Employee Participation
The Person/Environment Dynamics of Employee Empowerment: An Organizational Culture Analysis"
According to this article by Pennie Foster-Fishman and Christopher Keys, participatory management is becoming more common, where innovative service delivery and staff empowerment are becoming increasingly important in management. The article examines a human service agency specifically, entitled SERVE. Among the goals of serve included the objective to strengthen "the voice of frontline staff in agency decision making and policy formation." The administrators believed that this organizational approach would be an effective means of increasing employee morale and organizational effectiveness (Foster-Fishman, 1997).
In this particular instance, the employee empowerment initiative occurred within a public bureaucracy, where typically efforts to empower employees fail due to strict cultural features. Empowerment, defined by this article represents "the process of gaining influence over events and outcomes of importance to an individual or group" (Foster-Fisman, 1997). According to the article, the primary purpose of adopting an empowerment model was to enhance employee's perceived control over their lives, and subsequently affect work outcome. The article pointed out however, that the overall initiative to introduce employee participation and empowerment failed, though some employees were left feeling more "empowered." This failure was attributed to a lack of ability of the culture within a public entity to bend, as necessary to support an empowered culture. Culture, according to the article, provides the framework for establishing an appropriate fit, needed for empowerment to succeed within an organization. A culture has to be willing to embrace individual attitudes and employee behaviors, and an organizational culture must also involve a "shared system of meaning."
This article adds to TQM by outlining the importance and significance of participatory management. Additionally, this article added to my knowledge of the importance of culture within an organization, and it's potential implication on the ability of an organization to empower its employees.
Employee Empowerment: Solution to A Burgeoning Crisis"
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Employee Participation in Decision Making The basic requirement paper compare contrast readings topics common. MUST USE THE UPLOADED READINGS FOR THE PAPER. While readings sympathetic goal creating democratic participative organizations, critical. Employee participation in decision-making The participation of employees in the decision-making of a company or cooperative has its advantages and disadvantages. Employees are provided with the chance to take part in the decision-making, which in turn makes them more loyal towards the
The greater the employee ownership and vested interest in a program's success, the greater the probability of its success. This emanates from a leader's choosing to endorse and actively support an information security program and show consistency of effort and focus to attain tis objectives (Madnick, 1978). A third critical success factors is the providing of periodic feedback as to the progress of the information security program. The ability to
Employee relations belong to employer-employee relationships that give satisfactory productivity, motivation, and self-confidence. Employee relations are involved with preventing and resolving problems related to individuals that occur or change work situations. Supervisors are given advice on how to correct poor performance and employee misconduct (Gennard, 2005). On the other hand, employees are given information on how to promote a better understanding of the company's goals and policies. For this paper
Employee Relations: Industrial Conflicts and Collective Disputes: Efficient and good industrial relations are usually dependent on the consistent, just and reasonable treatment as well as participation of the staff in issues and decisions that have an impact on them. The ideological framework of industrial relations involves the maintenance and enhancement of human resources procedures and policies. This framework of industrial relations also ensures that there is unbiased and consistent application of joint
On the other hand, the comparative value of the real-time presentation must be considered in relation to the potential technical issues involved. Specifically, whereas pre-recorded presentations and self-directed learning online training programs can be tested and perfected in advance to ensure there are no technical problems with delivery, that is not necessarily the case with real-time presentations, especially those involving two-way communications. No matter how much preparation and troubleshooting is
352). Lastly, Cummings and Worley (2007) surmise that employee involvement can also "improve capabilities of employees thus enabling them to perform better" (p. 353). The authors give the example that when organizations wish to increase their employee participation in decision making, this strategy must be accompanied by skill training in communication and group problem solving (p. 353). All three of these facets improve employee satisfaction and well-being, due to an improved
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