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Employee Voice (How do legal frameworks influence employee voice…
Employee Voice
How do legal frameworks influence employee voice oppurtunities in the workplace?
While advocating democratic values for the governance of society, most organisations do not advocate these democratic values inside their organisations.
Legislative frameworks that place the interests of shareholders above all other stakeholders may reduce employee voice
Increase in institutional shareholders and a decline in organised labour such as unions has reduced employee voice
Opportunities available for managers to increase employee voice by citing potential benefits to shareholders in the eyes of the law
Policy makers should develop legislation for organisations which encourage organisations to provide flexibility for organisational decision-makers to think beyond shareholders
LO1: What is Employee Voice?
The informal and discretionary communication by an employee of ideas, suggestions, concerns, or information about problems to persons who might be able to take appropriate action with the intent to bring about improvement or change
Providing opportunities for employee’s to exercise their voice through organizational policies and culture should increasingly be considered as part of organisational CSR initiatives
Employee voice influences:
Violence at community level (negatively)
– Levels of unrest and corruption at country level (negatively)
– Level of peace (positively)
– Attitudes and behaviours of employees both within and outside the organisation
Modern reality of employee voice
– As most workplaces are hierarchies limited protection is provided for employees
– The majority feel unsafe to exercise their voice, even on important concerns such as fraud, sexual harassment, medical negligence, product defects, and safety violations
– Employees remain silent due to the belief that their input will be ignored or will not make a tangible difference
LO2:Employee voice& employee attitudes and behaviors inside the workplace
§ Perceptions of procedural justice
Procedures that allow employee input viewed more
positively by employees
Lack of employee input (an opportunity for) may lead to
reduced levels of organisational identification,commitment, trust, job satisfaction, OCB, and increased turnover
Perceptions of self-efficacy and self-contro
Lack of opportunities for exercising voice can lead todecline in motivation, dissatisfaction, physical and
psychological withdrawa
Cognitive dissonance
– Inconsistency between one’s beliefs and one’s behaviours
Feelings of helplessness, apathy, and anger
– For those who value self-control, lack of voice could lead
to anger
LO3: Employee voice & employee attitudes and behavioursoutside the workplace
Effects of employee voice outside the workplace
*Cognitive states-Voice opportunities impact employee cognitive states (e.g. cynicism, alienation, helplessness) which in turn influence their level of community engagement
*Community engagement
-Opportunities for self-direction and to exercise one’s voice likely to increase employee community engagement
*Behavioural states-Voice opportunities impact employee behavioural states (e.g. depression, substance abuse) which in turn influence their level of community engagement
*Affective states
-–Voice opportunities impact employee emotions (e.g. life
dissatisfaction, stress) which in turn influence their level of community engagement
https://www.youtube.com/watch?v=Nsu8op4yCbM&list=PLLRztxFelVlc-JNyQF8tZQmrYJhGYZu3_