Employee Relations Essay Example | Topics and Well Written Essays - 1250 words

Employee Relations - Essay Example 70). The top organizations achieve this by empowering the employees to take part in work place decision making. Therefore, employee engagement in decision making is a powerful factor in organizations’ success. Employees who are engaged in decision making processes in an organization are more focused on their customers and more productive. Therefore, the profit making organizations and employers retain them for the key purposes of business success and continuity (Kahn 1990, 9.700). According to various researches carried out across the global business markets, employees’ engagement in work place decision making is a significant strategy for organizations that aiming to succeed in the global market place. Employee engagement in decision making is not a Human Resources initiative that top level management need to be reminded always. Employee engagement in decision making is a significant initiative, which drives the employee performance in the work place, accomplishment an d continuous improvement always (Conway & Monks 2009, p.155). It is the impact from the way a particular organization associates itself with the employees in order to move the business outcomes. Therefore, various organizations can create employee empowerment by engaging them in decision making processes in the organization. ... The employees who are actively disengaged in making decision process in an organization’s bottom line erode business success and they break the morale of the other employees in the process. Nevertheless, employees are more likely to be involved in work place decision making if the organizations provides various factors (Bakker & Schaufeli 2008, p. 150). For instance, the employee engagement in decision making should be a business strategy and it should concentrate on finding engaged employees and retaining the employees engaged in work place decision making throughout the employment contract. In addition, employee’s engagement in work place decision should mainly focus on business results. This is because workers are mostly engaged in decision making process when the key objectives of the organization are aligned with the objectives of the employees. It is evident that workers feel empowered and motivated when they are accountable to the business success and they can me asure and value the results of the performance and active participation in decision making. The strategic goals and objectives of the employer and the employees should be frequent and there should be an effective communication that informs and reaches the employee at his or her rank and performance in his or her job. Engaged employees in decision making in an organization have the information needed in order have an understanding of what they are supposed to do each day and how their performance affects the company’s priorities and goals (Konrad 2006, p.4). Employee engagement in decision making is very critical to an organization’s success. Nevertheless, some of the organizations do not it

International Strategic Management Essay Example | Topics and Well Written Essays - 3000 words

International Strategic Management - Essay Example So, it is evident that for an organization to become sustainable it has to optimally care for people as well as the planet and this brings into the picture the concept of Triple Bottom Line (TBL). This concept is also known as the ‘people-planet-profit’ approach because as the name suggests, organization must have three different bottom lines of people, planet, and profit to function effectively and achieve success. However, this concept might not be applicable to the organizations during certain situations, necessitating corrective strategies. So, this concept of the Triple Bottom Line (TBL) will be evaluated here firstly focusing on how it is indeed useful for businesses and then discussing the difficulties of measuring the social and environmental contributions that a business makes and how these difficulties can be managed. Triple Bottom Line (TBL) was originally an accounting framework which focused mainly on profits, return on investment, and shareholder value. However, it was John Elkington who reoriented this concept to include environmental as well as social dimensions in 1980s. He further strengthened this reorientation by coining the phrase â€Å"people, planet, profit† in 1994. Elkington (2004, p.3) has defined TBL as the concept that â€Å"focuses corporations not just on the economic value they add, but also on the environmental and social value they add (or destroy)†. Elkington brings in broader perspectives by referring TBL to all the processes, issues, and values that organizations have to manage in order to eliminate or minimize their negative impacts on the social and environmental aspects. â€Å"This involves being clear about the company’s purpose and taking into consideration the needs of all the company’s stakeholders—shareholders, customers, emplo yees, business partners, governments, local communities and the public† (Elkington 2004, p.3). Chapman & Milne (2004)