Employee Voice Essay Example | Topics and Well Written Essays - 2500 words

Employee Voice - study ExampleThis calls for change in organizations strategies to enable the organization to respond to the changes in a timely and elastic manner. To achieve this, an organization needs to gain work ramp commitment by enabling them to have a voice on matters that affect them. Employees have, therefore, been empowered by involvement and participation in organization closing making process by the use of direct or indirect voice mechanisms. The paper depart discuss the employee voice mechanisms in use today and the outcome of such mechanisms for workers. The employee voice literature began with Hirschman in the 1970s and was further popularised by Freeman and Medoff in the 1980s. Dundon et al (2005) views employee voice as an articulation of several(prenominal) dissatisfaction, expression of corporal organization, contribution to decision making, and mutuality. To articulate dissatisfaction, an individual has only two options according to Hirschmans exit-voice t heory he can decide to exit or stay and fight from within by voicing his concerns. Hirschman (197030) therefore refers to voice as any attempt at all to change earlier than escape from an objectionable state of affairs whether through individual or collective petition to charge. ... The role of management is to provide voice mechanisms for workers so as to air their opinions. Freeman and Medoff (1984) built on Hirschmans theory of exit-voice to emphasize the importance of having a collective voice in organizations especially through trade unions. This form of voice mechanism entails negotiations between employees and employer through the union and has many advantages. The union helps to slew exits wherefore retention of qualified staff thus minimising on hiring and learn costs. The employment contracts negotiated through collective bargaining also protects the employees interests thus enhancing cooperation and job security. The union can also assist the management in introductio n of new work practices thus minimising resistance to change (Bennett & Kaufman, 2007). However, unions also can manage to force the organization to increase wages above competitive levels hence a loss to the company. Moreover, most of the workers nonionised in unions are dissatisfied with their jobs since the union leaders raise their job outcome expectations beyond what is realistic. jibe to Rose (2007), there is increased decline in unionisation as new sectors emerge hence making unions unrepresentative of employee voice. Many organizations are non-unionized and apply alternative voice mechanisms such as communication, training and development, attitude surveys, financial participation, and quality circles. However, employee voice is driven by various factors. The availability of voice mechanisms in the organization is a key driver of voice as employees can utilise various fashion to air their grievances but management support is required. For example, the management can put u p suggestion boxes to explicate their opinions and adopt a culture of