EMPLOYEE INVOLVEMENT 6
The authors of the article start with highlighting the importanceorganizational development and change in the organization. It isessential to have employees’ well-being and also to organizationaleffectiveness in order to have organizational success. In order foran organization to adopt change, it is essential for the people tochange their behaviors and their attitudes. Employee involvement hasbeen associated with increased performance (Phipps et al., 2013).This is aspect of involving employees in decision making processes inthe organization as well as rewarding them for performance. Employeeinvolvement, according to the authors, increases productivity or hatcan be termed as increased value over time. Information sharing, asan element of employee involvement has also been said to increasevalue over time. The authors of the article have also pointed to theaspect of commitment as a way of enhancing productivity. Employeesmust be committed to the technology, systems and the strategies putin place to ensure that the organization achieves success (Phipps etal., 2013).
The authors have pointed to teamwork, communication and involvementin decision making process as the three major aspects of employeeinvolvement that leads to productivity. The authors of the articleasserted that employee involvement practices are essential forproductivity. Employee involvement can also include power whereemployees are given the power to make decisions regarding their work(Phipps et al., 2013). Communication is where employees are providedwith timely information which is relevant to productivity. It is alsoessential to train and equip employees with the necessary skills forperformance at their work. Lastly, the authors of the article havepointed out to the aspect of rewarding employees for their work as away of employee involvement (Phipps et al., 2013).
The article also highlights the aspect of organizational commitment.Commitment has been defined as the emotional attachment andinvolvement that an employee has to the organization that employshim. This is demonstrated through the employees desire to remain as amember of the organization. Secondly, the employee’s commitment issaid to be seen in the way the employee puts effort on behalf of theorganization (Phipps et al., 2013). Lastly, the employee is seen asbeing committed when he or she believes strongly in the goals andvalues of the organization. Commitment has been divided into threecategories namely the effective, continuance and the normativecommitment. The authors have stated that commitment by employeesincrease organizational productivity, as well as operationaleffectiveness. Organizations that have committed employees benefitlargely from efficiency and high productivity (Phipps et al., 2013).
The authors of the article assert that the social exchange theory isat the center of employee involvement. This is a theory that callsfor reciprocal obligations where the organizations has o show that itvalues the employees and the employees will in return have positiveattitude and high productivity towards their work (Phipps et al.,2013). Employee involvement has been said in the article to be a waythrough which the organization appreciates the employees. It isassumed therefore, as a rule of thumb of the social exchange theorythat the employees will react in a favorable manner towards theorganization through high productivity and efficiency (Phipps et al.,2013). Social identity theory has also been said to be an applicabletheory in the area of employee involvement in an organization. Thetheory asserts that the employee will have a sense of identity withthe organization and therefore he or she will be committed.
The authors have pointed out to the strong link that exists betweenorganizational commitment, organizational productivity and employeeinvolvement (Phipps et al., 2013). The earlier mentioned aspects ofinformation access, knowledge and skills and rewards have beenmentioned yet again. All these aspects of employee involvement arelinked to commitment and therefore productivity. Employees who aregiven power to manage their own work feel more autonomous and aremore likely to be committed to the decisions they make. Informationprovision on timely basis ensures that the employees can makedecisions correctly (Phipps et al., 2013). Rewarding employees hasalso been stated to be an essential impetus to productivity. Therewards must however be acceptable to the member of the organization.
The research in the article was mainly conducted through refereeingto previous research by other scholars. The authors of the articlerelied heavily on previous research and there seems to be no originalresearch by the authors. The findings of the research that theauthors of the article carried out has been summarized above. Theinformation provided in the article is essential and it relates tothe contents of this course. Employee productivity is a key part ofthe course and that has been highlighted in the article clearly(Phipps et al., 2013). Additionally, the aspect of enhancingproductivity has also been highlighted in the article which is alsopart of the course. The article has clearly implied that for anyorganization to be successful in production and efficiency, it iscrucial to have employee involvement. Employees must be given power,information, skills and rewards for them to be committed to theorganization and to increase efficiency and productivity (Phipps etal., 2013).
The major flaw in the article is the failure to discuss whatconstitutes a healthy workplace. It is useful to note that employeeinvolvement alone may not be sufficient to bring about efficiency andincreased productivity. There are another aspects in the workplacesuch as management, work environment and availability of technologythat may affect efficiency and productivity. It would have beenbetter for the article if the authors considered all the sides ofemployee involvement and also consider discussing other aspects thatmay affect employee involvement and hence efficiency andproductivity. The article relates to the life of every employee orany person yearning to be an employee or even a manager. It shedslight on the importance of employee involvement, as well as how HRpractices can be used to enhance commitment and involvement.
Phipps, S., Prieto, L., & Ndinguri, E. (2013). Understanding theimpact of Employee Involvement on Organizational Productivity: TheModerating Role of Organizational Commitment. Journal ofOrganizational Culture, Communications & Conflict, 17(2), 107-120.