research by Robinson (2006)
suggests there is considerable evidence that many employees are greatly under-utilised in the workplace through the lack of involvement in work-based decisions. Employee involvement is seen as a central principle of' soft' HRM, where the focus is upon capturing the ideas of employees and securing their commitment (Beardwell and Claydon 2007). The concept of employee involvement is strongly grounded in unitarist views of organisations, as it assumes that managers and employees have the same interests. critics have argued that employee involvement has management firmly in control and very limited real influence is given to employee (ibid).