Supervising in an employee-owned company
Article Abstract:
In the U.S., 5,000 companies have a significant share of their ownership in employees' hands, and 3,000 other firms have allowed employees to share in corporate ownership to a minor extent. The trend toward employee ownership is attested to by the fact that each business day 1,000 U.S. employees become part-owners of the companies for which they work. Among the U.S. corporations that are principally employee-owned are: Quad Graphics, Avondale Industries, Weirton Steel, Parsons Engineering, and Science Applications. The economic benefit accruing to companies from employee ownership and the supervision of employee-owners are discussed. Employees who own a part of the corporation expect more from their employers and wish to be consulted more, but do not want to run the companies. Employee-owned companies should therefore establish employee involvement committees, entrepreneurial groups or informal means of encouraging employee participative management. Employee ownership is in general good for morale and helps motivate employees to work toward the company's success.
Publication Name: Management Solutions
Subject: Human resources and labor relations
ISSN: 0889-0226
Year: 1987
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A lesson in employee involvement
Article Abstract:
The Employee Involvement (EI) Program was adopted at the Rome Developmental Center (a public facility for the developmentally disabled and mentally retarded in Rome, New York) in order to increase employee commitment, participation, and communication. With the assistance of a consultant from MOR Associates, a steering committee developed start-up steps consisting of the establishment of work teams, task forces, and participative management, and the enhancement of communication and the effectiveness of existing groups. Work teams consisting of supervisors and employees meet weekly (after thorough training) to discuss and solve work problems. The EI program at Rome Developmental Center has been successful, but the program requires the support of both top management and middle management. Moreover, the EI program is not meant to solve deep-seated problems.
Publication Name: Management Solutions
Subject: Human resources and labor relations
ISSN: 0889-0226
Year: 1987
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