Research of Employee Participation

7/28/2019 Research of Employee Participation

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"Positive attitudes of the employees would

increase organizational productivity &

efficiency"

It is widely believed that positive attitude and the employee participation may affect

employees job satisfaction, employeeproductivity, employee commitment and they all can

increase productivity and efficiency for the organization. The main intention of this study was to

find out relationship among positive attitude, employee participation, job satisfaction, and

employee productivity and employee commitment. The findings of this study are that employee

participation not only an important determinant of job satisfaction components. Positive attitudecan increase employee participation that will have a positive effect on employees job

satisfaction, employee commitment and employee productivity. Naturally increasing employee

participation is a long -term process, which demands both attention from management side and

initiative from the employee side.

Introduction

One of the leading challenges in management has been implementing effective human

development strategies to enhance organizational performance and accountability. As a result of

the emphasis on performance, researchers have stressed effective human resources strategies

such as job satisfaction, team empowerment, participative management, and strategic planning.

This study determines the impact of positive attitude and employee participation on job

satisfaction, employee productivity and employee commitment. Since very insufficient work is

done on this sector due to limited data availability. One could find many research studies on this

subject but when we discuss about organizations, we are at the deep end of the research

resources. The fact that employee of organizations perceived that practices like employee

participation are intentionally or unintentionally ignored in organizations. So research is the last

solution to find out the truth, cause and solution.

Despite economic importance, different organizations suffer from a variety of structural and

institutional weaknesses, which have constrained their ability to take full advantage from

rapidly advancing process of globalization but professionally and nonprofessionally human

resource management is inside in different organizations from different industries.


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Significance of Study

This study is an attempt to explore the impact of positive attitude practice (Employee

Participation) on job satisfaction, employee commitment and employee productivity.

However, it is a new subject for research in organizations. Looking towards all researchstudies completed in organizations, it is observed that there is insignificant research work

done in Pakistan and it has created a wide gap, which needs to be filled up by the present and

the near future human resource management research scholars.

Research model and variable:

Hypothetical research model:

Employee

+Commitment

+Employee

Participation Job Satisfaction

Employee

Productivity

Positive

Attitude

Employee

Participation

Employee Commitment

Job Satisfaction

Employee Productivity

Organizational

Productivity

Organizational

Efficiency

Positive

Attitude

Organizational

Productivity

Organizational

Efficiency

+

++


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1. Positive attitudes:A positive attitude is a learned predisposition to behave in a consistently favorable ways with

respect in a given object. To define a positive attitude of employee, employers find difficult to

put into words what they mean. Instead, they use words like "happy" and "enjoyable to be

around" when describing a person with a positive attitude. Attitude affects behavior, which in

turn is demonstrated by performance and participation and in return increasecommitment,employee productivity and high job satisfaction. As a result it leadsto increase

organizational productivity & efficiency.

Attitudes project beliefs and values, and what employee thinks of job, coworkers and boss. It is

shown in the quality of work. The bosses are aware of individual attitudes at work and watch

everyone. Some good Attitudes are smiles, good posture, pleasant tone of voice, complaining

through proper channels, while offering ideas for improvement, respect and courtesy, managing

conflict and anger, good job performance, interested in others in workplace.Good employee

attitudes help get promoted, make friends, please customers and raise sales, increase value to

company and organizational productivity & efficiency and lead to high employee participation.

2 . Employe Participation:

Employee participation is the process whereby employees are involved in decision making

processes, rather than simply acting on orders. Employee participation is part of a process of

empowerment in the workplace..

Employee participation is in part a response to the quality movement within organisations.

Individual employees are encouraged to take responsibility for quality in terms of carrying out

activities, which meet the requirements of their customers. The internal customer is someone

within the organisation that receives the 'product of service' provided by their 'supplier' within

the organisation. External customers are buyers and users outside of the organisation. Employee

participation is also part of the move towards human resource development in modern

organisations. Employees are trusted to make decisions for themselves and the organisation. This

is a key motivational tool.


