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-
Sloane. A. A., Witney, F. (2010). LABOR RELATIONS (13th editions). Prentice Hall. Upper Saddle River, NJ
Yellin, Samuel. American Labor Struggles New York: Harcourt, Brace and Co. 1936; Reprinted New York: Arno Press, 1970.
Marx, Karl, and T. B. Bottomore. "Wages of Labour." Early Writings. New York: McGraw-Hill, 1964. N. paragraph.16 Print.
Marx, Karl & Friedrich Engels. 2008 (1848). The Communist Manifesto. Introduction by David Harvey. London: Pluto Press. ISBN: 978-0745328461
“I regard my workpeople just as I regard my machinery...When my machines get old and useless, I reject them and get new, and these people are part of my machinery” (Sands 12). A foreman at a textile mill in Fall River, Massachusetts spoke these words in possibly the worst time during American labor history, the Industrial Revolution. During the Industrial Revolution, large numbers of people in the United States flocked to work in factories where they faced long hours, unsanitary and unsafe conditions and poor wages. Labor unions, or groups of organized workers, formed in the United States to ensure workers the right to a safe workplace and a fair wage in the face of capitalistic factory owners seeking wealth. In exchange, union members owe the responsibility to work diligently and to the best of their abilities or face the failure of their company and the loss of their jobs.
When you hear the name Karl Marx (1818-1883), it is tempting to wonder and question why you should be studying him, considering that he’s been dead for over a hundred years already. This German philosopher had become one of the most influential thinkers of the 20th century. Marx’s ideas all come together and holds that human societies develop through class struggles, a conflict between the ruling classes (known as the bourgeoisie) that dominates over the working class (known as the proletariat). He was well known for studying the disputes that occur between different classes in society, also refer to as the ‘conflict theory.’ Through his theories of alienation, Marx argued that capitalism promoted the idea of inequality, commodification, and the exploitation of labor. The purpose of this paper is to view Marx’s concept of capitalism and alienation along with how it affects the workers.
Elizabeth Flynn, “The Industrial Workers of the World and the Free Speech Fights,” in Voices of Freedom. Ed. By Eric Foner
Bennett-Alexander, D.; Hartman, L (2012) Employment Law for Business 7th Edition. New York, NY. McGraw-Hill Companies Inc.
Engagement is also an important part for the employees. The company provides information of the board meetings to all employees. This enhances the employees’ feelings of being well-informed and engaged. The employees even can challenge the current unit wage for manufactured parts. This is an open discussion, so we can see that employees are treated as if they were partners.
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Wolff, Jonathan. "Karl Marx." Stanford University. Stanford University, 26 Aug. 2003. Web. 2 May 2014. .
Marx, Karl. (2009). Capital, a critique of political economy; the process of capitalist production. Berlin: General Books.
It is this capability of the management to cultivate communication that is important towards effective engagement with the employee (Albrech, 2011). It is not just a one-sided affair of a company engaging employee, but also mutual loop where the employee is also engaging the company. After all, it takes two hands to clap. “Voice must be approached in a genuine and authentic way, and treated as more than just a cosmetic exercise. An authentic use of voice means that when the employee is invited to speak up, the company in return will both listen and will respond to what the employee says, even if just to explain why they cannot carry out a request for change. Feedback is vital and action must be seen to follow.” (Dromey et al, 2012, p.17).
payment, and method of hiring. Karl Marx had also written an essay “Wage Labour and Capital” on
The average worker spends two-thousand and eighty hours a year at their place of employment. Communication within the workplace is often overlooked or not given as much importance as most people should allow, given the amount of time that is spent there. Beyond the more basic verbal speech, one must be aware of the nonverbal symbols and noise that can have an effect on communication. There are also cultural, environmental and internal factors that can effect communication and how successful it can be. The various perceptions that an individual has developed over their life can also effect communication. One’s ability to communicate effectively will determine the success and enjoyment that is to come from their job.