DB6.6

CH.13

Part 1: (DONE)

After reading Chapter 13:

And Answered the Discussion Question that:

Why is employee involvement frequently recommended as a strategy for preventing problems?

Part 2:

Respond to three other discussion(I’ll uploaded letter after you done the Discussion ). (Your response must

be of significance, more than just yes or no)

You will need to post your comment as respond to the comments by no more than 2-3 Complete Sentences. I

Looking on the depth, not the length of your comments

Comment to: (Please no more than 2-3 Complete Sentences.)

S. K.

When employees are involved, they strategize their work, act more clearly, make calculated decisions, and

also bring more enthusiasm to their jobs. This results in an increase in productivity and overall growth of the

organization. Employee involvement is recommended for preventing problems because when employees are

involved they truly feel themselves as a part of the organization and become more responsible about their

work and push themselves hard to find better results (Vantagecircle, 2021). It improves their organizational

commitment, motivation, productivity, level of satisfaction, influence positive behavior and they feel that

their input is valued. They are the ones who knows the inner details working of the job as they do it every

day, hence if they are allowed to be involved and to be a part of the decision making process, their

possibilities of innovative thinking, ideas to tackle and prevent the problems in the workplace enhances. It

has been found that the organizations that have an effective employee participation, experience significant

increase in productivity and decrease in employee problems (Fallon & McConnell,2014).

References

Fallon, L. F., & McConnell, C. R. (2014). Human Resource Management in Health Care, Principles and

Practice, 2nd Edition, Burlington, MA: Jones & Bartlett Learning.

Vantagecircle (2021, January 28). Employee Involvement: Why it Matters in Every Organization. Retrieved

from https://blog.vantagecircle.com/employee-involvement/

A. A.

Many difficulties can be avoided by employee participation and engagement in decision-making about

programs and performance. Practical employee engagement has the potential to influence behavior and

prevent some possible problems. It requires that employees recognize this opportunity that management is

asking for their input and it is valued. Most employees prefer to be challenged to engage in their job, and

they want to know how they can influence processes and who they will help decide.

Participative management requires management commitment to allow employees to participate in

decisions. It also requires that managers be visible and available and show their interest and respect for

getting their ideas. Managers must have the ability to empower their employees and challenge them.

Effective employee involvement develops trust between managers and employees, and each becomes more

willing to help the other succeed. It will usually experience significant increases in productivity and

noticeable decreases in employee problems. While the more separation between the decision-maker and

people affected by it, the worse will be the outcome. It may lead to a decrease in the level of productivity or

customer dissatisfaction.

References

Fallon L., & McConnell C. (2014). Human resource management in health care. (2nd ed). Jones & Bartlett

Publishers. Sudbury, MA. ISBN: 978-1-449-68883-7.

A. R.

Employee involvement frequently is recommended as a strategy for preventing future problems

because it is a great way for employees to feel involved. Managers should be able to let employees

participate in decisions and have them be involved. If an employee is constantly left out on important tasks,

it would cause them to feel undervalued. Employees must know that supervisors and managers genuinely

want their input and that it is valued (Fallon & McConnell, 2014). When employees feel valued there are

less chances of problems reoccurring. Thus, this leads to a positive, comfortable work environment and the

interaction between everybody is encouraging. However, if a manager does not check up on them and ask

for their input on decisions an employee may feel that they are not being taken into consideration.

The more that employees feel included the more they feel respected and part of their workplace

along with being challenged and constructively utilized (Fallon & McConnell, 2014). Though, not many

employees like to be engaged and just prefer to do what they are told. Nevertheless, the vast majority of

employees like to be challenged and engaged. Therefore, they feel the potential to become engaged in their

jobs and they are more likely to help managers succeed. Manager and employee relationships will help the

department and organizations succeed because if they work as a team-organizations are more likely to thrive.

However, effective managers remember that nobody knows the inner detailed working of a job better than

the person who does it every day (Fallon & McConnell, 2014). This expands on how involving the employee

can be important because they know every detail about their job which can have a big influence on decision

making. If employees feel important, respected and so on, they are most likely to stay and flourish in their

current job position.

Reference:

Fleming L., & McConnell, C. (2014). Human Resource Management in Health Care: Principles and

Practice. (2nd ed). Jones & Bartlett Publishers. Sudbury, MA. ISBN: 978-1-449-68883-7.