EI & EP

Employee Involvement & Participation Initiatives on Tangible Advantages of Organization

Employee Involvement & Participation Initiatives on Tangible Advantages of Organization

Introduction

Organizations in today's fast moving environment are focusing immensely on introducing new blueprint for initiating the success factor in their organization. The concept of such strategies is to invest and develop the future leaders to increase the success ratio and attaining both growth and profits for the organization.

The organizations of today are using a decentralized approach to initiate employee participation and involvement in the firm's business. The level of such approach stands tall from a grass-root level and decreases the programs of top-down management. Moreover, such activities initiates a trickledown effect in the organization, as it encourages the employees to have influences of generating ideas, action plans and benefits for the organization. The ongoing process helps building confidence and loyalty in the employees by such initiatives of involvement and participation (Juravich, 1996, pp. 321).

The organism of employee involvement and employee participation initiative develops motivation throughout the organization system and help delivering the structure of total quality management within and outside the organization. Such activities also develop technicalities and specialization in the organization. To support such structures of initiatives, employee driven teams, programs for training and recognitions and mentorship are installed for related purposes.

The idea of involving and making the employee participative is to pass on authority by dispersion of the decision-making process and persuade contribution from employee closest to the problems. The purpose of such initiatives is to make employee contribute to the success of the organization and distinguish tangible results out of their efforts and contributions. Success majorly depends on authorizing employees as they take superior role in determining the firm's culture (Hyman, et.al, 1995, pp.23). Whether official or unofficial, the approach should be tailored according to the particular organization's objectives and needs. An increased formal program might understandably signify well-structured teams setting precise goals managed to the organization's strategic plan. Whereas, an informal program might signify wide ideas and an open communication shared across the organization. Squads can be provisional, focusing on tackling a short-term and specific problem or extended and focused on dynamic key initiatives over a comprehensive time.

 However, implementing any approach in the organization should involve employees of all levels in the organization, which will engage them in contributing to their respective satisfaction and the overall business for the organization but decentralizing the system to a limitless extent can cause variations in the structure of the organization and hence can create a configuration of chaos.

Discussion

Identification

Organization development requires great practices from employees at all level and for such purpose employee involvement and participation is found as an icebreaker. The practice of such activity is found to be possible through the passage of involving both, the belief and initiatives from the upper management and the willingness of the employee. To appreciate these initiatives from organizational perspective, it is seem viable to first, understand the concept of employee involvement and participation.

Employee Involvement & Employee Participation Initiatives (EI and EP)

In the ...