Four Employee Involvement Strategies

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Employee rights and responsibilities have developed over time to also foster in the protection for employees as well. Employers have the problem of balancing the legalities with responsibilities and the total social engagement of an organization. With employees rights and responsibilities comes the concepts of due process, employment at-will, duty of diligence, duty of obedience, and duty of loyalty. Employers love to have an engaged workforce so seeking out ways to have a productive organization can be challenging. Employee involvement strategies have been created to include employees in the some of the decision making in their day-to-day activities. There are many different involvement strategies an employer can use, but finding the most…show more content…
There are different things to ensure that you have a productive business. One initiative can be to take the right steps in making sure their employees are experiencing a sense of well being through employee involvement strategies. According to Pincus (1986) employee involvement programs have been defined as long-term comprehensive processes that are developed to enable workers to participate more fully and effectively in problem-solving and decision-making through structured and institutional changes in many aspects of the work environment Four employee involvement strategies that have been seen to be highly effective start with using suggestion boxes, delegating authority, using a task force, and the creation of organizational…show more content…
This method gives the employees the opportunity to have a voice but at the same time not having to place a name on whatever input they provided. This method creates a feeling of security so that any negative action could not take place for their involvement. Take in mind that when exercising this method an employer must also act swiftly on items that can actually be done so that the suggestion box keeps its credibility. Really useful when keeping your employees thoughts in perspective. When it comes to delegating authority this method can be quite useful when working with different types of individuals. With employees that do not need to be micro managed by delegating authority it can help with keeping them engaged. The leadership team basically gives their employees a certain amount authority to work with so that they are free to act without having to constantly seek approval from management. These individuals can easily end up becoming apart of the leadership team, so using this method is a great way to identify these personnel. When a problem exists a great way to tackle it is to create task force. Task force are a way of bringing some of the employees in to help create a solution to an ongoing problem. Highly effective with engagement withing an organization

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