As the Director of HR at a unionized Midwestern precision auto parts manufacturing plant, you have been asked by the new CEO to examine the current mass production process and make suggestions for improving efficiency and accuracy of the products. The CEO is open to any an all suggestions that you might have for doing this and has indicated that she is a strong believer in employee participation. You have determined that there is a great deal of untapped potential in the knowledge, skills, and abilities of your current workforce and would like to generate greater employee participation and involvement in the company as a way to utilize this talent. Discuss the various types of employee involvement programs and make a decision as to which you will recommend to the CEO.

Many companies have tried quality of work life programs to provide a forum for workers to make suggests about improving working conditions. However, I need involvement beyond quality of work life. I need to improve the quality and efficiency of the plant. I could consider quality circles to provide a forum for workers to make suggestions about how to improve productivity and quality through regular group meetings with supervisors. However, quality circles do not change the underlying production process so I am skeptical that these will make a significant difference. Gainsharing programs reward worker suggestions for cost reduction and efficiency improvements but I am looking for something a little more extensive than this because I want to address quality as well. Self-directed work teams change underlying work processes and give employees responsibility for a full range of job tasks, maintenance and even personnel decisions. High performance work systems combine flexibility with employee involvement in decision making. I know from the research that these programs can positively influence employee satisfaction, esteem, and commitment may be achieved. On the other hand, research has linked the use of quality circles, work teams, and job rotation to higher levels of stress and cumulative trauma disorders such as carpal tunnel. Finally, I have the option of labor-management partnerships that would involve both the union and workers in organizational decision making that goes beyond daily work-related decisions. Kaiser-Permanente has been successful with this type of program. Transforming the workplace in this manner appeals to me but I also know it will be extremely difficult to implement without the full support of my CEO and the union. However, I believe it is the best option and so I decide to present labor-management partnership in my proposal to the CEO.