Communication, Involvement and Participation

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Table of Content

1. Introduction………………………………………………………………..

2Communication, Involvement and Participation………………….……
2.1Definition and methods

3My workplace…………………….………………………………………..
3.1Overview of ABC Company
3.2Current situation
3.3Methods of communication, involvement and participation in
ABC Company
3.3.1Induction Program
3.3.2Performance Appraisal
3.3.3Rewards system – Bonus
3.3.4Other communications techniques

4Research……………………………………………………………………

5Recommendations for future improvements and conclusion…………

1. INTRODUCTION

From the People Management perspective, “Communication, Involvement and Participation” is always playing an important role in the past, today and even in the future of an organization. A successful employer always cares about their employees because they know employee is an asset to the company besides modern technology. Thus, many companies investing into People Management to engage the hearts and minds of the employee in different projects which their activities were adding value to the business and for improvement in productivity. Successful employers could be easily named out, such as Jardine Matheson, Fidelity International, BBC Group and many more. These companies clearly demonstrated how good they engaged with their employees and invest in People Management.

This report provides:

• Methods of involvement, participation and communication which currently in use including the definition. • Analysis of techniques and what impacts of ABC Company will have or are having. • Current issues

• Recommendations or better alternatives

2. COMMUNICATION, INVOLVEMENT AND PARTICIPATION

2.1Definition and method of involvement, participation and communication

Employee Involvement is a structured process that encourages employee participation for the purpose of instituting job-related changes. It enables employees to discuss and raise their concern to the employer. Employee involvement could be defined as:

“Creating an environment in which people have an impact on decisions and actions that affect their jobs (quoted by Susan M. Heathfield).”

Definition as per Employee Relations Text Book (published by John Gennard and Graham Judge), employee involvement and participation covers a wide range of practices. As defined by Marchington et al (1992), these practices are initiated principally by management and are designed to increase employee information about, and commitment to, the organization. Employee involvement concentrates on individual employee and is designed to produce a committed workforce more likely to contribute to the efficient operation of an organization. By introducing employee involvement mechanisms, management seeks to gain the consent of the employees to its proposed actions on the basis of commitment rather than control (Walton, 1985). These mechanisms are thus aimed at enabling individual employees to influence management decision-making processes.

According to the research of Marchington et al (2001), a successful of involvement and participation should value the voice of employees because they believe it contributes to the business performance and outcomes should be as follows:-

• Generate commitment of all employees to achieve the strategic business or company’s objectives. • Enable the company to meet customer’s need in a better way and adapt to changing market requirements • Could improve performance and productivity of the company • Improve the employee satisfaction of employees and feel happier on their job • Provide opportunity to influence and be involved in decisions

Employee Participation concerns about the process involvement with management in the decision-making of an organization, including joint consultation, collective bargaining and worker representation on the board.

Ramsay (1996) suggests that by using the employee involvement schemes...
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