisions and that better decisions are made if they are included. Employee inclusion likewise
increments collaboration and provide better exhibitions (Zwick, 2003).
Jing, Z. (n.d.). The Challenges Faced by Employee Participation. The Emerging Industrial
Relations of China, 164-183. doi:10.1017/9781316335222.009
Kaufman, B. E., &Taras, D. G. (2010). Employee Participation Through Non‐Union Forms
of Employee Representation. Oxford Handbooks Online.
Kozłowski, M. (2013). Employee Participation in Profit and Ownership Impact on Work
Efficiency. Comparative Economic Research, 16(1).doi:10.2478/cer-2013-0005
Lower, M. (n.d.). Labour law and employee participation.Employee Participation in
Governance, 149-169. doi:10.1017/cbo9780511780721.009
Rosen, C. M., Case, J., &Staubus, M. (2005).Equity: Why employee ownership is good for
business. Boston, MA: Harvard Business School Press.
Zwick, T. (2003).Works councils and the productivity impact of direct employee
participation. Mannheim: Zentrumfu
rEurop. Wirtschaftsforschung.

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