Employee Participation In Any Organization Commerce Essay

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The word participation in oxford dictionary means The act of taking part or sharing in something. So, When a Employee has done a mere act of taking part in the day to day activities of the company, it is considered as Employee Participation. The Employee who is working for his salary and is time bound rather than work bound are most likely to just participate in the work process of the company. He updates the attendances and does his work as instructed by his superior. But, He never takes commitment and responsibility of the job completion in the best possible manner and before the deadline. His favorite words are "I will try " instead of " I will do all it takes for its successful completion" .When an employee participates in a business activity, it means that he shares the activity with others. These others form one team with the employee and the team is responsible for completion of a goal or project. The team provides the forum where the employee can suggest ideas to make the item more efficiently and make decisions about his portion of the team's project. Whether the level of the employees' involvement is major or minor, all team members are encouraged to participate.

Employee Involvement

The Employees who just try are more likely to fail rather than succeed. As success requires something greater than just trying. It requires total involvement of the employee on the job in hand to complete it successful on a given time frame. Those are the employees who are " work bound " and they are not " time bound". Those the employees who get involved in the organizational process. Those scenarios when experienced in a organization, it is termed as Employee Involvement. Those are employees who grow in a organization and also grow as a individual. They eventually become managers and leaders of a organization and have a bright professional career. Employee involvement exists in organizations that intentionally establish work cultures, systems and processes to encourage and make use of employee input and feedback. Involving employees more in decision making has become increasingly common in early 21st century organizations as companies see benefits in keeping employees at all levels actively engaged in core activities. Employee involvement involves a one-on-one approach between the employee and management. This is a more direct method of handling a work project, as the individual employee is included in all aspects of the decision-making process. This process encourages an employee to take ownership of the outcome of the project. The employee affects the process itself by making decisions with management, which both encourages the employees to become more involved in the project and share their ideas on how to improve the project.

Advantages of Employee Involvement:

Combining both management styles can yield a work force that is more motivated and employees who enjoy their jobs more as they feel part of the process. It can lead to longer employment periods with the same employees, requiring fewer new employee hires and reducing company turnaround. The projects can be completed and implemented faster and more efficiently given that the workers are more aware of the methods to streamline the process than management, as the employees are responsible for the daily maintenance. A major reason employee involvement has grown is because it has been shown to increase employee commitment to their organizations. By involving employees actively in decision making, company leaders affirm the value of their employees. Employees more naturally develop deeper commitments to organizational and departmental objectives when they help set them and are involved in achieving them by offering input and making decisions that affect success. Employee involvement and empowerment translates directly into increased productivity. Employees with an investment in the company's best interest increase their role in the company, fostering a stronger work ethic. When employees are given independence and expected to be more self-sufficient, they become more efficient over time, as they learn to navigate their responsibilities with minimal interference and/or relying less on managerial staff for direction. This allows managerial staff more time to attend to responsibilities other than giving assignments to subordinates and decreases micromanagement, which retards productivity.

Although employee empowerment is largely designed to give each employee autonomy, it likewise fosters better relationships between employees and with their managers, because employees that are given more independence tend to form better working relationships. Each sees the other as mutually benefiting from their working relationship. In addition, more self-governance in the workplace lessens dependence on managers and supervisors and redirects that reliance laterally to coworkers.

Employee empowerment helps to cultivate innovation. Employees that have a stake in the company growth and sustainability will offer more ideas and problem-solving solutions when obstacles arise. Moreover, as the employee meets particular challenges or finds improvements in policies, procedures or products, it will foster growth and more critical and imaginative thinking. Employees may see a particular issue differently than a manager and be able to think of a creative solution, which may not be considered in a closed circle of managerial staff.

Customers also benefit when companies seek employee input. Front-line employees that interact directly with customers or clients often have more insight into customer concerns and feedback. When company leaders create an environment that encourages employees to share ideas and to get involved in decisions, they often get more informed perspectives with regard to what customers want. When top managers make all critical decisions on their own without employee involvement, their ideas are limited to their perception and past experiences.

