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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.
Finally, involving...
Employees who have long worked in an area that does not incorporate the flat model may feel awkward in doing this, as they have long been taught to suppress their opinions in the hopes that the managers will not become angry or engage in any firing. In order to do this, the supervisor should hold several forums in which he or she takes the opinions of workers and reflects on his or her happiness that they have decided to express themselves in such a way. In this way, workers can understand that communicating with the supervisor does not have to be a frightening task, but instead can be an opportunity.
Thus, the flat organizational model is an excellent way to encourage employees to become personally motivated in their work. The flat organizational model allows employees to make decisions and voice their opinions in matters that would have been up to upper management in the past. Because many employees are not used to this model, however, they must be prepared for engaging in this task. Managers and supervisors can prepare them by explaining the benefit the process will have on their own work, having them engage in exercises, and allowing them to feel comfortable speaking their opinions to the supervisor.
352). Lastly, Cummings and Worley (2007) surmise that employee involvement can also "improve capabilities of employees thus enabling them to perform better" (p. 353). The authors give the example that when organizations wish to increase their employee participation in decision making, this strategy must be accompanied by skill training in communication and group problem solving (p. 353). All three of these facets improve employee satisfaction and well-being, due to an improved
Employee Seperation Procedures Employee Separation Procedures A common challenge for many firms; is being able to create effective employee separation policies and procedures. This is because various regulations require everyone to follow specific practices in order to ensure that someone is discharged for actual causes from failing to meet certain requirements of the job. Those organizations who ignore this, will find themselves the subject of increased amounts of ligation for wrongful termination.
Employee relations belong to employer-employee relationships that give satisfactory productivity, motivation, and self-confidence. Employee relations are involved with preventing and resolving problems related to individuals that occur or change work situations. Supervisors are given advice on how to correct poor performance and employee misconduct (Gennard, 2005). On the other hand, employees are given information on how to promote a better understanding of the company's goals and policies. For this paper
Employee Relations: Industrial Conflicts and Collective Disputes: Efficient and good industrial relations are usually dependent on the consistent, just and reasonable treatment as well as participation of the staff in issues and decisions that have an impact on them. The ideological framework of industrial relations involves the maintenance and enhancement of human resources procedures and policies. This framework of industrial relations also ensures that there is unbiased and consistent application of joint
Employee Empowerment and Price Penetration Recent developments in the world of business offer strong examples of employee empowerment culture and penetration pricing. Cultivating a culture of employee empowerment can increase a company's agility by freeing employees from the constraints of top-down bureaucratic decision making and decreasing the time it takes to identify and resolve customer problems. Electronics retail giant Best Buy's Twelpforce is an example of an employee empowerment concept that involves
Indeed, effective problem solving in these circumstances often requires high levels of creative collaboration (Richards, 2007a, p. 34). In recognition of this reality, employers consistently name the ability to work together creatively as a primary and crucial skill -- even though many organizations have created cultures that undercut individual and collective creativity. In order to solve this problem there is a need of a comprehensive review of the facility management