Relevant bibliographies by topics / Employe participation

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Employe participation'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

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Journal articles on the topic "Employe participation"

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Kapusta, Piotr. "Partycypacja własnościowa pracowników." Praca i Zabezpieczenie Społeczne 2020, no. 5 (August 20, 2019): 2–8. http://dx.doi.org/10.33226/0032-6186.2019.8.1.

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Cressey, Peter. "Employee Participation." Work, Employment & Society 9, no. 1 (March 1, 1995): 187–90. http://dx.doi.org/10.1177/0950017095009001012.

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Cressey, Peter. "Employee Participation." Work, Employment and Society 9, no. 1 (March 1995): 187–90. http://dx.doi.org/10.1177/095001709591011.

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Poutsma, Erik, John Hendrickx, and Fred Huijgen. "Employee Participation in Europe: In Search of the Participative Workplace." Economic and Industrial Democracy 24, no. 1 (February 2003): 45–76. http://dx.doi.org/10.1177/0143831x03024001599.

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Atouba, Yannick. "How does participation impact IT workers' organizational commitment? Examining the mediating roles of internal communication adequacy, burnout and job satisfaction." Leadership & Organization Development Journal 42, no. 4 (March 1, 2021): 580–92. http://dx.doi.org/10.1108/lodj-09-2020-0422.

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PurposeThe purpose of this study is to revisit the relationship between employee participation and organizational commitment to determine the mediational mechanisms that underlie it. Specifically, the study examines the role of three heretofore unexamined mediators, namely internal communication quality, burnout and job satisfaction and empirically tests multiple alternative explanations/paths for the relationship between employee participation and organizational commitment.Design/methodology/approachThe data for this study were collected using a cross-sectional online survey of 111 IT professionals (e.g. engineers, technicians, etc.) employed at a public IT company (PITC) in the Midwest of the USA.FindingsOverall, the results of this study provide strong support for an indirect relationship between employee work participation and organizational commitment. More specifically, the results of the study show that that relationship is mediated by internal communication adequacy, job satisfaction, as well as the path Burnout—job satisfaction.Originality/valueThis study makes an important contribution to our understanding of how to make the implementation and evaluation of participative practices more effective. It identifies/clarifies the conditions under which participative approaches are likely to induce employees' organizational commitment.
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Stanojevic, Miroslav. "Production coalitions in Slovenian companies: Employee participation in non-participative organisations?" Journal of East European Management Studies 9, no. 3 (2004): 225–42. http://dx.doi.org/10.5771/0949-6181-2004-3-225.

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Langan-Fox, Janice, Sharon Code, Rachel Gray, and Kim Langfield-Smith. "Supporting Employee Participation: Attitudes and Perceptions in Trainees, Employees and Teams." Group Processes & Intergroup Relations 5, no. 1 (January 2002): 53–82. http://dx.doi.org/10.1177/1368430202005001807.

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González-Boubeta, Iván, Iago Portela-Caramés, and J. Carlos Prado-Prado. "Improving through employee participation: The case of a Spanish food manufacturer." Journal of Industrial Engineering and Management 14, no. 3 (April 28, 2021): 405. http://dx.doi.org/10.3926/jiem.3362.

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Purpose: Employee participation is considered a fundamental pillar to implement continuous improvement. Based on this consideration, this article presents an action research case study in a large food manufacturer where employee participation is implemented. The experience has a two-fold objective: improve performance of the production system and make the participative philosophy deep-rooted among workers.Design/methodology/approach: The authors implement a structured participation system, establishing an approach of empowerment and focusing on the creation of suitable organizational structures. Under those premises, improvement teams were created on each of the firm’s production lines. Once the participation of the workers is finished, they were given a questionnaire to assess how deep-rooted the participative culture had become.Findings: The results show a remarkable improvement in the efficiency of manufacturing processes, as well as the consolidation of a participative philosophy. However, there are notable differences in the results obtained for each improvement team.Research limitations/implications: The differences obtained in the results highlight certain issues that future research must tackle. These include the way in which the staff should be rewarded for their participation or what the influence of the organizational context is when setting improvement objectives.Practical implications: The positive results obtained support the methodology proposed by the authors for structuring participation. Organizations can set up projects of this type to improve their competitiveness while at the same time strengthening the commitment of their personnel.Originality/value: This is one of the first studies in the field of employee participation that jointly assess the economic area and the cultural and organizational plane.
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DeMaria, Alfred T. "Employee Participation Programs." Management Report for Nonunion Organizations 41, no. 6 (June 2018): 3–5. http://dx.doi.org/10.1002/mare.30397.

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Loprest, P. "Retiree Health Benefits: Availability From Employers and Participation by Employees." Gerontologist 38, no. 6 (December 1, 1998): 684–94. http://dx.doi.org/10.1093/geront/38.6.684.

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Dissertations / Theses on the topic "Employe participation"

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Henry, Markanthony. "Factors Motivating Employee Participation in Employer-Sponsored Health Awareness Programs." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1517.

