Effectiveness of Employee Involvement and Commitment in Meeting Organizational Effectiveness

Research Proposal
Effectiveness of Employee Involvement and Commitments in Meeting Organizational Objectives
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Effectiveness of Employee Involvement and Commitment in Meeting Organizational Effectiveness
Introduction
It has been shown that active cultures have employees participating and creating a sense of ownership. It directly results in an improved capacity for autonomy, a more committed organization, better decisions, and improved implementations (Amah & Ahiauzu, 2013). In highly involved cultures, employees are encouraged to participate. It directly results in a more significant commitment leading to autonomy in decision-making (Saeed, 2016). A culture with input from organization members also tends to have better decisions and improved implementations.
Participation in a decision-making process can decrease the cost of an organization, which is why employee involvement is essential. Recommendations to senior executives can be made through organizational participation (Riordan et al., 2005; Amah & Ahiauzu, 201). Hence, it can be said that employee involvement reflects employee commitment. Employee involvement and commitment are the most critical factors in an organization's success.
Background
Over the past few decades, there has been an increased focus on employee involvement and commitment in the workplace. It is due to the belief that these factors can improve organizational performance (Phipps et al., 2013). A growing body of evidence supports this view, and organizations are beginning to invest more in strategies to promote employee involvement and commitment. There are several different ways in which employees can be involved and committed to their organization. One common way is through participation in decision-making processes (Hussain et al., 2018).
It can involve giving employees a say in how the work is done or what products or services are offered. Another way is by providing opportunities for employees to contribute their skills and knowledge to the organization (Bosak et al., 2017). It can be done through training and development programs or by encouraging employees to share their ideas and suggestions.
Problem Statement
Employee involvement can be promoted through communication and recognition programs. It involves letting employees know their company's goals and providing feedback on their performance. It can also involve publicly recognizing employees who have made outstanding contributions to the organization (Benson et al., 2013). Much research has been conducted, and it is widely accepted that employee involvement and commitment are essential drivers of organizational success (Naqshbandi et al., 2018). However, there is limited empirical evidence demonstrating the causal effect of these factors on organizational outcomes. The research aims to determine the correlation between employee involvement and organizational effectiveness (in terms of productivity and profitability).
Research Objectives
The research would discuss employee involvement and commitments' effect on organizational objectives. The research will be conducted through surveys and interviews with employees from various organizations in the UK. The data collected will be analyzed to understand how employee involvement and commitment levels affect organizational objectives. This research will help organizations better understand the importance of employee involvement and commitment in meeting their objectives.
Literature Review
This literature review aims to know the effectiveness of employee involvement and commitments in meeting organizational objectives. It helps to know the barriers that reduce the effectiveness (Amah, 2013). This literature review also covers different approaches, advantages, and disadvantages of employee involvement and commitment in organizations.
Employee Involvement and Commitment and its Impact on an Organisation
Employee Involvement
It is widely accepted that employee involvement and engagement are essential drivers of organizational effectiveness. Numerous studies have been conducted on the topic, with various conclusions (Benson et al., 2013). However, the consensus is that employee involvement positively impacts organizational performance. There are many different ways in which organizations can encourage employee involvement (Bosak et al., 2017). One common method is employee empowerment, whereby employees are given authority and responsibility to make decisions and take actions that affect their work (Hussain et al., 2018). It can lead to increased motivation and commitment and improved job satisfaction and performance.
Employee CommitmentAnother way to encourage employee involvement is through employee commitment. The commitment is based on employee bonds and expertise within the organization because employees are connected with the organization, and they understand organizational goals (Uddin et al., 2018). It involves providing employees with information about organizational changes and seeking feedback on proposals (Naqshbandi et al., 2018). It helps ensure that employees feel consulted and involved in decision-making, leading to greater buy-in for change initiatives. There are many other methods of encouraging employee involvement, but whatever approach is taken must align with the organization's culture and values, i.e., organizational profitability and productivity (Phipps et al., 2013).
Formal and Informal Participation
The employee involvement process allows employees to participate in decision-making that affects their jobs. It can take many forms, from formal participation in organizational committees to informal feedback and input on proposed changes (Riordan et al., 2005; Naqshbandi et al., 2018). Employee involvement has been shown to positively affect organizational effectiveness, increasing employee motivation and commitment (Saeed, 2016). When employees feel like they have a say in how their work is done, they are more likely to be engaged and invested in the organization's success.
Highly Involved Organizational Culture
A highly involved organizational culture is one in which employees work to improve organizational performance in terms of profitability and productivity (Alhashedi et al., 2021). This culture is often characterized by high levels of communication and collaboration and a strong focus on collective goal achievement. There are many benefits to creating a highly involved organizational culture, including improved employee morale, more incredible innovation and creativity, and increased motivation and productivity (Garcia et al., 2018). Additionally, a highly involved culture is often more resistant to change and better able to adapt to new challenges.Creating a highly involved organizational culture requires careful planning and execution. Leaders must be willing to invest time and resources into developing an environment that supports employee involvement, and employees must be allowed to contribute meaningfully to the organization (Shet et al., 2019; Naqshbandi et al., 2018). Additionally, all organization members must be committed to upholding the values that underpin a highly involved culture.
Role of Employee Involvement in Organizational Effectiveness
Organizations increasingly recognize the importance of employee involvement and commitment to meeting organizational effectiveness (Tortorella et al., 2021). A literature review was conducted to investigate the role of employee involvement and commitment in strengthening organizational performance. The findings indicated that employee involvement and commitment are essential variables of organizational effectiveness (Bustinza et al., 2019). Hussain et al. (2018) suggest that employee involvement and commitment mediate the relationship between organizational inputs and outputs and contribute to the overall effectiveness of organizations. It is recommended by Dahmardeh & Nastiezaie (2019) that organizations emphasize developing strategies to increase employee involvement and commitment to improving organizational effectiveness.
Measuring Organizational Effectiveness
Organizational effectiveness is the extent to which an organization can achieve its goals and objectives. There are many ways of measuring organizational effectiveness, and no single approach is perfect (Ibidunni et al., 2018). However, some common methods include surveys, interviews, focus groups, and case studies. One way to measure organizational effectiveness is through employee involvement and commitment (Johnson et al., 2018). This approach looks at how well employees are engaged with their work and how committed they are to the organization's goals (Upadhaya et al., 2014). The above studies have shown that organizations with high levels of employee involvement and commitment tend to be more effective overall.There are several benefits to measuring organizational effectiveness through employee involvement and commitment. First, it provides a more direct way of assessing how well employees are performing (Shadi et al., 2018). Second, it can help identify areas where employees struggle and need more support. It builds a sense of ownership among employees, leading to higher performance levels (Sharma & Singh, 2019).
Organizational Effectiveness Techniques: Profitability and Productivity
There are various ways to measure organizational effectiveness, but two of the most common methods are profitability and productivity (Naqshbandi et al., 2018). While profitability is typically associated with private businesses, productivity can also be applied to public and nonprofit organizations (Ali & Anwar, 2021). Employee involvement and commitment are critical factors in achieving profitability and productivity (Shet et al., 2019; Flinchbaugh et al., 2020). It can be said that organizations having high employee engagement are more profitable and productive.
Research Gap
It is evident from the existing research that employee involvement and commi...