Four Contingencies

FourContingencies

FourContingencies

Benefitsof Employee Involvement

The employee involvement is a vital activity in any organization thattends to establish work culture and processes aimed at encouragingthe use of feedback and inputs of the employee. The involvement of anemployee comes with many benefits. According to McShane &amp VonGlinow, (2013), when an employee is involved, the level of commitmentto the organization tends to increase. They tend to be involved indecision-making and setting objectives and help in achieving them.

Theinvolvement of employee’s results into better ideas generation andthe level of interaction with customers also improves leading toincreased sales. The level of productivity also increases as theygain a professional stake. This has also been argued to enhance themorale of employees, as they get involved in teamwork. Loyalty levelof employees is also achieved, which helps in efficient running ofthe organization (McShane &amp Von Glinow, 2013).

FourContingencies That Affect the Optimal Level of Employee Involvement

Despitethe fact that employee participation is beneficial to companies,there are contingencies that have been affecting the optimalinvolvement of the employees. The contingencies includedecision-making model, the source of employee decision, the attachedcommitment to the proposed decision, and the likelihood of a conflictthat arises from the knowledge proposal in the process of makingdecisions (McShane &amp Von Glinow, 2013).

Thesecontingencies affect the employee level of commitment and need to besolved. The structure of decision-making will thus need to accept adecision that is unique to solve an issue that affects the firm.According to McShane &amp Von Glinow, (2013), the decision-makingstructure of administrative committee should further reject all thenon-programmed decisions aimed at solving a problem. Whenever anemployee feels that his or her decision is at a risk of beingdismissed, the teamwork spirit and morale to get involved is killedleading to poor performance.

References

McShane,S. L., &amp Von Glinow, M. A. (2013). Organizationalbehavior(6th ed.). New York, Y: McGraw-Hill/Irwin.

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