Employee Participation and Organisational Performance Essay

Employee Participation and Organisational Performance - Essay ExampleThe some forms of employee get hold ofment can be assorted into two basic categories. The first (more common) approach consists of suggestion systems, graphic symbol circles, ad-hoc participation groups, and cross-functional task forces. These programs argon part of the parallel organization structure and thus can be called supplemental initiatives. The parallel organization co-exists with the formal organization structure and is intended to facilitate communication, coordination, and opportunities for change (Chan & So, 1997).The endorse employee-involvement approach includes replacement initiatives, which modify or replace the formal organization structure. Essentially, these initiatives become institutionalized they involve employees in decision making regarding how work is performed and how jobs can be made more effective. An example of a replacement initiative is self-managing work teams, which are differe nt from quality circles and other hassle- closure groups in that they make problem solving, decision making, and managing the work process part of the day-to-day job (Chiu, 1998).Lets first take a looking for at how employee involvement has been defined. ... avid Schweigers (1979) explanation of participative decision making as joint decision making. another(prenominal) definition of employee involvement describes it as a systematic approach to redistributing the responsibility and accountability for problem solving and decision making to the lowest appropriate level. One could also look at the dimensions of participation that live with been identified in the literature the degree to which it is formal, versus informal the degree to which it is direct, versus indirect the level of influence that employees defend and the nature of the decisions they make. Clearly, the definitions of participation do not inherently exclude white collar and knowledge workers, although umpteen defi nitions tend to emphasize involving lower level employees (Chu, 1997). An resemblance Group Model To examine the affinity group process, its important to begin with a definition. Specifically, an affinity group is a collegial association of peers that meets on a regular basis to share information, capture opportunities, and solve problems that affect the group and the overall organization (Dale, Cooper, & Wilkinson, 1997). Affinity groups are a horizontal, cross-cutting mechanism. Among their key characteristics Group members have the same job position or statute title group-member roles are formalized group meetings are regular and frequent the group has a charter stating its rush and domain and the group is self-managing, in that it is responsible for managing its processes and output. Within an organizations infrastructure, affinity groups are a supplemental initiative, since they are not part of daily production/service responsibilities. The parallel organization structure pr ovides unique problem-solving and onward motion opportunities for these groups, whose