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Employers adopt worksite health promotions to reduce the incidence of preventable diseases, reduce healthcare costs, reduce absenteeism and presenteeism, and improve productivity. The purpose of this qualitative phenomenological study was to explore the motivational factors affecting employee participation in employer-sponsored health awareness programs. The theory of planned behavior grounded the study and formed the conceptual framework. Data collection occurred through semistructured interviews with 24 participants in the northeastern United States with lived experiences in worksite health promotion. Participants answered open-ended interview questions regarding the motivations for engaging in health promotions. Data were transcribed and coded for trends and themes. During data analyses, 4 themes emerged, which included program recruitment and notification, employer commitment, employee motivations, and incentives and rewards. The implications for positive social change include the potential for employers incorporating the results to instigate enhanced employee participation in employer-sponsored health awareness programs. Higher employee rates of participation may aid employers in achieving the established benefits of worksite health promotion and may contribute to improving the health of employees.
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LaDuca, Michael Christopher. "Employer offering and employee participation in long-term care health insurance." Honors in the Major Thesis, University of Central Florida, 2004. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/338.

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This item is only available in print in the UCF Libraries. If this is your Honors Thesis, you can help us make it available online for use by researchers around the world by following the instructions on the distribution consent form at http://library.ucf.edu/Systems/DigitalInitiatives/DigitalCollections/InternetDistributionConsentAgreementForm.pdf You may also contact the project coordinator, Kerri Bottorff, at kerri.bottorff@ucf.edu for more information.
Bachelors
Health and Public Affairs
Health Services Administration
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Berube, Wendy-Jo. "Profiling Employees Participation in Employer Sponsored Fitness Programs in Maine." Fogler Library, University of Maine, 2003. http://www.library.umaine.edu/theses/pdf/BerubeWJ2003.pdf.

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Kolacz, Nicole Marie. "Factors Influencing Employee Participation and Nonparticipation in a Rural Hospital's Employer-Sponsored Wellness Program." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/465.

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Employer-sponsored wellness programs are important tools for keeping employees healthy, reducing an organization's healthcare expenses, mitigating risk factors, and promoting health and well-being. Little research is available on the factors associated with employees' participation in wellness programs in rural hospitals. Pender's health promotion model was used to determine how employees who participated in a rural hospital's wellness program differed from those who did not participate in terms of demographics, perceptions of personal health, general health behaviors, health locus of control, self-motivation, and situational barriers. A descriptive, correlational replication with the Hallion and Haignere questionnaire was used to survey employees. Of the survey's 186 participants, 29% participated in the wellness program. The reasons for not participating were scheduled program times (n = 51, 33.6%) and lack of interest (n = 31, 20.4%). As shown by logistic regression analysis, overall employee wellness and employee payment status were statistically significant predictors of participation. The Pearson chi square showed a statistically significant difference between program participants and nonparticipants in terms of responsibility for children/elders (p = .047) and shift worked (p = .016). These findings suggest that, when developing and implementing a comprehensive wellness program, the characteristics and needs of employees, along with organizational culture, must be considered. The successful implementation and engagement of staff in an employer sponsored wellness plan improve health through lifestyle change and risk reduction, thus promoting positive social change and leading to healthier communities. The findings of the study were incorporated into the recommendations for the hospital's wellness program.
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Au, Ellena. "Employee involvement and participation." Thesis, University of Manchester, 2017. https://www.research.manchester.ac.uk/portal/en/theses/employee-involvement-and-participation(b7f28a22-4a9f-414d-ac12-f2dfd845c051).html.

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The focus of this research is on advancing understanding of EIP at work in China. It sets out to examine the extent of practice adoption, and inquire the management intention, employee perception and the challenges from the internal and external environment in relation to the practice adoption. It also tries to understand the applicability of EIP practice in innovation and quality enhancement industries. The research methodology adopted is qualitative case study approach, with 20 respondent organisations including Chinese global enterprises, central state-owned enterprises, listed and small medium enterprises.
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Xu, Gong-Li. "Participation in employer-sponsored adult education and training in Sweden (1975-1995)." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape3/PQDD_0018/NQ56647.pdf.

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Neal, Heather A. "Barriers to employee participation in wellness/health promotion programming." Virtual Press, 1999. http://liblink.bsu.edu/uhtbin/catkey/1164843.

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A major goal when conducting worksite health promotion activities is to reach a high percentage of employees. Participation rates vary, especially between blue and white-collar workers. This study investigated perceived barriers to participation in both participants and non-participants, as identified by Support, Professional and Auxiliary Service employees (which include blue and white-collar) at Ball Memorial Hospital in Muncie Indiana. A questionnaire was sent through interoffice mail to a random sample of employees. It included five barrier categories: perceived physical barriers, lack of perceived self-efficacy, perceived psychological barriers, convenience factors and presence of social support. The categories were subjected to an F test and results in 3 of the 5 supported the research hypothesis that there would be a significant difference in the perceived participation barrier scores. For four of the five barrier categories the mean value was highest for Professional Service employees.
Fisher Institute for Wellness and Gerontology
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Saunders, John. "An assessment of the relationship between organisational climate and organisational commitment within the IT department of a telecommunications company." Thesis, Rhodes University, 2009. http://hdl.handle.net/10962/d1003849.

