Employee Involvement

Based on Chapter 23 of Human Resource Management in a Business Context (2nd Edition) by Alan Price - published by Thomson Learning

Pages 649-651 of Human Resource Management in a Business Context include a full discussion on this topic. (Very) short excerpts are given here

There are sound practical reasons for taking account of employee views before making significant decisions. They include an acknowledgement of the greater and more detailed knowledge that experienced employees may have of specific processes when compared with a manager who may be relatively new or who has never been involved at a working level with those processes. Changes may seem perfectly reasonable and desirable to the manager, operating at a distance from the activity to be changed. But skilled workers may be aware of implications that are invisible to the manager. In fact, as we observed in Part 1, the concept of knowledge management is based on the value of individual expertise and experience which need to be harnessed and used for the benefit of the organization - rather than being ignored by over-confident and unwise managers.

More on pages 649-651 of Human Resource Management in a Business Context

Relevant articles

Women are more satisfied with their jobs
July 25 2005 - Recent research in Australia and New Zeakand by Human Synergistics, a specialist NZ leadership and culture company, shows that men tend to be more dissatisfied at work.

Concern for Family Issues May Boost Performance
January 15 2005 - Employee support programs are vulnerable to elimination in times of economic downturn due to bottom-line-only decisions according to Susan Lambert, Associate Professor in the School of Social Service Administration at the University of Chicago.

Unions contribute to workplace learning
27 April 2004 - Two reports show that union learning reps have encouraged 25,000 fellow workers to try some form of workplace learning in the year since learning representatives were given new legal rights to promote learning at work.

Consultation Framework
July 7 2003 - The UK government is required to implement the EU Directive on Information and Consultation. The Directive takes effect for firms with 150 employees or more in 2005, those with 100 or more in 2007, and those with 50 or more in 2008.

• Conflict, bargaining, involvement and well-being
• Employee relations as an activity
• Conflict
• Tribunals and arbitration systems
• The negotiating process
• Models of bargaining
• Employee involvement
• Employee involvement in practice
• Work-life balance
• Health and safety
• Stress