The sales staff is the most crucial link between the organization and its customers

The sales staff is the most crucial link between the organization and its customers

The sales staff is the most crucial link between the organization and its customers as they are directly contacting both of them. The sales team is a bridge, hence carries significance in terms of the organization’s advancement. Unfortunately, most of the time, they are not part of the decision-making process, resulting in suppression of their desire to inform about changes required. They experience a feeling of bringing constructive change, so they need to raise voice to keep their views.

When Employees speak up about the concerns which influence them on a professional and personal front, it enhances the overall functioning of the organization. By voice, employees question the existing work practices which may be harmful to the organizational growth. When employees do not share the necessary information with the organization, the issue arises because they perceive certain risks of speaking up, resulting in poor organizational performance. The organizations must adopt a climate which endorses and appreciate employee voice as it will enhance their level of commitment and satisfaction. The most important factor which promotes employee voice in the organization is the support employees get from their supervisors and coworkers while speaking up because it creates an emotion of psychological safety among the employees. They experience the freedom to share the necessary information, which is crucial for organizational growth and productivity. Corporate support is a significant antecedent which creates a sense of ownership among the employees; employees start perceiving their organization as their family and creating an obligation to help their organization. Due to this, they begin raising a voice to provide suggestions and recommendations for the implementation of effective decisions in the organization. “Perceived supervisor support gives employees access to resources and support required for idea execution, making employees bound to speak up to impart their imaginative thoughts.” These evidences show that if supervisors endorse the culture of voice in the organization, then employees will not consider employee voice as a risky thing at the workplace. Janssen (2005) explains that when superintendents are supposed to be supportive, workers urge to employ their influence to raise voice and takeout creative deeds at work since they sense that supervisors are the source for giving a direction to their innovative and creative thoughts. It’s not just about supervisor support, which motivates the employee to raise a voice it’s also about coworker support because sometimes employees feel that speaking up may result in losing relationships with their coworkers if their coworkers will endorse their voice they will feel more empowered to raise the voice in the organization. Perceived organizational support, which is a combination of supervisor support and coworkers support, enhances employee’s feeling of belongingness with their organization, inspiring them to have a positive outlook towards their organizations; as a result, they start thinking for the ways through which they can help their organizations. The current study is inclined towards measuring the influence of Perceived organizational support and Felt obligation towards enhancing the voice behavior among the employees, the study also measures the connection between Perceived organizational support and Felt obligation for constructive change, the more organizational support employee would have, the more will be their obligation to help the organization. The article suggests the Perceived organizational support as a critical driver to enhance Felt obligation for constructive change and employee voice behavior in the organization.