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AC1.4 Critically evaluate the interrelationships between employee voice and organisational performance
Guidelines:
Learners should discuss the following:
- Introduction to Employee Voice and Organisational Performance.
- Arguments Supporting a Link between Employee Voice and Organisational Performance.
- Arguments Questioning the Link between Employee Voice and Organisational Performance.
- Real-World Examples.
- Conclusion and Critical Analysis.
- Evidence.
- Introduction to employee voice and organizational performance:
Learners should start by introducing the basic concept of the relationship between employee voice and the functioning of the organisation. - Arguments that support the positive link between employee voice and organisational performance:
Learners should state the arguments and evidence that support the positive link between employee voice and organizational performance. These includes:
a. High Performance:
It introduces the concept of high performance, which includes employee voice as a fundamental element. These practices are related to productivity, innovation and overall performance.
b. Employee Engagement:
Emphasising employee voice can increase employee engagement. Engaged employees are more likely to be engaged, put in more effort, and contribute to improved performance.
c. Improve problem solving:
When employees have a say, they can contribute ideas and solutions, improve problem solving, and make work processes more efficient.
d. Positive leadership:
Employee voice can foster a culture of openness and trust, help create a positive workplace, and attract and retain talent.
3. Questions to ask about the link between employee voice and organisational performance:
Considering arguments and evidence to question whether employee voice is fair improves work organisation. These includes:
a. Difficulty in Measuring Performance:
Because performance is affected by many factors, it can be difficult to account for performance improvements directly tied to employee voice. Employee voice is just one of many variables.
b. Voice differences in practice:
Discuss how the effectiveness of employee voice varies depending on how it is used. Some organisations may have better employee voice than others, which can lead to inconsistent results.
c. Impact of Other Variables:
Recognising that factors such as market conditions, market dynamics, culture and external influences can affect an organisation’s performance, being able to include the impact of staff voice.
4. Real world examples:
There are examples of well-known organisations that have benefited from employee voice initiatives or have faced challenges due to the lack of employee voice. Learners should give examples of them. They can consider mentioning a company like Google that promotes employee voice and innovation, or an organisation that faces problems due to a lack of effective communication.
5. Conclusion and Critical Analysis:
Learners should identify key points and evaluate the relationship between employee voice and organisational performance.
They can highlight the importance of identifying the complexities andnuances of this relationship. Learners should be consistent and consider the limitations of current research in the field.
6. Evidence:
Learners should use evidence and research to support their assessments such as academic studies and research articles exploring the connection between employee voice and organisational performance. These may include:
Jha, N., Potnuru, R. K. G., Sareen, P., & Shaju, S. (2019). Employee voice, engagement and organizational effectiveness: a mediated model. European Journal of Training and Development, 43(7/8), 699-718.
CIPD, (2022) The influence of HR qualifications on high performance work practices. Available from https://www.cipd.org/en/knowledge/bitesize-research/hr-qualifications/
Learners can also use real case studies of organisations implementing employee voice programs and their impact in the workplace.
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