Employee Voice in the Global South: Insights from Asia, Africa and South America

The book explores the nature and realities of employee voice across the Global South, highlighting the significance and effects of contexts, cultures, web and social media, and dissimilarity of institutional factors in enhancing employee voice or promoting silence. It addresses general issues affecting employee voice across the Global South to give readers an understanding of employee relations that is country-specific, and discusses the unique nature of employee voice in thirteen countries, broadening the readers understanding of the subject.

Format: Hardback
Length: 299 pages
Publication date: 11 June 2023
Publisher: Springer International Publishing AG

Employee voice across the Global South is a complex and multifaceted phenomenon that is shaped by a range of contextual, cultural, web and social media, and institutional factors. This book aims to explore the significance and effects of these factors in enhancing employee voice or promoting silence. It addresses general issues affecting employee voice across the Global South to provide readers with a country-specific understanding of employee relations. Additionally, the book explores the unique nature of employee voice in thirteen countries, broadening the readers' understanding of the subject.

Chapter 1: Introduction to Employee Voice across the Global South

Employee voice refers to the ability of employees to express their opinions, concerns, and ideas to their employers. It is a critical aspect of employee relations and can have significant impacts on organizational performance, employee satisfaction, and employee well-being. However, employee voice can be challenging to achieve in many parts of the Global South due to a range of contextual, cultural, web and social media, and institutional factors.

Contextual Factors:

Contextual factors include the political, economic, social, and cultural environment in which employees work. These factors can influence employee voice in a variety of ways. For example, in countries with authoritarian regimes, employees may be afraid to express their opinions for fear of reprisal. In countries with high levels of corruption, employees may be reluctant to report misconduct for fear of being targeted.

Cultural Factors:

Cultural factors include the values, beliefs, and practices of employees. These factors can influence employee voice in a variety of ways. For example, in some cultures, employees may be more likely to express their opinions in a group setting rather than individually. In some cultures, employees may be more likely to prioritize the needs of the group over their own needs.

Web and Social Media:

Web and social media have become increasingly important in the workplace in recent years. They provide employees with a platform to express their opinions and connect with others. However, they can also be used to promote silence or to spread misinformation.

Institutional Factors:

Institutional factors include the policies, practices, and structures of organizations. These factors can influence employee voice in a variety of ways. For example, in some organizations, employees may be required to follow strict rules and regulations, which can limit their ability to express their opinions. In some organizations, employees may be rewarded for their performance, which can encourage them to speak up.

Effects of Employee Voice:

Employee voice can have a range of effects on organizational performance, employee satisfaction, and employee well-being. For example, when employees are able to express their opinions, they can help to improve organizational performance by identifying problems and developing solutions. When employees are able to express their concerns, they can help to improve employee satisfaction by reducing stress and improving job satisfaction. When employees are able to express their ideas, they can help to improve employee well-being by promoting creativity and innovation.

However, employee voice can also have negative effects on organizational performance, employee satisfaction, and employee well-being. For example, when employees are not able to express their opinions, they can feel frustrated and disengaged. When employees are not able to express their concerns, they can feel stressed and anxious. When employees are not able to express their ideas, they can feel unvalued and unappreciated.

Chapter 2: Contextual Factors in Employee Voice across the Global South

Political Factors:

Political factors include the political system, the government, and the political parties. These factors can influence employee voice in a variety of ways. For example, in countries with authoritarian regimes, employees may be afraid to express their opinions for fear of reprisal. In countries with high levels of corruption, employees may be reluctant to report misconduct for fear of being targeted.

Economic Factors:

Economic factors include the level of economic development, the level of income inequality, and the level of unemployment. These factors can influence employee voice in a variety of ways. For example, in countries with high levels of economic development, employees may be more likely to express their opinions because they have more resources and opportunities. In countries with high levels of income inequality, employees may be more likely to express their concerns because they feel that they are not being treated fairly.

Social Factors:

Social factors include the social norms, values, and beliefs of employees. These factors can influence employee voice in a variety of ways. For example, in some cultures, employees may be more likely to express their opinions in a group setting rather than individually. In some cultures, employees may be more likely to prioritize the needs of the group over their own needs.

Web and Social Media:

Web and social media have become increasingly important in the workplace in recent years. They provide employees with a platform to express their opinions and connect with others. However, they can also be used to promote silence or to spread misinformation.

Institutional Factors:

Institutional factors include the policies, practices, and structures of organizations. These factors can influence employee voice in a variety of ways. For example, in some organizations, employees may be required to follow strict rules and regulations, which can limit their ability to express their opinions. In some organizations, employees may be rewarded for their performance, which can encourage them to speak up.

Effects of Employee Voice:

Employee voice can have a range of effects on organizational performance, employee satisfaction, and employee well-being. For example, when employees are able to express their opinions, they can help to improve organizational performance by identifying problems and developing solutions. When employees are able to express their concerns, they can help to improve employee satisfaction by reducing stress and improving job satisfaction. When employees are able to express their ideas, they can help to improve employee well-being by promoting creativity and innovation.

However, employee voice can also have negative effects on organizational performance, employee satisfaction, and employee well-and-being. For example, when employees are not able to express their opinions, they can feel frustrated and disengaged. When employees are not able to express their concerns, they can feel stressed and anxious. When employees are not able to express their ideas, they can feel unvalued and unappreciated.

Chapter 3: Cultural Factors in Employee Voice across the Global South

Values:

Values are the beliefs and principles that guide the behavior of individuals and organizations. These values can influence employee voice in a variety of ways. For example, in some cultures, employees may be more likely to express their opinions in a group setting rather than individually. In some cultures, employees may be more likely to prioritize the needs of the group over their own needs.

