Abstract
In the recent years there has been an important growth in the popularity of employee involvement schemes under the aegis of employee empowerment and participation. Employees became one of the most valuable resource of an organization (Holden, 1994), and participation, one of the best practice that companies can use to obtain a sustainable economic competitive advantage. However, several studies (Wagner, 1994) done over the years produced mixed results as to the effectiveness of participation on job satisfaction and performance. So it is deserved to question about the employee participation. What is effective employee participation and effective to whom? What limits can be identified and is there any solution?
