Employee Involvement Definition

2.0 Introduction
A literature review discusses about what has been published in a particular subject area by scholars and researchers. The purpose of literature review is to convey to reader what knowledge and ideas have been established in a particular subject area.

The purpose of this research project is to study the relationship between employee involvement and organizational effectiveness. The interest is driven primarily from the view that employee involvement (EI) has a positive effect on organizational performance. Therefore, creating an organization in which members feel responsible for and involved in the success of the organization is an attractive and effective approach to management (Lawler, 1992). It is believed that a change

25). They also argue, based on their research findings, that employees who are highly involved in their jobs are also high involved in their organizations (p. 32).

2.1 Types of Employee Involvement

Etzioni (1975) has proposed three different types of involvement:

 Moral : In an organization when the employees accept and identify themselves with the organizational goals without any external or internal pressure.
 Calculative: When the employees perceive and exchange agreement with the organization i.e, they are involved only when they feel that the returns are better on completion of a particular task or goal.
 Alienative: In this type of involvement employees have negative feelings and attachments towards their organizations but they remain in the organisation due to lack of alternatives or opportunities in the market.

2.2 Employee Involvement Practices

Lawler, Mohrman and Ledford, Jr. (1995) have given some Employee Involvement practices in their book "Creating High Performance Organizations." According to them employee involvement can be characterized by the use of the following

Any consultant hired to set up and coordinate employee involvement programmes should be selected jointly by the representatives of the employees and the management. It is a voluntary process for both union and company. The union selects, elects, or appoints its representatives on the committees that deal with employee involvement.
 The organisation should give a commitment to the employees that no workers can be laid off or downgraded as a result of ideas generated by the workers in employee involvement committees.
 The organisation should share monetary incentive, free training, shorter work week, flexitime etc. with employees if it is able to save money because of the ideas generated from employee involvement. The type of incentives or benefits given to the employees can be jointly determined by the union and