In the past decay, employee voice has become a big factor in the organisations, as it was controversial whether or not employee voice is a method of maintaining a competitive edge in the market. It has long been argued that employee voice is a way to extract a greater degree of employees knowledge as well as improve their work commitment to corporate objectives in workplace (Salanova & Schaufeli 2010), with that been said, there is also the negative side which has been brought to this argument. Firstly this essay will analyse some of the positive arguments made by multiple authors which supports employee voice. As (Salanova & Schaufeli 2008) Acknowledges that if an employees likes to engaged with their job are mostly likely to behave in acooperative way and positive way, which will benifits the organisation or themselves. Secondly this essay will also look at some of the statements that are against employee voice. As Neil Kokemuller (2007) stated that “If employee starts to use employee voice as a way of controlling the workplace, as this can create a potentially harmful imbalance of power that leads to ineffective decisions or inner conflict that takes away from company focus”. So overall this essay will look at both the positive side and negative side of employee voice.

The current business situation is that organisations need to take set a high value goal so that the business will be prevented from dragged down into competing for low value jobs, which are in danger of moving abroad (Handel & Levine, 2004). As Strauss, M (2006) observed, getting workers voice “Provides a win-win solution to a central organisational problem of how to satisfy workers, needs while simultaneously achieving organisational objectives”. Moreover, the author’s main aim of this approach is to use employee voice as a guide line of how to enchance employees expectations as a way of contribute towards organisational goal. (Harrison & Freeman, 2004) has pointed out another stand of literature from political science, the authors sees voice as in workplace rights, a participation as a fundamental democratic right for workers to engage over have the ability to control over managerial decision making in the workplace. A third strand, drawing from the industrial relations, The academic concept of voice used in this strand was popularised by Freeman and Medoff (1984) who argued that “It made good sense for both company and workforce to have a voice mechanism, so that the voice can be clearly understand by both parties”. If an voice mechanism is used properly, then it will lead to two benifits. On the one hand, employee voice could lead to a beneficial impact on quality and productivity for business productivity, while on the other, it could identify and deal with problems, as (Gollan & Wilkinson, 2007) agreeds to (Freeman and Medoff 1984). Trade unions were seen as the best or only agents to provide voice because they were strong independents that shares same interests who want to make a difference in their work place (Freeman & Medoff, 1984).

In terms of connections between employee and managers, it split into two types of relation. Direct relationship and an indirect relationship, this approach consists with social exchange theory (Blau, 1964), which by having some sort of employees engage in reciprocal relationships and that can develop into trusting, loyal and mutual commitments if certain rules of exchange in the work place are followed. When employees value were perceive by their employers or managers, it has claimed that employees are more motivated and will demonstrate a positive working attitude (Saks, A.M. 2006). Once a good organisational practicesis underway, it will create signals to employees about the extent to which they are trusted and valued, giving rise to feelings of obligation on the part of employees, who then response by demonstrating positive behaviours (Gould-Williams, J 2007). These authors all agreed that if employees perceive