Article Review on Leadership in Business

This article review explores the role of employee voices in Small and Medium Size Enterprises (SMEs) and the impact of decision-making on employee voices. It discusses the variations, theoretical considerations, and management strategies that shape employee voices in SMEs. The article also highlights the importance of understanding the context and dynamics of communication in the workplace.

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Article review on leadership in business
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The theme of employees’ voices in the context of Small and Medium Size Enterprise
(SME) is a hot debate topic in case of workplace communication. In this, Gilman et al. (2015)
sheds light on the variations, which prevail in these arenas. The author also reflects the aspect
of sensitive in these contexts, which can be assessed through the theoretical considerations.
As a matter of specification, the authors make mention of a-priori frameworks, which helps in
gaining an insight into the complexities prevailing in the performance of the employees in the
SMEs. Aligning with the arguments of Blomme, Kodden and Beasley-Suffolk (2015), it can
be said that the main focus is to detect the role of resources and constraints in shaping the
voice practices. Along with this, the aim to detect the differences, which prevail in data
collected on the practices and the actual practices, which are incorporated in the firms for
attaching proper and clear shape to the voices of the employees (Gilman et al. 2015).
The firms considered in this context vary according to the compliance to the
regulations. One of the firms is those, which practice strategic market regulation. Others
relate to the firms, which are led by strategic management practices. Some of the other firms,
referred in the article relate to those, which are led by non-strategic market.
One of the other themes in this context is the human resource practices in the small
and medium size enterprises. In this, Ghasabeh, Soosay and Reaiche (2015) points out that
previous research seems to be scantily available, aggravating the knowledge gaps.
Incapability towards using the theories have deprived the readers about this aspect. This
incapability gives rise to the questions, which pertains to the decision-making, gaining an
important position in shaping the voice of the employees in small and medium size firms.
Within this, Gilman et al. (2015) point out that the theme of “contours” relate to the roles
adopted by the employees for the

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Categorization of the employees’ voice into consultative and substantive is one of the
other themes, which the article highlights. This segmentation sheds light on their approach
towards the daily activities, which they perform in the workplace. As per the opinions of
Miner (2015), substantive perceptions results in the creation of permanent structures, which
assists the personnel in undertaking beneficial decisions for unleashing the capabilities and
competencies. This structure forms different analytical approach, categorizing the voice of
the employees based on the following aspects-
 Individual dissatisfaction
 Collective organization
 Contribution to management decision-making
 Mutual interest
Debates about the voice of the employees relates expands the scope and arena of the
discourse. The author particularly mentions of the personal dichotomies, which aggravates
the intensity of the complexities. Research and analysis in this aspect broadens the disciples.
This is in terms of the inclusion of fields like HRM, political science, organizational
behaviour, of psychology, law and industrial relations (Offermann and Coats 2018).
According to the arguments of Gilman et al. (2015), management strategies adopted
for governing the human resources is crucial in shaping the voices of the employees in the
SMEs. The main focus is on understanding the context in which the voices of the employees
in the SMEs operates in the business context. In this, consideration of the fields of Public
Relations helps in achieving a deeper understanding about the dynamics of communication in
the workplace context. This is through the means of a-priori frameworks, which helps in the
simplified the scope and arena of communication in the business context. Construction of

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human resources from the perspective of challenges and constraints relates with the approach
towards mapping the areas of development in case of communication (Storey 2016).
The approach of the authors can be segmented into the following-
 Introduction of the central concepts related to the formation of voice in case of
employees in the SMEs
 Description of the research methodology and rationale for the description through
using a contextual approach
 Providing justification for the research questions through the development of
comparative study for the areas mapped.
Apart from this, the authors also take up the issue of the impact of decision making on the
employees’ voice. The type of decision making reflects the managerial strategies towards
controlling the rights of the human resources. Internal and external factors envelop the voice
of the employees in the SMEs, enhancing their awareness about the areas, which they need to
cater while voicing out their opinions. Gilman et al. (2015) are of the view that measurability
of the communication adversely affects the success and productivity of the firms.
Qualitative approach is used by the authors to collect data on the factors, which influence
the voice modulation of the employees in the SMEs within the business context. The
viewpoints of the managers are presented by the author for gaining a practical knowledge and
experience about the management practices towards communication (Offermann and Coats
2018).
Qualitative research approach along with Case study references of five organizations
have been considered. This is in terms of achieving a deeper understanding of the
management of employee voices in the firms. Along with this, surveys were conducted on the
leaders of the employees in the SMEs. Five case studies were selected for selecting the

