Differentiate between employee involvement and employee participation and how it builds relationships

Differentiate between employee involvement and employee participation and how it builds relationships. (ac 1.2)

Employee involvement and employee participation are two distinct approaches to engaging employees in the workplace, each with its own depth and impact on decision-making processes.

Employee Involvement is a management philosophy that emphasizes the importance of employees being involved in the decision-making process. It is based on the idea that by giving employees a voice in how their work is done and how decisions are made, they will be more committed to their jobs, more productive, and more satisfied with their work. Employee involvement can take many forms, including suggestion systems, self-managed teams, and quality circles. It is often associated with the utilitarianism theory, which focuses on the greatest good for the greatest number. By involving employees,  organisations can improve performance and productivity, which benefits everyone.

Employee Participation, on the other hand, refers to the formal mechanisms put in place to allow employees to have a say in the governance of their  organisation. This can include structures such as joint consultation committees, collective bargaining arrangements, and representation on the board of directors. Participation is more about sharing power and control with employees and is closely linked to the pluralism theory, which recognizes the existence of multiple interests within the workplace and the need for these to be represented and balanced.

The key differences between involvement and participation lie in the depth of engagement and the level of decision-making power granted to employees. Involvement is often more about consulting with employees and considering their input, whereas participation is about sharing actual decision-making authority with them.

Linking these concepts to relationship building, both involvement and participation can lead to stronger relationships between employees and employers. When employees feel that their opinions are valued and that they have some control over their work environment, they are more likely to trust their employer and feel a sense of loyalty to the company. This can lead to a more harmonious workplace with less conflict and greater cooperation.

Other job design theories that support the importance of involvement and participation in building relationships include the Job Characteristics Model, which suggests that jobs should be designed to provide employees with meaningful work, a sense of responsibility, and clear outcomes. This aligns with the principles of employee involvement, as it gives employees a stake in the success of their work.

Employee involvement and employee participation are important for building strong relationships in the workplace. They each contribute to a more engaged and committed workforce, which can lead to better outcomes for both employees and employers. By understanding and implementing these concepts,  organisations can create a more positive and productive work environment.

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