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Employee Voice: Untapped Resource or Social Media Time Bomb (Managing…
Employee Voice: Untapped Resource or Social Media Time Bomb
When employee voice isn't managed within organization, they find other venues to air their grievances
Trust in organization and leadership plays role in perceived risk of employee voice
ULTIMATE GOAL: keep negative messages inside and air good messages publicly
Technological Backdrop
Many orgs blocked employees access to social media/adopted restrictive social media policies
provides unlimited opportunities for organizations to successfully harness and channel employee choice to build relationships with organizational stakeholders in a manner that adds value to the org.
opened new arena for employees to engage with customers, other employees and organizational constituents
Employee voice: Purpose, Venues, and Conceptualization
voice: any attempt at all to change rather than escape from an objectionable state of affairs
extends beyond complaints and can contribute to organization in a positive way
Four strands of thought: articulation of individual dissatisfaction, contribution to management decision-making, expression of collective bargaining, and demonstration of partnership
depending on employee choices, message can be constructive or destructive
if employees feel that their voice is head they are likely to confine they communications to that realm
Organizational Context
All Stars, Strike-Out Kings, Injured Reserves, and Rookies
Rookies: employees don't know organizations desired brand image, perceive psychological contracts intact, no animosity towards organization--judgment may lack b/c don't understand the orgs mission/values
All Stars: employees know desired brand and image and uphold psychological contracts, feel most comfortable using voice mechanisms
Strike-Out Kings: employees motivated by perceived violations of psychological contracts with organization, employees have little knowledge of desired brand image
Injured Reserves: employees motivated by perceived violations of psychological contracts with organization, employees know and understand image org wants them to deliver, they aren't motivated to do so
Managing Employee Voice
Management goals: positive messages that reinforce desired brand image and messages directed toward improving internal processes
Provide proper organization context: psychological contract and knowledge of desired brand image
Design voice mechanism consistent with voice purpose
problem solving groups, attitude surveys and company intranets all venues employees can voice thoughts and ideas--allow contributions to management decision making
Demonstrate partnership
allow for articulation of individual satisfaction
allow for collective bargaining, but dont fall back on it
Listen and Respond
Employee Voice as Org Resource