英语论文网

        大约80年前，倾听员工的声音是不受欢迎的。管理决策的所有的事情，没有人关心员工的思想。他们只是做管理要求他们做的工作。直到20世纪30年代到40年代，企业管理理论已经从泰勒的“科学管理”实现了以人为本的阶段，在这个阶段，员工参与管理。到了70年代，职工参与管理在企业管理中广泛采用了。在转型过程中，发挥工会在时间的中心和重要组成部分。他们让员工了解自己的权利和他们的权利保护。他们也代表员工与组织谈判，争取员工的权利。由于工会有强大的力量。然而，20年后，一个不同的议程，命名为“员工参与”。员工参与的应力直接沟通与员工，他们注重对员工的激励。员工参与不是目的，也不是一种工具，在许多组织中的实践。相反，它是关于人们最能够不断改进他们的工作组织持续成功的管理和领导哲学。

        About 80 years ago, listening to employee voice is not popular. Management makes decision for all the thing and nobody care about what the employee thinking. They just do the job what the management asks them to do. Until 1930s to 1940s, the theory of enterprise management had achieved the more people-oriented phase from Taylor’s “Scientific ManagementMBA’, in this phase, employees participated in management. By the 1970s, employees’ participation in management had been widely adopted in enterprise management. In the process of transformation, trade unions play a central and important part in that time. They let the employee know their own rights and protect the right for them. They also represent employee to negotiate with their organization and strive for employees’ right. Because trade unions have the strong power .However, after 20 years later, a different agenda produced, named “employee involvement”.  The employee involvement stress direct communications with individual employee and they focus on employee motivation. Employee involvement is not the goal nor is it a tool, as practiced in many organizations. Rather, it is a management and leadership philosophy about how people are most enabled to contribute to continuous improvement and the ongoing success of their work organization.                 Moreover, they have a form in practice which is upward problem-solving. WHAT DOES THIS MEAN ?It is in order to develop employee knowledge and opinions which include quality circles or action teams, suggestion schemes and attitude surveys [Wilkinson, 2001]. How to involve employees in decision-making and continuous improvement activities is the strategic aspect of involvement and can include such methods as suggestion systems, manufacturing cells, work teams, continuous improvement meetings, Kaizen (continuous improvement https://www.51lunwen.org/mba/ ) events, corrective action processes, and periodic discussions with the supervisor. Intrinsic to most employee involvement processes is training in team effectiveness, communication, and problem solving; the development of reward and recognition systems; and frequently, the sharing of gains made through employee involvement efforts. 

        These will provide the opportunity to employee contribution. Nowadays, employee has been considered as a crucial part of organization. So listening to employee voice is becoming more and more important. Employer and employee get more communication. The organization uses the different method and opportunities to get information from employees such as what they are thinking, their opinions and suggestions. However it is not one way, the employee also can get the information from organization. It is two way communications. And attach importance to employee voice also bring the benefits to organization. For example it may improve employee contribution, attitude and performance. This project wil本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。