employee voice

814 Words2 Pages

Theory
The term "employee voice" originated from Adam Smith's publication, Wealth of Nations (1776/1937). In this book, Smith raised the concept of employee voice, stating that "The laborer's... voice is little heard, and less regarded; except upon particular occasions when his clamor is animated" (pp. 213). The use of the word "voice" shows that the employee's act of speaking up and expressing their mind originated more than two hundred years ago. From the context of the article, it is evident that Smith visualizes voice as including both individual and group expression. Smith also defines voice to include more than simple verbal communication, as per the idea of "animated clamor." Smith further expresses a difference between voice as communication (the message is heard) and influence (the employer takes action). Smith also suggests that employers do not listen when their employees speak up and that this voice has no influence on them. Smith also notes that the interests of employers and employees "are by no means the same" and "in disputes with their workmen, masters must generally have the advantage" (pp. 60-61). Thus, Smith suggests that employers may be "hard of hearing" either because they are not concerned about employee voice or they feel there is no need to act on it.
Karl Marx also used the term voice. Like Smith, Marx indicates that the worker's voice is often ignored. However, Marx's use of the word "stifled" suggests that employers actively discourage employee voice partly because during the "storm and stress of production," they either have more important issues to deal with or consider voice an imposition. Marx views the divergence of interests between the workers and employers as a "struggle" and frames this struggle as a class conflict.
In recent years, employee voice has become a topic of interest in the field of management. Employee voice behavior is defined as "the discretionary communication of ideas, suggestions, or opinions by a member of an organization intended to influence others to make improvements or changes" (Morrison, 2011, pp. 373-412). Employee voice behavior is essential for organizations to improve their operations and achieve their strategic goals. It is also a crucial factor in employee engagement, which is the emotional commitment an employee has to their organization and its goals (Primicias, 2013).
In conclusion, employee voice is a concept that has been around for centuries. It is essential for organizations to listen to their employees and take their opinions and suggestions into account. Employee voice behavior is a crucial factor in employee engagement and organizational success. Managers need to continuously seek better methods of executing operations strategies of their organizations by ensuring that KM operations support and optimize core operations strategies that they pursue in an effort to realize their strategic mission.
Works Cited
Bruce E. Kaufman, "Employee Voice before Hirschman: Its Early History, Conceptualization, and Practice," WP 2013-1-4, January 2013.
Morrison, Elizabeth. 2011. "Employee Voice Behavior: Integration and Directions for Future Research," Academy of Management Annals 4: 373-412.
QinetiQ cares for the people who know how: New HR boss keen to engage directly with employees. (2012). Human Resource Management International Digest, 20(7), 9-

Open Document