The creation of an employee ownership plan is viewed as the catalyst enabling a sociotechnical change process. Identifies several key factors as mediating links between employee ownership plans and organizational effectiveness: the initiator’s purpose of the employee ownership plan; perceptions of ownership; level of participative decision‐making systems; and organizational culture. These elements are affected by the introduction of employee ownership arrangements and can be specific areas in which organizational development consultants can focus effort to facilitate change generated by the initiation of an employee stock plan.
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