High Involvement Management: Reducing the Loss of Human
In order to fully understand and appreciate high involvement management, one must first understand what it is. Once you understand high involvement management it is easy to see the many advantages to this type of leadership and work practices. High Involvement management is by definition “carefully selecting and retailing associates and giving them significant decision-making power, information, and incentive compensation” (Hit, 2011, p. 592). High involvement management may seem to be as if one is giving up control and in a way a manager or supervisor is.
But by incorporating this type of management Into the work place, there are many unifies to both the company and the employees who work there. In my opinion one of the greatest benefits of effectively implementing high involvement management would be when it comes to wellness. There is evidence that happier workers are more productive (Oswald et al. , 2009; BГ¶Ackerman and Limekiln’s, 2012). If an organization were to consider this, they would be able to harness the power that comes with it. High involvement management can have both a positive and a negative effect on associates who work within an organization, regardless of position or role.
According to Karakas (1979) workers” mental and emotional
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These employees will use their skill sets to better the company, improving both productivity and wellness. Associates will also benefit from training opportunities within the organization. By having the opportunity to receive training and becoming more prepared to contribute to the success of the company will lead to three things: 1) Human capital 2) Increase in productivity & 3) Increase in wages and salary. I feel that these three things will generate an overall positive effect on both the organization and the employee.
While these three areas are of Importance there Is another benefit to the employee, decision making power. When an associate is given decision making power, better known as empowerment, I feel that it makes them feel as if their ignition and opinion matters. This part of high involvement management empowers each employee and they are able to take ownership of things that they may not have otherwise to Include quality and production. This step Is again an Investment in human capital.
If an organization were to implement high involvement management, I would encourage them to do it in phases to reduce the loss of human capital and to allow for the learning curve that Is sure to occur. Management is going to be a crucial In ensuring that this process goes smoothly and Is carried out to completion. The organization will have to look within its self and find those managers with the management styles that would thrive in the high involvement management realm. I be that of a participative leader.
This is a leader that shares information and consults with those that he/she leads. This type of leader also emphasizes on group making decisions (M. Hit, 2011, p. 302). High involvement management isn’t going to perfect in any organization, but I am sure that if implemented correctly the positives will far exceed the negatives. Greater human capital, retained human capital, less turn over, ore production, better training and greater overall wellness of employees will only strengthen an organization and lead to improved quality and work from the employees within.
If an organization incorporates high involvement management they will need to ensure that both employees and managers receive proper training to ensure that they are proficient in their duties and have the ability to continue training in areas that they need help in. It is important to implement high involvement management in the early stages of the organization to reduce unnecessary turnover or loss in production and profit.