Beliefs:

Beliefs are the beliefs that individuals hold about the world. These beliefs can influence employee voice in a variety of ways. For example, in some cultures, employees may be more likely to believe that their opinions are not valued by their employers. In some cultures, employees may be more likely to believe that their opinions are not important.

Practices:

Practices are the behaviors that individuals and organizations engage in. These practices can influence employee voice in a variety of ways. For example, in some cultures, employees may be more likely to engage in collective bargaining. In some cultures, employees may be more likely to engage in direct action.

Institutional Factors:

Institutional factors include the policies, practices, and structures of organizations. These factors can influence employee voice in a variety of ways. For example, in some organizations, employees may be required to follow strict rules and regulations, which can limit their ability to express their opinions. In some organizations, employees may be rewarded for their performance, which can encourage them to speak up.

Effects of Employee Voice:

Employee voice can have a range of effects on organizational performance, employee satisfaction, and employee well-being. For example, when employees are able to express their opinions, they can help to improve organizational performance by identifying problems and developing solutions. When employees are able to express their concerns, they can help to improve employee satisfaction by reducing stress and improving job satisfaction. When employees are able to express their ideas, they can help to improve employee well-being by promoting creativity and innovation.

However, employee voice can also have negative effects on organizational performance, employee satisfaction, and employee well-and-being. For example, when employees are not able to express their opinions, they can feel frustrated and disengaged. When employees are not able to express their concerns, they can feel stressed and anxious. When employees are not able to express their ideas, they can feel unvalued and unappreciated.

Chapter 4: Web and Social Media in Employee Voice across the Global South

Web and social media have become increasingly important in the workplace in recent years. They provide employees with a platform to express their opinions and connect with others. However, they can also be used to promote silence or to spread misinformation.

Institutional Factors:

Institutional factors include the policies, practices, and structures of organizations. These factors can influence employee voice in a variety of ways. For example, in some organizations, employees may be required to follow strict rules and regulations, which can limit their ability to express their opinions. In some organizations, employees may be rewarded for their performance, which can encourage them to speak up.

Effects of Employee Voice:

Employee voice can have a range of effects on organizational performance, employee satisfaction, and employee well-being. For example, when employees are able to express their opinions, they can help to improve organizational performance by identifying problems and developing solutions. When employees are able to express their concerns, they can help to improve employee satisfaction by reducing stress and improving job satisfaction. When employees are able to express their ideas, they can help to improve employee well-being by promoting creativity and innovation.

However, employee voice can also have negative effects on organizational performance, employee satisfaction, and employee well-and-being. For example, when employees are not able to express their opinions, they can feel frustrated and disengaged. When employees are not able to express their concerns, they can feel stressed and anxious. When employees are not able to express their ideas, they can feel unvalued and unappreciated.

Chapter 5: Institutional Factors in Employee Voice across the Global South

Policies:

Policies are the rules and regulations that govern the behavior of individuals and organizations. These policies can influence employee voice in a variety of ways. For example, in some organizations, employees may be required to follow strict rules and regulations, which can limit their ability to express their opinions. In some organizations, employees may be rewarded for their performance, which can encourage them to speak up.

Practices:

Practices are the behaviors that individuals and organizations engage in. These practices can influence employee voice in a variety of ways. For example, in some organizations, employees may be more likely to engage in collective bargaining. In some organizations, employees may be more likely to engage in direct action.

Institutional Factors:

Institutional factors include the policies, practices, and structures of organizations. These factors can influence employee voice in a variety of ways. For example, in some organizations, employees may be required to follow strict rules and regulations, which can limit their ability to express their opinions. In some organizations, employees may be rewarded for their performance, which can encourage them to speak up.

Effects of Employee Voice:

Employee voice can have a range of effects on organizational performance, employee satisfaction, and employee well-being. For example, when employees are able to express their opinions, they can help to improve organizational performance by identifying problems and developing solutions. When employees are able to express their concerns, they can help to improve employee satisfaction by reducing stress and improving job satisfaction. When employees are able to express their ideas, they can help to improve employee well-being by promoting creativity and innovation.

However, employee voice can also have negative effects on organizational performance, employee satisfaction, and employee well-and-being. For example, when employees are not able to express their opinions, they can feel frustrated and disengaged. When employees are not able to express their concerns, they can feel stressed and anxious. When employees are not able to express their ideas, they can feel unvalued and unappreciated.

Chapter 6: Effects of Employee Voice across the Global South

Employee voice can have a range of effects on organizational performance, employee satisfaction, and employee well-being. For example, when employees are able to express their opinions, they can help to improve organizational performance by identifying problems and developing solutions. When employees are able to express their concerns, they can help to improve employee satisfaction by reducing stress and improving job satisfaction. When employees are able to express their ideas, they can help to improve employee well-being by promoting creativity and innovation.

However, employee voice can also have negative effects on organizational performance, employee satisfaction, and employee well-and-being. For example, when employees are not able to express their opinions, they can feel frustrated and disengaged. When employees are not able to express their concerns, they can feel stressed and anxious. When employees are not able to express their ideas, they can feel unvalued and unappreciated.

In conclusion, employee voice across the Global South is a complex and multifaceted phenomenon that is shaped by a range of contextual, cultural, web and social media, and institutional factors. This book aims to explore the significance and effects of these factors in enhancing employee voice or promoting silence. It addresses general issues affecting employee voice across the Global South to provide readers with a country-specific understanding of employee relations. Additionally, the book explores the unique nature of employee voice in thirteen countries, broadening the readers' understanding of the subject.

This book provides an invaluable resource for students and researchers of human resources and international business. It will also be of great interest to HRM practitioners, policymakers and business managers across the globe.

Dimension: 210 x 148 (mm)
ISBN-13: 9783031311260
Edition number: 1st ed. 2023