Employee Voice
- Employee voice involves guaranteeing that everyone working in a company has the ability to write or talk about important issues
- Employee voice is a crucial business performance enabler
- Individuals who have found their voice tend to be more focused in their job
- Employee voice can promote workers capability which can be enhanced through effective management and HR processes (Du Toit, 2014).
Employee voice plays a great role in ensuring effective communication between employees and employers where employee ensures that their issues are known and addressed by the right authority. This play a great role in enhancing organization performance, since it enhances real time solving of issues and promoting conducive work environment. Workers who voice their issues, ideas and opinion tend to me more focus on their job and hence enhancing their ability to invest their energy in their production.
- Employee voice promotes workers retention and engagement in an organization
- An organization which does not have employee voice misses on its ability to enhance a better work environment
- Employee voice helps in shaping culture of an organization and also acts as a major cultural change facilitator
- It encourages workers to speak about things they are experiencing creating awareness and chance for change (Huss, 2016).
Employee voice promotes workers satisfaction with organization since it has workers in mind. This increases workers retention and engagement in an organization. An organization which does not have employee voice misses on its ability to enhance a better work environment, and hence being unable to make use of workers talents. Employee voice helps in shaping culture of an organization and also acts as a major cultural change facilitator. It encourages workers to speak about things they are experiencing creating awareness and chance for change in an organization. This make it possible for the organization to grow and to promote conducive work environment (Huss, 2016).
- Lack of employee voice will not only impact individual employees’ performance but that of the organization in general
- It allows productive internal talks which is a pre-requisite to supporting them to have useful external talks
- Promoting employee voice assists in preventing external negative commentary It also promotes transparency in an organization and hence making it possible to only communicate things that exist (Huss, 2016)
According to Huss (2016), Lack of employee voice will not only impact individual employees’ performance but that of the organization in general. Employee voice allows productive internal talks between employees and managers and among employees. This is a pre-requisite to supporting them to have useful external talks about the company due to their positive perspective towards it. Thus promoting employee voice assists in preventing external negative commentary, since it enhance solving internal problems that would promote negative organization perception among employees. It also promotes transparency in an organization and hence making it possible to only communicate things that exist (Huss, 2016)
- Giving workers an effective voice makes them to feel valued
- It gives a way for persons to have control of what transpires to them at work
- Effective employee voice assists to develop trustful and open relationship between employer and employees
- Workers are likely to demonstrate commitment to the company if they have a voice (Du Toit, 2014).
Giving workers an effective voice is a basic element for treating them as legal stakeholders in the work relationship. It makes workers to feel valued and gives them a way to have control of what transpires to them at work place. Effective employee voice assist in developing trustful and open relationship between employer and employees through open and transparent communication. Workers are likely to demonstrate commitment to the company if they have a voice. This commitment enhance their long relation with the company and also facilitates high work performance.
- Sharing views can result to greater productivity, problem-solving and innovation (Huss, 2016)
- Employee voice can be enhanced through technology which include use of blogs, employee forums, notice boards, social networking or even face to face meeting
- The main aspect that must be considered in this case is ensuring that a two-way form of communication is enhanced The management should provide feedback to the raised issues (Du Toit, 2014).
Sharing views through employee voice can result to greater productivity, problem-solving and innovation (Huss, 2016). Employee voice can be enhanced through technology which include use of blogs, employee forums, notice boards, and social networking. These are platforms that enhance virtual two way communication, giving a chance for a complete dialog to audience or communicator satisfaction. Immediate feedback or communication at real time is permitted, just like in face to face meeting. This kind of interaction ensures that issues are addressed to level of workers satisfaction and a solution is always found.
Employee Voice Protection
- The law offers workers the right to unit to enhance the working conditions and pay
- Workers are Protected from prejudice for participating in protected group activity
- The law outlaws policy prohibiting workers from publically airing complains
- Restrictions denying workers to communicate about matters of interest among themselves are unlawful (National Labor Relations Board, 2017).
Employee voice is also protected by the law. The law offers workers the right to unit to enhance the working conditions and pay with or without a union. Thus workers can not be subjected to any king of penalty, suspension or firing for participating in protected group activity to fight for their rights. Some organizations that workers may air complains related to their working condition or salaries confidentially to prevent other workers to know about their complains. Policies of this nature are prohibited by the laws and regarded to go against workers right to unit to air their grievances. Restrictions denying workers to communicate about matters of interest among themselves are thus regarded to be unlawful (National Labor Relations Board, 2017).
Employee Voice Restriction and Protection
- Restrictions against sharing information related to company interest publically are lawful (Zaken &Totorica, 2017).
- Employers tend to spy on employees character using their social accounts
- However, workers are also protected from invasion of their privacy
- However privacy low protect workers from this , promoting social media as an employee voice (Guerin, 2017).
Restrictions against sharing information related to company interest publically are lawful (Zaken &Totorica, 2017). Employers tend to spy on employees character using their social accounts However, workers are also protected from invasion of their privacy However privacy low protect workers from this , promoting social media as an employee voice (Guerin, 2017).
Employee Voice Protection and Restriction
- No employer has the right to ask for personal accounts password or user account to spy on the employee
- Employee are also protected from being fired based on misconduct that took place on their off duties
- However, social media posts tarnishing company or boss reputation are not protected by this law
- Workers thus need to know where to draw the line
In addition to this, employers have a tendency of asking for passwords and username to explore private information about an employ or job applicant. According to the law, no employer has the right to ask for personal accounts password or user account to spy on the employee. This should be considered as inversion of personal privacy which is protected by the law. Employee are also protected from being fired based on misconduct that took place on their off duties. Nevertheless, social media post aired for public view are not protected by this law. Thus, publically posted social media posts tarnishing company or boss reputation are not protected by this law.
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