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sample size. Probability method was used for identifying the employees in the SMEs from
the survey, whose performance level was high. Apart from this, interview formed one of the
other components of methodology (Gilman et al. 2015). The nature of these interviews were
semi-structured, which acted assistance in developing essential linkages between resources
and constraints. Thematic analysis was the criteria for analysing the collected data. These
themes centred on the fields of performance, transitions in growth, competition in the market,
strategic management, innovative practices, HRM practices, training and networks.
The average time duration for interviews were 60 minutes. Digital recording and
transcription were performed for the interviews. Along with this, coding was also used for
finding the anticipated results of the collected data on the voice of the employees in the
SMESs. The criteria used for selecting the case studies were in-case and cross case, which
can be related to the inclusion and exclusion criteria for conducting a research. At this point,
the article deviates from the usual criteria and condition for conducting a research (Gilman et
al. 2015).
I think the article proves to be an effective sources for enhancing the awareness of the
readers about the voice of the employees in the SMEs. This is because of the case study
references, which has been used for collecting relevant data. In case and cross case analysis
expands the scope and arena of workplace communication. I feel that considering the case of
five different organizations proves beneficial in terms of gaining a practical insight into the
managerial practices towards preserving the right to speech in case of the employees. This
comparative study indicates the areas, which can be mapped for shaping the growth and
development of the SMEs in terms of the employee performance.
One of the aspects, which the author highlights is the decision-making in case of the
managers. This approach indicates the culture, which is exercised for averting the biasness

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within the decision-making (Gilman et al. 2015). Within this, I can relate the aspect of
fairness and transparency in the process of the decision-making, which reflects the thinking
skills and judgemental capabilities and competencies towards voicing out the opinions. Along
with this, I also feel that context based analysis proves effective in terms of developing
relevancy and authenticity in the propositions and assumptions.
Miner (2015) opines that one of the other issues in this context is the theme of voice
from a deliberate perspective. This is proposed through the means of the individual and
situational factors, influencing the individuals to voice out their minds. This deliberate
practice turns into a habit, where a situation is created based on the unfamiliarity of the
individuals towards considering the surrounding situations. Difficulty towards controlling the
impulse to voice out the opinions can be considered as an incompetency towards controlling
the performance. Along with this, Lam et al. (2018) argues that decision-making processes is
one of the other themes, which the article highlights. The kind of decisions undertaken
adversely affects the mentality of the employees towards the allocated duties and
responsibilities.
Motivation is another issue, which the article takes up in terms of inspiring the
employees to speak out the issues, which they are facing while executing the allocated duties
and responsibilities. According to Ghasabeh, Soosay and Reaiche (2015), motivational
strategies reflects the behaviour of the personnel towards catering to the interest of the
employees. This motivation, in turn, relates to the productive performance of the employees,
indicative of noticeable growth in the productivity and efficiency of the business operations.
Within this, Lam et al. (2018) is of the view that theoretical considerations prove beneficial in
terms of gaining an insight into the perceptions towards decision-making. One of the issues in
this context is the cost benefit trade-offs, which reflects the fact that when the perceived

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benefits of the voice is more than the estimated costs, the employees can be assured that their
voice would definitely be heard (Blomme, Kodden and Beasley-Suffolk 2015).
Deliberate perspective is one of other issues, which gains an important in this context.
However, there are limitations in the projection of the actual voice behaviours, real life
examples are sufficient in terms of enhancing the awareness of the readers about the process
of voicing out the opinions. Within this, expressions is a relevant issue, which indicates the
perspectives, attitudes and beliefs of the people while voicing out their opinions (Lam et al.
2018). Therefore, one of the major themes of this article is perceiving voice from the habit
perspective. This is through the means of a framework, which helps in understanding its
characteristics and consequences.
Traditional views on voice is also explained in terms of achieving an understanding
about the cost and its benefits on raising voices. Within this, different mechanisms affecting
the speech of the employees is considered. The ratio of high and low controllability results in
developing significant linkages between the behaviour and motivation towards the aspect of
voice modulation in the workplace scenario.
One of the main arguments of Lam et al. (2018) is the functional and dysfunctional
outcomes related to habits of voicing out the issues. Along with this, observer oriented factors
are considered are also considered for mapping the influencers towards voices. As a matter of
specification, these influencers are status, motives and behavioural integrity. Contingency
based model is used for measuring the growth and development of the employees through
voicing out the opinions. In this, evaluation of the exposed performance is considered.
According to the other researches, these influencers have proved to be irrelevant in terms of
the communicative development of the employees. The theoretical considerations relate to
the following aspects- minimal awareness, lack of controllability and meagre efficiency.

