(Solution) New 5HR01 (AC1.1) Differentiate between employee involvement and employee participation and how they build relationships

Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. 

Word count: Approximately 400 words

Differences

Under Employee involvement, employees get chances to share thoughts and ideas about their work environment. The informal technique lets workers share ideas while giving feedback and running their tasks but doesn’t let them make final decisions. Teams that embrace employee contribution use interactive platforms to collect staff thoughts and promote teamwork with ongoing performance enhancements (CIPD 2019). Staff engagement improves when employees feel important even though leadership handles all crucial choices.

In contrast, when organisations adopt employee participation they let workers take part in official decision-making procedures. Companies enable employee influence through union negotiations and teams that make organisational decisions according to Taylor & Woodhams (2016). Participation gives employees authority to help create workplace policies and make important company decisions beyond their ideas contributions as in employee involvement. Through participation workers gain the power to discuss and partner with management teams to create changes in working conditions and company practises. The structured nature of participation turns engagement into a sustainable programme that builds trust between staff and managers which boosts both team loyalty and business results.

Example of Employee Involvement in Building Strong and Positive Working Relationships

Using suggestion schemes shows how well employee involvement works. The company welcomes staff suggestions that enhance work quality improvement and daily operations. When organisations act on employee input they show they care about workers which builds better trust and teamwork according to data from CIPD (2019). Workers become happier at work and further connect with executives when management listens and values their employee suggestions. The approach builds shared responsibility within the team which creates better motivation to support company targets.

Example of Employee Participation in Building Strong and Positive Working Relationships

Employee participation happens through regular meetings of joint consultation committees which include managers and workers who discuss work policies and business changes along with employee worries. By letting employees help make leading decisions the organisation builds a strong partnership that values employee input (CIPD 2019). Organisations create open work environments when they let employees partner with top management which produces fewer workplace conflicts and raises employee teamwork. When employees gain more authority and dedication toward organisational growth they work better together and build stronger relationships throughout all ranks.