Employee Voice Within the Workplace and Organisations

This essay will attempt to answer the topic question, along with its broader implications.Since business enterprises operate in the socio-political set up of nations, it is important to analyze the issue of ‘employee voice’ in this broad context. For example, a 1998 survey conducted in the UK involving 500 employees from various small business organizations reveals some telling statistics. It shows that racial minorities like Asians and Africans are less likely to find work in smaller firms. So is the case for women, irrespective of their racial background. Eligible workers between the age group of 25-45 are also less likely to find acceptance, especially in very small firms (Taylor Bain, 2007, p.32). There is a higher proportion of the uneducated personnel, many among those having not passed high school. Given the small business, the sector is only minimally legislated, it could be concluded that the free market setup in which such organizations function is not leading to a healthier society through provisions for greater employee voice. (Phillips, Estelle M., p.78)Scholarship on the UK business environment also suggests that the condition of women workers has only improved marginally over the last thirty years. For instance, the results published by the Equal Opportunities Commission give a factual description of the status and trends in this area of corporate affairs. It confirms that while managers projected themselves as professionals and advocated the concept of equal opportunities, there were definite cases of discrimination based on gender. Some measures are required toward ensuring that managers match their practices to policies. This further shows that concepts such as employee ‘involvement’ and ‘participation’ have not led to a fair and just workplace and also makes a case for expanding the scope of employee empowerment from what it is presently.