Theoretical foundations for why voice might improve performance
5HR01 – Employment relationship management
This video explores the theoretical foundations for why employee voice might improve organisational performance, a key assessment criterion (AC 1.3) within CIPD Level 5's 5HR01 Employment Relationship Management unit. It examines the arguments supporting the voice-performance link, including high-performance work practice research, whilst critically evaluating counterarguments such as measurement difficulties and the influence of confounding variables. By analysing the relationship between employee voice and organisational performance through multiple theoretical lenses, learners will develop the critical evaluation skills necessary to assess whether voice initiatives genuinely enhance performance or whether improvements stem from alternative factors.
Assessment Criteria 1.3
Evaluate the relationship between employee voice and organisational performance.
Indicative Content
Relationship between employee voice and organisational performance: arguments that support a link, for example high- performance work practice research, arguments that question whether voice leads to improved organisational performance, for example difficulties in measuring performance, variations in methods of voice in practice, impact of other variables.
What You'll Learn
Video covering: Theoretical foundations for why voice might improve performance
About 5HR01 – Employment relationship management
This unit examines the key approaches, practices and tools to manage and enhance the employee relationship to create better working lives and the significant impact this can have on organisational performance.
More 5HR01 Videos
Research evidence supporting and questioning the voice-performance link
AC 1.3 – Evaluate the relationship between employee voice and organisational performance.
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AC 2.1 – Distinguish between organisational conflict and misbehaviour.
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AC 2.3 – Distinguish between third-party conciliation, mediation and arbitration.
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