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Employee participation is also referred to as employee involvement (EI)

Examples of employee participation include:

Project teams or quality circles in which employees work on projects or tasks withconsiderable responsibility being delegated to the team.

Suggestion schemes - where employees are given channels whereby they can suggestnew ideas to managers within the organisation. Often they will receive rewards for

making appropriate suggestions.

Consultation exercises and meetings whereby employees are encouraged to share ideas. Delegation of responsibility within the organisation. In modern organisations ground

level employees have to be given considerable responsibility because they are dealing

with customers on a day-to-day basis often in novel situations. Such employees need to

be trusted to make decisions for themselves.

Multi-channel decision making processes. In such situations decisions are not only madein a downward direction, they also result from communications upwards, sideways, and

in many other directions within the organisation.

Advantages

Improved Morale

Involving employees in decisions and policy changes that directly affect their job,

while empowering employees to be more autonomous, greatly improves morale at

large. When employees are treated as an asset and their input is given

consideration, confidence increases among every team member, and the company

sees significant gains in different facets such as productivity and loyalty.

Increased Productivity

Employee participation and empowerment translates directly into increased

productivity. Employees with an investment in the company & amp;rsquo;s best

interest increase their role in the company, fostering a stronger work ethic. When


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employees are given independence and expected to be more self-sufficient, they

become more efficient over time.

Team Cohesion

Although employee empowerment is largely designed to give each employeeautonomy, it likewise fosters better relationships between employees and with their

managers, because employees that are given more independence tend to form

better working relationships. Each sees the other as mutually benefiting from their

working relationship. In addition, more self-governance in the workplace lessens

dependence on managers and supervisors and redirects that reliance laterally to

coworkers.

Innovation

Employee empowerment helps to cultivate innovation. Employees that have astake in the company& amp;rsquo;s growth and sustainability will offer more ideas

and problem-solving solutions when obstacles arise. Moreover, as the employee

meets particular challenges or finds improvements in policies, procedures or

products, it will foster growth and more critical and imaginative thinking.

Employees may see a particular issue differently than a manager and be able to

think of a creative solution, which may not be considered in a closed circle of

managerial staff.

Participation of workers in decision-making process has resulted in successful

value creation in many organizations.

Method Of Participation:

Participation at the Board Level: Representation of employees at theboard level is known as industrial democracy. This can play an important

role in protecting the interests of employees. The representative can put allthe problems and issues of the employees in front of management and guide

the board members to invest in employee benefit schemes.

Participation through Ownership:The other way of ensuring workersparticipation in organizational decision making is making them

shareholders of the company.


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Participation through Collective Bargaining: This refers to theparticipation of workers through collective agreements and by deciding

and following certain rules and regulations.

Participation through Suggestion Schemes: Encouraging youremployees to come up with unique ideas can work wonders especially on

matters such as cost cutting, waste management, safety measures, reward

system, etc. Developing a full-fledged procedure can add value to the

organizational functions and create a healthy environment and work

culture

Participation through Complete Control: This is called the system ofself management where workers union acts as management. Through

elected boards, they acquire full control of the management. In this style,

workers directly deal with all aspects of management or industrial issues

through their representatives.

Participation through Job Enrichment: Expanding the job content andadding additional motivators and rewards to the existing job profile is a

fine way to keep workers involved in managerial decision-making. Job

enrichment offers freedom to employees to exploit their wisdom and use

their judgment while handling day-to-day business problems.

Participation through Quality Circles: A quality circle is a group of fiveto ten people who are experts in a particular work area. They meet

regularly to identify, analyze and solve the problems arising in their area

of operation.

