Employees Involvement in the Decision

Employees Involvement in the Decision Making Process:

View of the Flat Organizational Model

In many organizations, employees are structured up a down a ladder. Presidents, vice presidents, managers, supervisors, and others generally oversee each other, making workers very far from the decision making process. In fact, this is where the statement, "climbing the corporate ladder" comes from. For many employees, this process can be rather frustrating. Employees so far from the leadership do not know why certain decisions are being made. In addition, they are often unaware of the numbers -- in which areas the company is doing well and in which they are not. In this situation, employees are apt to feel unmotivated. They do not feel associated or identified with the company, and so the degree with which they are motivated to make a difference for the company is low. In this situation, unmotivated workers can be motivated only by money and prestige.

In the flat organizational model, however, this is not the case. In this sort of a working environment there is either no corporate ladder or a limited one. Employees are seen to be relatively equal, and they are involved in the decision-making process. Because of this, employees at all levels feel like they can make a contribution. This helps workers identify with the company. They want the company to do well because it affects them, not just the bottom line. When the company does do well, the results are shared with the employees, and employees can claim some of the reason for the success as their own contributions. Furthermore, companies that employ this type of structure encourage employees to have a sense of confidence. They feel as if the company is investing in them, and, therefore, they want to invest in the company. In addition to their paychecks, this type of structure can allow for motivation based on a desire for the company as a whole to do well.

But how does the flat organizational model work in practice, and how can workers of all levels be organized in a way that allows them to work together and to make decisions together effectively. This can be a difficult task, especially for workers who are used to climbing the corporate ladder. These employees need to be convinced that their opinions really do matter, that they are necessary for the company's success. According to Heathfield, "employee involvement is creating an environment in which people have an impact on decisions and actions that affect their jobs." By presenting this view of involvement to employees, managers can prepare them to begin to play an important role in the decision process. This definition shows employees how involvement in the decision making process allows employees to affect their own change, instead of constantly being affected by the changes put in place by management. Thus, through exposing employees to this type of a definition regarding employee involvement, managers can help them feel empowered and prepared to make decisions because those decisions will, ultimately, affect them.

In addition to presenting the new flat organizational model to them in a way that will motivate them based on the importance of their making decisions, managers and other executives can prepare employees to become involved in the decision making process by providing them with scenarios, and asking them to practice, in groups, making decisions regarding them. Through this exercise, workers begin to practice using their problem solving skills. They will also realize that the other employees in their groups have very different ideas, backgrounds, and skills. This will help prepare them for the dynamics of decision making, which often involve bringing together many people of different backgrounds, asking them to come up with a common solution. This can be complicated for those who have never worked in such a group before. Thus, the exercise can serve as both learning opportunity and a training experience for employees becoming involved in the decision-making process for the first time. Also, it can serve as an opportunity through which to introduce and excite workers about the prospects of being involved in decision-making.