Employee Voice
What is Employee Voice?
Provide opportunities for employee to exercise voice
Increasingly be part of the organization
Informal and discretionary communication
Supplying:
Ideas
Suggestions
Concerns
Information about problems
To people who may take action with the intent of improvement/change
Why Worry about Employee Voice
Effect of Employee Voice In the Workplace
Effects of Employee Voice Outside the Workplace (Spill-over effect)
Employee Voice Influences:
Negative:
Violence at community level
Levels of unrest and corruption at country level
Positive:
Level of peace
Modern reality of employee voice
Majority feel unsafe
Limited Protection for employees
Fear of being ignored
Perceptions of Procedural Justice
Perceptions of Self-Efficacy and Self-Control
Cognitive Dissonance
Feelings of helplessness, apathy and anger
Community Engagement
Affective States
Cognitive States
Behavioural States
Opportunities for self-direction
Increases community engagement
The more use of employee voice, the more motivated and therefore more satisfied
Those who lack employee voice may feel demotivated to work
Legal Framworks
Policies that promote employee welfare and peaceful communities
Democracy vs. Dictatorship
Allow employee inputs viewed more positively by employees
Increased awareness of employees and their interests
Beliefs and behaviours are inconsistent
Lack of employee input may lead to increases in turnover rate
Provide more opportunities with exercising voice
Fear of consequences to voice up
Apathy - Doesn't really bother what happens because they think that no impact would be made
Lack of opportunities to exercising voice may lead to decline in motivation, dissatisfaction, physical or psychological withdrawal
Characteristics:
Employees are voicing with the intent of helping their unit or the organization
Voicing because they do not have the power to implement a suggestion or solve a problem on their own and thus have to voice their ideas or concerns, usually to someone higher than they are in the organizational hierarchy
Decision to voice one’s concerns is discretionary, meaning that employees can choose to be silent about their concerns or ideas
Decline in employee voice
voice when legislative framework places interest on shareholders above all other skatesholders
Increase in institutional shareholders and concurrent decline of organised labour
Voice opportunities impact employee cognitive states
Voice opportunities impact employee behavioral states