2. Employee Commitment

Employee Participation has positive effect on Employee commitment. Employee commitment is

the individual's psychological attachment to the organization means how workers feel about

their jobs so that these workers would become more committed to their organizations.Employee commitment is the congruence between goals of the individuals and the

organizationwhereby the individual identifies and extends effort on behalf of the general goals

of the organization.
http://en.wikipedia.org/wiki/Psychologyhttp://en.wikipedia.org/wiki/Organizationhttp://en.wikipedia.org/wiki/Organizationhttp://en.wikipedia.org/wiki/Psychology


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Advantages:

The performance benefits accrued from increased employee commitment have

been widely demonstrated in the literature. To list but a few, these include:

1. increased job satisfaction2. increased job performance3. increased total return to shareholders4. increased sales5. decreased employee turnover6. decreased intention to leave7. decreased intention to search for alternative employers8. decreased absenteeism

Components:

Commitment can be divided into five components, each of which are created by

different factors. These are defined as follows:

Affiliative: The compatibility of the employees and the organisationsinterests and values.

Associative: The employees perception of belonging to the organisation. Moral: The sense of mutual obligation between the employee and the

organisation. Affective: The feeling of job satisfaction experienced by the employee. Structural: The belief that the employee is engaged in a fair economic

exchange.

4.Job SatisfactionEmployeeParticipation also has direct positive effect on Job satisfaction.Job

satisfaction describes how content an individual is with his or her job.

The happier people are within their job, the more satisfied they are said lobe. Job

satisfaction is not the same as motivation, although it is clearly linked. Lob design

aims to enhance job satisfaction and performance. Methods include job rotation, job

enlargement and job enrichment. Other influences on satisfaction include the

management style and culture withemployee involvement, empowerment and

autonomous work groups. Job satisfaction is a very important attribute which is

frequently measured by organizations. The most common way of measurement is the


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use of rating scales where employees report their reactions to thaw jobs. Questions

relate to rate of pay, work responsibilities, variety of tasks, promotional opportunities

the work itself and co-workers

Advantage:

Quality of work improves and productivity increases because employees arein an environment where they feel comfortable and experience jobsatisfaction.

Office space overhead and costs are reduced because companies do not haveto maintain an office to support all of their employees.

Employee absentee average and sick leave is lower because they can workfrom home with monthly, weekly, or daily deadlines.

Employee turnover is decreased reducing recruiting and training costs.Management staff does not have to worry about scheduling fluctuations they

can focus on work and specific projects.

Management is released from all concern from personal emergencies ofemployees.

5. Employee Productivity

Productivity is a measurement or calculation between inputs and outputs. Inputs

are the amount of time and effort spent working, while outputs are the results. If

the outputs are equivalent to the inputs, the worker is considered productive.

Economists define employee productivity as the output per worker or output per

hour. With the increase in part-time employment and temporary and contract

workers, many businesses use hours worked rather than output per worker to

measure productivity

Method of increasing productivity:

1) More Pay = Higher Productivity.


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Pay alone doesnt encourage long-term productivity. If employees dont respect

their supervisors, cant work well with their co-workers, or find the work

environment unacceptable, no amount of pay will sustain a high level of quality

work.

2) Higher Goals are More Motivating.

Goals can certainly challenge and motivate employees, if the goals are

realistic. Theres a limit, however, beyond which goals can actually demotivate

employees.

3) Job Satisfaction = Quality Work.

An employee can be very happy with the workplace and coworkers. From a socialstandpoint, a job may meet an employees needs. If the employee doesnt have the

right skills and abilities to get the job done, however, there wont be a quality

result.

4) A Work Group Must Be Supervised To Be Productive.

Peer pressure from others in the group who are willing and able to provide a

quality product or service is much more effective than any supervisory pressure.

5) There is One Best Way to Motivate Employees.

Theres no magic bullet that encourages and motivates each and every

employee. Some employees like constant feedback from the boss; some

dont. Some employees are primarily interested in salary and benefits; some

arent. Employees can be motivated by one factor early in their career and other

factors as they move through their career.

6. Organizational Productivity:


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.

7.Organizational Efficiency:

Documents

Research of Employee Participation