Employee Involvement and

Participation
 What is employee involvement ?

– A psychological state in which employees feel a vested

interest in the co pa y’s success and are both willing and
motivated to perform to levels that exceed the stated job
requirements.

– Involvement fosters and drives discretionary behavior,

eliciting e ployees’ highest productivity, their best ideas
and their genuine commitment to the success of the
organization.
 Employee involvement defined as :
The degree to which employees share information, knowledge,
rewards and power throughout the organisation

–active in decisions previously outside their control

–power to influence decisions
–knowledge sharing
• E ployee I ol e e t
is the on-going
effort to involve all
employees in the
decisions that affect
their ork li es.
Employee Involvement Goals
• Give employees a voice
in changes
• Gi e e eryo e’s ideas a
chance to be heard
• Involve everyone
• Make our products
more competitive
Time frame:
Model of Employee Participation:
Satisfied:

• Provide work tools,

resources and
equipment
• Enhance the work
environment
• Reward (reward level
and understanding of
the rationale for reward
change)
• Recognize work efforts
Motivated:

• Establish fair performance

goals
• Communicate clear
expectations
• Regularly clarify priorities and
feedback
• Provide support by removing
obstacles to optimal
performance
• Recognize and reward
performance
• Delegate work to theses
employees
• Support skill development
Committed:
• Help employees build meaningful
long-term careers
• Ensure recognition and reward
for long term commitment
• Listen to employees, share
insights and experience
• Ensure fairness, consistency and
transparency
• Develop understanding of long-
term vision and business plans
• Promote organization values and
reinforce them through
management behaviors
Advocate:

• Communicate the organization's

progress and challenges
• Relate business results to team
and individual roles
• Endorse strong customer focus
• Share understanding of customer
needs with team
• Challenge and grow through
delegation
• Establish comprehensive career
development plans
• Encourage upward
communication
• Encourage innovation
• Recognize and reward
Forms of employee involvement
Levels of employee involvement
How involvement improves decisions
 Determining optimal involvement
• Decision quality
• Decision commitment
• Risk of conflict
• Decision structure
 Overcoming involvement challenges
• Cultural differences
– better in collectivist and low power distance cultures

• Management resistance
– educate/train managers to become facilitators

• Employee and union resistance

– concerns about increased stress, giving up union rights and
union power
– solution is trust and involvement
• An employee engagement model based on
statistical analysis and widely supported by
industry research

Engagement with Engagement with

The Organization My Ma ager
High
Performance

Strategic Alignment Competency