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Employee Voice (Voice and Attitude Inside the Workplace (perceptions of…
Employee Voice
Voice and Attitude Inside the Workplace
perceptions of procedural justice
lack of employee input can lead to reduced levels or organisational identification
perceptions of self-efficacy and self-control
lack of voice can lead to a decline in motivation, dissatisfaction, physical and psychological withdrawl
cognitive dissonance
inconsistency between ones beliefs and ones behaviours
feelings of helplessness, apathy and anger
for those who value self-control, lack of voice can lead to anger
Voice and attitude outside the workplace
Affective states
Voicing impact emotions
Cognitive states
Voice impacts cognitive states
Community engagement
Self direction and exercise of voice
Behavioural states
What is Employee Voice?
Informal and discretionary communication by an employee
Providing opportunities to exercise their voice through organisational policies
Why worry about employee voice?
Violence at community level
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
The majority feel unsafe to exercise their voice, even on important concerns such as fraud, sexual harassment, medical negligence, product defects, and safety violations
As most work places are hierarchies limited protection is provided for employees
Employees remain silent due to the belief that their input will be ignored or will not make a tangible difference
Legal frameworks for employee voice
legislative framework that places an increased interest on owners has reduced employee voice
Opportunities available for managers to encourage employee voice by citing potential benefits for shareholders in the eyes of the law
Legislative frameworks that places the interests of shareholders (i.e. owners) above all other stakeholders on average reduces opportunities for employee voice
Increase in institutional shareholders and concurrent decline of organised labour has resulted in declining employee voice
Policy makers should consider developing legislation pertaining to organisations that provides flexibility for organisational decision-makers to think beyond shareholders