Disadvantages of Employee Involvement :

Customers also benefit when companies seek employee input. Front-line employees that interact directly with customers or clients often have more insight into customer concerns and feedback. When company leaders create an environment that encourages employees to share ideas and to get involved in decisions, they often get more informed perspectives with regard to what customers want. When top managers make all critical decisions on their own without employee involvement, their ideas are limited to their perception and past experiences.

More lines of communication and the potential for inconsistent decision making are disadvantages with employee involvement systems. When more employees have input and decision-making ability, more communication is necessary to make certain that decisions are consistent across the organization. This consistency is critical to brand recognition and consistency. Managers may have a hard time monitoring decisions and activities with employee involvement to protect against negative consequences and to restrict the potential for chaos.


The differences between employee participation and employee involvement are twofold. While employee participation fosters a team approach and the project is completed by a group of co-employees sharing the same goal, the employee involvement approach links the employee with a direct connection to management. This allows employees in the involvement approach to offer ideas regarding the project until a decision is reached. Both approaches can foster a strong sense of commitment to the common goal.

But, the employees who believes in just participating in his job profile stagnate in their carreer and eventually become burden to a organization. When markets gets into recession then the retrenchment is a process followed by many companies, the first to get the axe on their job positions are the employees who believed in participation alone and are to not too keen to be involved in their jobs .They are the one to be considered least important as they have never taken up any responsible roles in the past. A Typical Employees mindset is normally to get the best salary for the least amount of the work. A mindset of that sort will result in employee participation in its worst form. There are a subset of employees who will have slightly better mindset. Those employees will try to give their best but do not have enough will power and strong intentions to do so. This results in not so good output. This case is also a example of Employee participation. There a small percentage of employee in every organization who have a totally different mindset. They commit themselves to the growth of the company and are willing to do any work within their scope or sometimes outside the scope of their activity. They are most faithful to the organization and considers company growth as their own growth. They are a perfect examples of the Employee involvement. Many small start ups have become big corporations over the years due to this type of involvement of Employees. Many big corporations has declined to a level of mere existence due to the process of employee participation without any involvement.

Role of Employer:

The roles of employers in this matter is very critical. They have to follow a Human resource management policy which conducive to bring the best out of the employees. They have to give good incentives not necessarily in form of cash rewards or in monetary terms. They should be a good motivational working environment that is to be maintained inside an organization to bring about employee involvement rather than just participation. The management policy should in such a way that the compensation revision of the employees are not based on seniority but based on involvement and commitment levels of the employees. Involving employees in decisions and policy changes that directly affect their job, while empowering employees to be more autonomous, greatly improves morale at large. When employees are treated as an asset and their input is given consideration, confidence increases among every team member, and the company sees significant gains in different facets such as productivity and loyalty. Moreover, improved morale can increase an employee longevity with the company. The longer the employee is associated with the company, the more experienced they become, making them mentors to new employees and indispensable to managerial staff.

Role of Trade Union :

The Trade Union also play a vital role in this matter. They being a governing body of human resource play a pivotal role in employee participation and in general manpower contribution as a whole. The Trade union primarily support the employees in getting minimum acceptable salary to the employees, ensures good working conditions, give rights and security to them. The ideal Functions of a Trade Union is to balance relations between employers and employee. But, in some cases the Trade Union acts as a entity which increases the gap between the employers and employee. Better Employee participation can be brought about by these Trade unions by acting as agent to negotiate between the employees and employers at times of dispute. But to bring about Employee involvement, the Trade union do not play a important part. The employers play a important role in bringing about employee involvement. The employers who have long term vision and invest enough to train and orient the new recruits stands to gain from employee involvement on a long run. The organization which trains old employees with new skills and create a atmosphere where in there is free and transparent exchange of ideas are the one to get more involvement from the employees. The employers who believe in contract employment treats the employees as the entities to deliver a certain set of output. It is very difficult to get total involvement from the contracted employees of that nature.