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On the basis of these characteristics, the voice habit can be said to have dysfunctional
outcomes like credibility issues and interpersonal damage. Along with this, Lam et al. (2018)
points out that functional outcomes relate to authentic leadership for creating positive image
in the minds of the audience. Mapping the perceptions of the voicers reflect the boundaries
within which the voice modulations are conducted. In terms of the habit perspective of voice,
expressions are one of the relevant issues. According to the research, habits develop upon the
exposure of the individuals towards the repeated behaviours. In this context, they are aware
of the fact that they would be awarded but not punished if the expression is not according to
the requirements.
Workplace scenario is considered for expressing the approach of the voicers in the
unchanging situations. In this, the consciousness of the voicers regarding rewards for the
exposure of consistent performance gains an important position. One of the other related
factors in this context is the development of the voicers out of desires. In this context, the
focus is on the identity formation of the voicers. Inclusion of early life experiences adversely
influences the formation of the habits towards voices (Lam et al. 2018).
Contingency framework is used for collecting data on the formation of voices from
the perspective of habit. This is subdivided into two sections- double edged sword nature of
the voice habit and examination of the relevant boundary conditions, making the habit more
functional. Along with this, situations, which suppress the voice also gains a crucial position
within the methodological approach towards shaping the context of voices. In this, the main
focus is on detecting the factors, which suppress the voices. Typical example of this is
deviant work behaviours. Variability is relevant in the estimation of outcomes within the
context in which the voicers raise their opinions. As a matter of specification, logic theory
has been applied for establishing crucial linkages between observation, language and
feelings.

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Propositions support the assumptions regarding the voice habits, indicating the
feasibility of the theory in the context. According to Lam et al. (2018), the outcomes can be
linked to various and differing situations. This can further be related to hypothesis, helping
the authors to assess the positive and negative aspects of theoretical considerations. The
research design of the article is logical, which helps in detecting the influence created by
communication on the cultural norms. Apart from this, oriental approach seems fruitful for
gaining an insight into the motivational factors, which shape the voices without deliberation.
I affirm with the fact that voice habit of the individuals shapes their emotions, ideas,
suggestions and concerns. Low situational awareness and low controllability necessitates the
need for increasing the competencies towards decision-making. I feel that theoretical
considerations prove beneficial in terms of mapping the functionality of the voices. Typical
evidences of this lies in the credibility damage, straining the interpersonal image, suppression
of voices and others. I feel that suppression of the voices can be related to the loss of the
credibility. This reflects a loss of trust towards the peers, aggravating the complexities in the
decision-making.
According to my opinions, contingency framework and theoretical considerations
provide practical experiences in the practices of shaping the identity of the voicers. I think
conducting need analysis is fruitful option in terms of mapping the areas and context in which
the voicers can upgrade their communication competencies. I think that providing
opportunities to the employees to speak in the presentation is an effective option in terms of
checking the fluency of the voicers in speaking before a large audience. This assessment is
assistance in terms of detecting the areas in which the communication competencies of the
employees needs to be upgraded for enhancing their personality.

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References
Gilman M, Raby S and Pyman A 2015. The contours of employee voice in EMPLOYEES IN
THE SMESs: the importance of context. Human Resource Management Journal, 25(4), 563-
579
Lam CF, Rees L, Levesque LL and Ornstein S 2018. Shooting from the hip: a habit
perspective on voice. The Academy of Management Review, 43(3), 470-486
Blomme, R.J., Kodden, B. and Beasley-Suffolk, A., 2015. Leadership theories and the
concept of work engagement: Creating a conceptual framework for management implications
and research. Journal of Management & Organization, 21(2), pp.125-144.
Ghasabeh, M.S., Soosay, C. and Reaiche, C., 2015. The emerging role of transformational
leadership. The Journal of Developing Areas, 49(6), pp.459-467.
Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership.
Routledge.
Offermann, L.R. and Coats, M.R., 2018. Implicit theories of leadership: Stability and change
over two decades. The Leadership Quarterly, 29(4), pp.513-522.
Storey, J., 2016. Changing theories of leadership and leadership development. In Leadership
in Organizations (pp. 33-58). Routledge.