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Week twelve: employee Voice (The Law and opportunities for employee voice,…
Week twelve: employee Voice
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 organisational policies and culture should increasingly be considered as part of organisational CSR initiatives
Why worry about employee voice?
Employee voice influences
violence at community level (negatively)
Levels of unrest and corruption at country level (Neg)
levels 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 workplaces are hierarchies limited protections is provided for employees
Employees remain silent due to the belief that their input will be ignored or will not make a tangible difference
Effects of employee voice in the workplace
Perceptions of procedural justice
procedures that allow employee input viewed more positively by employees
lack of employee input (or an opportunity for) may lead to reduced levels of organisational identification, commitments, trust, job satisfaction, OCB and increased turnover
Perceptions of self-efficacy and self control
Lack of opportunityes for exercising voice can lead to decline in motivation, dissatisfaction, physical and psychological withdrawal
Cognitive dissonance
inconsistency between one's belief and ones behaviour
Feelings of helplessness, apathy and anger
For those who value self control, lack of voice could lead to anger
effects of employee voice outside the workplace
Community engagement: opportunities for self direction and to exercise ones voice likely to increase employee community engagement
Affective states: voice opportunities impact employee emotions (eg. life dissatisfaction, stress), which in turn influence their level of community engagement
Cognitive states: voice opportunities impact employee behavioural states (eg. depression, substance abuses) which in turn influence their level of community engagement
The Law and opportunities for employee voice
While advocating a democratic values for the governance of society, most organisations located within democracies do not advocate the same approach for the governance of themselves
increase in institutional shareholders (eg. investment companies) and concurrent decline of organised labour (eg. unions) has resulted in declining employee voice
Legislative frameworks that places the interests of shareholders (ie owners) above all stakeholders on average reduces opportunities for employee voice
Opportunities available for managers to encourage employee voice by citing potential benefits for shareholders in the eyes of the law
Policy makers should consider developing legislation pertaining to organisations that provides flexibility for organisational decision - makers to think beyond shareholders