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MGF1010 Week 11 - Coggle Diagram
MGF1010 Week 11
Employee voice
and the law
Advocate democratic values for society,
but not for organisations themselves
^ institutional shareholders
v organised labour
= declining employee voice
Prioritise shareholder interests over all
other stakeholders = reduced employee voice
Opportunities to encourage employee voice
by citing potential benefits in eyes of the law
Develop organisation legislation that provides
flexibility for decision-makers to think beyond shareholders
Voice + attitude
inside the workplace
Perception of
procedural justice
Allowing employee input
raises positive view
Lack of input =
reduced level of:
Organisational identificatioin
Commitment
Trust
Job satisfaction
OCB
Increased turnover
Perception of self-control
and self-efficacy
Lack of opportunities to
exercise voice leads to:
Decreased motivation
Increased dissatisfaction
Physical + Psychological withdrawal
Cognitive dissonance
Inconsistency between
beliefs and behaviours
Feelings of helplessness,
apathy and anger
For those who value control,
can lead to anger
Voice + attitude
outside the workplace
Community engagement
Self-direction + exercising voice
increases community engagement
Affective
states
Impact employee emotions
which influence community
engagement
Life dissatisfactioin
Stress
Cognitive
states
Impact cognitive states
which influence community
engagement
Cynicism
Alienation
Helplessness
Behavioural
states
Impacts behaviour
which influences
community engagement
Depression
Substance abuse
Employee voice
Informal and discretionary
communication by an employee
Ideas, suggestions, concerns,
information about problems
To persons who can take appropriate
action intending to bring change
Importance
Employee voice influences:
Community violence (-)
Unrest and corruption
at country level (-)
Level of peace (+)
Attitudes and behaviours
of employees
Modern reality:
Employees feel unsafe
to exercise voice
Hierarchies limit protection
of employees
Believe their input will be
ignored or not make a difference