Managing Employee Voice

Table of Content

1. Introduction 2

2. Employee Involvement and Employee Participation 3

3. Direct Employee Involvement on Attitude Survey 4

4. Indirect Employee Participation on Collective Representation 5

5. Conclusion 6

6. Bibliography 7

1. Introduction

Employee voice can be defined as a two way communication process between the employer and the employee, in which the employers can communicate to their employees as well as collecting feedback. (UKessays, 2015) Being part of decision making in the organisation, it can be done through trade unions or any other means of support. Voice is term used for processes which empower, and enable employee, directly and indirectly to contribute to decision making in the organisation. (Peter Ackers, Mick Marchington, Adrian Wilkinson, Tony Dundon, 2006)

Employee voice is to “bridge the gap” between the management and its conventional part of co-ordinating the organisation; representatives with their parts of being enrolled prepared and performing their undertakings, by setting up sorts of relationship through “workers”, while staying in employee workers’ positions, might partake (directly or through delegates) in certain functions defined as managerial. (Walker 1975, p. 435)

2. Employee Involvement and Employee Participation

Employee involvement a unitarist perspective can be related directly through employee surveys which allows them to contribute suggestions and ideas (Peter Ackers, Mick Marchington, Adrian Wilkinson, Tony Dundon, 2006), for example

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