Essays on Employee Voice in Small and Large Organizations Coursework

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The paper "Employee Voice in Small and Large Organizations" is a great example of management coursework.   The corporate world has evolved by undergoing various states until it has attained a complex state that needs great intellectual minds to understand it. The way the current corporate sector operates is quite different from the way it operated some few decades ago. This is due to the dynamism that is undergoing and cutting across all aspects of life. The social life, the economic status, technology status and the political aspects have changed, and they have in turn altered the way issues have to be taken care of in this modern world.

Well-informed corporate managers have this knowledge and have realized that they have to change their style of management. They have to adjust with the changes in the society so that they can steer their organizations up the ladder of success (Moss, 2011). The current corporate world is quite competitive managers are always on the move to find better ways they can employ to counter the competition and capture good market share (Edmondson, 2006). One strategic management technique that is used by these managers is the consideration employee voice in their management functions. In its definition, employee voice is the consideration and integration of employees’ opinions in the process of decision-making within an organization.

Employees of the organization are the pillars of any successful organization; therefore, their exclusion from participation in matters touching on the organization would be an indirect way of killing the organization (Muir, 2003). Any successful business organization in modern days takes matters concerning their employees at heart (Adelman, 2012). This means that if an organization desires to prosper, it must change its perspective towards its workers; it should see its workers as a source of both workforce and ideas (Edmondson, 2006).

Employees are the ones that have direct conduct with the tasks, managers in most cases supervise them in doing these tasks, and this means that the employees have the first-hand experience and feel of the real task as compared to the managers (Moss, 2011). Therefore, their views have to be noted and taken into consideration seriously. Social researchers assert that employees’ voice should not only be listened to, but they have to be acted upon or responded appropriately to bring the desired change.

Some organizations claim that they listen to the employees’ voices; however, they do not act accordingly (Bagchi, 2011). Business organizations that seek to promote employee voice are those that believe that employees have the interest of contributing to the organization, but an effective expression of employees’ voice is not what they put out but what gets back (Moss, 2011). This paper discusses issues concerning employee voice. It will show the theories explaining employee-management relations, the mechanisms of presenting employee voice and the importance of embracing employee voice. One of the famous big business organizations that use command and control structure of the employees without considering their voice is Wal-mart Inc.

The managers of these stores use authoritative management style in supervising their employees (Lichtenstein, 2011). They do not do this according to their wish, but because of the pressure from the top management that asserts on performance. Moreover, the training of the store's managers is said to be of military-style.

When these new managers are being trained to be given the responsibility of managing a store, they are exposed to overwhelming tasks to harden them up so that when they assume their new posts, they cope with the situation (Lichtenstein, 2011). Therefore, this kind of authoritative and pressured environment does not give a chance for junior employees to give their opinions on the decisions of the managers. Most of the important decisions in Wal-mart Inc are decided by the store managers or the top management (Lichtenstein, 2011). The style of management in Wal-mart is quite different from that of Southwest Airline Company.

Southwest airline a small company based in America is known for its culture of concern and respect for the employees (Emerald, 2005). In fact, its mission states that “ committed to providing our employees with a stable working environment with equal opportunities for learning, and individual growth. Above all, the workers would be given the same concern, respect, and caring attitudes within the organization. ” (Emerald, 2005). This means that Southwest airline has put the concerns of their employees at heart knowing very that they are the pillars of the company.

The friendly culture in this American airline has made it to propel to the top-performing airline companies. Records reveal that since its incorporation in the mid-twentieth century, the employees of this company have never gone on strike (Emerald, 2005). This is just attributed to the fact that management respect, listen and act on the employee's voice.

References

Adetule, P. (2011). The handbook on management theories. Lagos; Author house publishers.

Adelman, K. (2012). Promoting Employee Voice and Upward Communication in Healthcare: The CEO's Influence. Journal of Healthcare Management, 57(2), 133-147.

Bagchi, A. (2011). Who should talk? What counts as employee voice and who stands to gain? Marquette Law Review, 94(3), 869-888.

Budd, J., Gollan, P., & Wilkinson, A. (2014). New Approaches to employee voice and participation in organizations. Retrieved from http://www98.griffith.edu.au/dspace/bitstream/handle/10072/36031/66053_1.pdf?

Dundon, T., Wilkinson, A., Marchington, M &Ackers, P. (2014). The meaning and purpose of employee voice. Retrieved from http://www98.griffith.edu.au/dspace/bitstream/handle/10072/15400/34180_1.pdf;jsession id=CD5F984D84B2B6FF2DF637757804DD8F?sequence=1

Edmondson, V. (2006). Organizational Surveys: A System for Employee Voice. Journal of Applied Communication Research, 34(4), 307-310.

Emerald. (2005). Culture is the key at Southwest airline. Retrieved from http://managers.emeraldinsight.com/quality/articles/pdf/southwest.pdf

Kim, J., MacDaff, J &Pil, F. (2010). Employee voice and organizational performance: Team versus representative influence. Human relations, 63:371. Sage publishers. Retrieved from http://www.pitt.edu/~fritspil/kim%20macdufffie%20pil.pdf

Lichtenstein, N. (2011). Wal-mart’s Authoritarian culture. Retrieved from http://www.nytimes.com/2011/06/22/opinion/22Lichtenstein.html?_r=0

Moss, S. A. (2011). Yes, labor markets are flawed— but so is the economic case for mandating employee voice in corporate governance. Marquette Law Review, 94(3), 959-981.

Muir, D. (2003). Groundings of Voice in Employee Rights. Vanderbilt Journal of Transnational Law, 36(2), 485

Rees, C., Alfes, K &Gatenby, M. (2013). Employee voice and engagement: connections and consequences. International journal of human resource management. Retrieved from http://www.academia.edu/2570432/Employee_voice_and_engagement_connections_and _consequences_International_Journal_of_Human_Resource_Management_2013_

Vernom, G & Brewster, C. (2014). Collective employee voice and the strategic integration of HR: international evidence. Retrieved from http://www.buseco.monash.edu.au/mgt/research/acrew/brewster-seminar-paper.pdf

Wilton, N. (2010). Chapter 10. Employment relations. Retrieved from http://www.sagepub.com/wilton/Chapter%2010%20-%20Employment%20Relations.pdf

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