Employee Ownership

Introduction

Employee will power is essentially about ownership. Owners of an addition generally have the right to phthisis it in any way they like, the right to its returns, and the right to parcel out the asset. For employee owners this directly translates into a number of HRM practices. Firstly, the right to use the asset translates into participation in decision making and the sharing of germane(predicate) information. Besides, employees might need training to learn how to participate in decision-making processes, and to learn understand information about the business. (Maaloe, 1998) Also, as it is preferably likely that consensus is not always easy to reach, a bollock mechanism for resolving conflicts is a necessary HRM practice. Secondly, the right to the assets returns translates into approximately form of profit-sharing. The combination of employee share ownership with the mentioned HRM practices reflects actual ownership as it gives employees influence, information, and an opportunity for investment. This combination sends a consistent put across to the employee that their ownership is a serious affair and that management takes them mischievously as owners. Hence, psychological ownership is most likely to bourgeon if employee share ownership is consistency combined with the mentioned HRM practices.



It is also in this situation that it is most likely that individual feelings of ownership transubstantiate into a collective ownership culture (Kaarsemaker/ Poutsma 2006; cf. Bowen/Ostroff 2004).

Employee ownership has many appearances. Hence it needs light what is meant by it here. It most commonly refers to employee ownership plans, or EOPs. An EOP usually consists of a trust that a company sets up to deal out the plan and its regulations. This involves for example the administration of the employees accounts, the organisation of regular affair opportunities (in case a company is not listed) and often trustees pick out on behalf of the employee...

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