Legal backgrounds within a country generally have a direct impact on the commercial aspects in which employee voice has been found to be a significant factor. In this case, in the changing environment of the business industries across India, legal systems have also been transitioning into a new body of assessment which can be useful for managing ethical values. Employee voice in business organisations in the Indian context has been subjugated to legal frameworks which have been introduced in the study, along with a detailed analysis of the context in order to aid understanding. Moreover, this study focuses on the state of employee voice within the Indian organisational settings and the private sector, and this concept is explained in an in-depth manner. Furthermore, the Indian Public Sector is highlighted by exploring the legal structure within India in relation to the employee voice. In addition, this study focuses on the sector-specific dynamics by incorporating employee voice.
TopIntroduction
Employee voice refers to the communicational views of an individual as an employee to the employer in the workplace, which eventually impacts the work culture. Employee voice can be defined as direct, indirect, formal or informal speech connected to interactive or communicative indications, suggestions and complaints. In legal terms, employee voice is also connected to industrial dynamics and issues associated with the operation or cooperative decision-making processes. Consideration of human rights and “corporate social responsibilities” are considered effective for forecasting a “sustainable global society”. A gig economy can be defined as a free market in which no specific position is established so that independent organisations can work on short-term commitments. In this case, the concept of a gig economy also represents a significant area in the organisational management as well as employee operations factors, which generally affect the company performance metrics.
The aim of this study is to highlight the employee voice in India by considering sector-specific dynamics and gig economy. In order to achieve this chapter comprises six main sections; in the first, we demonstrate the legal framework for employee voice. In the second and third sections, private and public sectors for the employee voice are considered. In the fourth section, we point out the relationship between gig economy and employee voice. The fifth section discusses the implications of the study and, finally, the book chapter ends with a conclusion section.
Background of employee voice in India and common challenges
The essentiality of employee voice in the Indian context can be extracted by considering the initial value of this matter in relation to improving business intelligence. As per the ideas of McFarland et al. (2019), gathering opinions, complaints and suggestions based on a clear communicational system has been a common factor in rising employee voice in the workplace. For that reason, the overall context related to workforce diversity, the extent of education, and socio-economic status among employees have been incorporated and presented as an interconnected feature in the employee voice concept. For instance, Indian business organisations have specifically considered the context of employee voice as a setting which helps workers to present their opinions in a cooperative approach (Afsar et al. 2019). For that reason, to some extent employee voice has become a positive approach in business operations based on employee engagement purposes.
On the other hand, employee voice also includes a challenging aspect due to unprecedented changes in legal systems as well as socio-economic transitions that have happened in the past few decades. In this context, the human resource department of an organisation can manage employees, their human rights and consider their facilities, as well, to develop the corporate social responsibility of the company. Human resource departments can also understand the demands and performance of employees to maintain a positive workplace culture within the organisation. For example, improved employee voice specifically highlighted the path of protesters in the workplace which has adequately become a pain point in the commercial line-up with seasonal strikes (Doellgast & Benassi, 2020). Due to several issues associated with human right management ethics and challenges, Indian markets often undergo disruptive changes of limited growth for employee voice. For that reason, the overall context becomes limited to a regional barrier for which additional legal frameworks need to be obtained as solutions.
The Legal Framework For Employee Voice
Regulatory background in the Indian constitution has been incorporated into several policies as well as legal implications in order to increase the regional as well as national commercial growth in the country. Ashiru et al. (2022) state that employee voice as a concept of changing the operating system in business has been connected to organisational systems as well. Human rights can be considered by companies to improve their sustainability development practices and business performance, as well. Legal frameworks have been developed by the government authorities, legal systems and legal bodies in order to measure the implications in the business operation process.