Critically evaluate the interrelationships between employee voice and organisational performance. (ac 1.4)

Critically evaluate the interrelationships between employee voice and organisational performance. (ac 1.4)

The connections between employee voice and organisational performance are complicated and multidimensional. Employee voice refers to the degree to which the employees are afforded the opportunity to participate in the organizational activities by providing their opinions, ideas, concerns, and suggestions. Organisational performance, however, is classed as the attainment of organisational objectives and goals.
1. Impact of Employee Voice on Organisational Performance:
Employee voice has the potential to positively impact organisational performance in several ways:
a) Innovation and Creativity:
Employees feel free and capable of sharing their ideas and suggestions when they feel comfortable, it results in a culture of innovation and creativity. The employee voice is the way to discuss more different points of view and gives rise to new ideas, better processes, and novel solutions. This approach infuses culture, which makes the organisation to improve its performance by stimulating growth, competitiveness, and adaptability.
b) Employee Engagement and Motivation:

An individual gets an improved sense of involvement and motivation when his or her thoughts are recognized and valued. Employee involvement translates into the additional level of commitment to their work, exceeding the minimum, thus, providing higher productivity and performance. Empowering employee voice enhances a feeling of responsibility, decision-making, and career satisfaction, which results in improvement of the organisations’ performance.
c) Problem Identification and Resolution:
Employee voice is no doubt a key factor to explore the problems and challenges an organisation faces. Through the promotion that employees will speak up and give feedback organisations will find what are the possible problems, and that include bottlenecks and inefficiency. this makes timely and one has the chance to do interventions and improvements that will lead to better performance and operational effectiveness.

2. Organisational Factors Influencing Employee Voice:
   The organizational factors have a tremendous effect on the extent to which employee’s voice is encouraged and appreciated.These factors include:
   a) Leadership and Culture:
   The organizational leaders have a key part to play in developing a culture that is supportive so as to give employees a voice. The leaders who can stick their head out and listen, where they take time to deliver feedback and where they are open minded to different views promote a safe and encouraging environment for the employees to raise issues. A culture that encourages trust, openness, and psychological safety will grow employee voice and as a consequence will ensure organizational advancement.
   b) Communication Channels:
   Organisations have to set up communication mechanism that will give opportunity to the employees to voice their opinions. This encompasses such mechanisms as suggestion boxes, feedback surveys, town hall meetings and the usual one to one regular conversations. Promulgating various paths for employees to speak their minds guarantees that the expression of different opinions is possible and the ideas are taken care of.
   c) Employee Involvement and Participation:
   Organisations that take their workforce into consideration in the decision-making processes and provide spaces for participation will nurture employee voice. This can be achieved through institutionalization of employees’ representation in various committees, project teams or involvement in change initiatives. When employees take part in decision-making, they have the own feel that they own the organization, hence, more likely to put their best effort and boost performance.
   Employee voice and organizational performance are inextricably linked together. Employee voice can help in improving organisational performance by providing new approaches, improving employee engagement, and solving problems. Organisational mechanisms including leadership, culture, and communication routes are the ones that contribute most to the creation and sustainability of employee voice. Through the support of employee voice and providing pathways for engagement workers, performance of the organisations will be improved and sustainable success can be achieved.

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