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The main objective of this study was to assess the relationship between organisational climate and organisational commitment within the Information Technology department of a South African Telecommunications company. Firstly, the research considered the organisational climate from a qualitative perspective. Research interviews that were based on organisational climate literature were performed with 4 members of the relevant department. Qualitative data analysis revealed several themes. The themes highlighted include: perceived ineffective structure and decision-making; lack of mistake tolerance; risk aversion by employees; recognition and reward systems perceived to be inadequate; performance management is perceived to be ineffective and inadequate; Employee Share Options Program (ESOP) perceived to have a negative influence on employee behaviours; the nature of the social environment perceived to be unfriendly; low level of knowledge and skills sharing; inadequate human resource management practices; These findings highlight the importance of certain aspects within the environment that influence employee perceptions. Organisational climate literature suggests that organisational climate has various behavioral influences and its consideration is essential in the effective functioning of the organisation. Secondly, the research considered the relationship between organisational climate and organisational commitment within the relevant department. The Patterson et al. (2005) Organisational Climate Measure (OCM®) and Meyer and Allen (1991) Organisational Commitment Questionnaire (OCQ) were used to assess the relationship between organisational climate and organisational commitment, respectively. Significant correlations were found between integration, pressure to produce, innovation, supervisory support, reflexivity, clarity, involvement, autonomy, welfare and tradition, and both affective and normative commitment, Training was only significantly correlated to affective commitment. No significant correlations were found with continuance commitment.
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Cordas, Jon D. (Jon Dmetrius). "The Emergence of a New Capitalist Ethic: Transformational Leadership and the Civil Society Movement as Emergent Paradigms Affecting Organizational and Societal Transformation." Thesis, University of North Texas, 1997. https://digital.library.unt.edu/ark:/67531/metadc278427/.

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Rapid and chaotic changes in market environments have caused business organizations to modify their organizational structures and social relationships. This paper examines the change in relationship between management and employees, which is shifting from an adversarial and controlling role to facilitation and employee empowerment. This paper's research question concerns how classical sociological theory would explain power redistribution within organizations and the formation of an associative and collaborative relationship which contradicts traditional paradigms. Traditional bureaucratic and contemporary organizational forms are compared and contrasted. Organizational climate, psycho-social components of underlying assumptions and group ethics are seen to be the mechanisms impelling transformation. Organizational change is driven by an emerging secular ethic. This ethic is embodied in an applied model of leadership and examined as an ideal type. The common ethic impelling organizational change is seen to be the same as that causing social transformation in both national and international spheres.
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Zweni, Noluthando. "Employee participation in training and development at a selected municipality in the Western Cape, South Africa." Thesis, Cape Peninsula University of Technology, 2019. http://hdl.handle.net/20.500.11838/3029.

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Thesis (MTech (Public Management))--Cape Peninsula University of Technology, 2019
The study focuses on Human Resource Development through employee training and development practices. This research sheds light on the relationship between employee training practices and employee development, with specific emphasis on employee performance and job satisfaction. The purpose of training and development programmes is to improve employee competence and organisational performance. A number of employees are perceived to be reluctant to attend training and development opportunities and do not want to develop themselves. The objectives of the research were to investigate employee training and development practices followed at a selected municipality in the Western Cape in South Africa and to explore and understand the dimensions of employee training and job satisfaction. It was anticipated that this would give an indication of the various training and development programme types, as well as its benefits, offered to municipal employees of the selected municipality. It also focuses on employees’ expectations and involvement in such types of training programmes. The aim of the study is to analyse the implementation of training and development intervention practices of a selected municipality as well as its impact on the perceptions about employees who do not want to attend training and development interventions organised which, in the long run, will lead to job performance improvement and job satisfaction. An investment in training activities is returned in the form of retaining more productive and effective employees. Training and development intervention programmes may focus on individual or team performance. It is observed that municipalities following systematic and scientific training and development practices create high job satisfaction levels amongst employees. In contrast, municipalities who do not put training interventions in place to make sure employees are given opportunities to undergo training and development, do not perform well, and usually receive disqualified audit statuses and experience community protests for lack of service delivery. Municipal employees who attend training and development programmes are more committed towards better performance – results show positive outcomes. The development and implementation of training interventions should be based on needs analyses. Information obtained could be useful for the improvement of training and development practices in all departments. Factors affecting the effectiveness of training and development intervention practices in municipalities include lack of support from top management and peers, employees’ individual attitudes, job-related factors and deficiencies in training practices. In an era where Government struggles to address community’s crisis, public service employees should be managed efficiently and effectively by implementing systematic training and development intervention programmes in order to enhance job performance and understanding of job criteria. This will ensure effective transmission of basic services to communities. There is an urgent need to reshape training and development interventions in order for Government to provide advancement possibilities in Local Government and for departments to be centres of excellence. Government departments should design training policies that resonate with communities’ needs and develop guiding documents that are understandable and implementable. Departments also need to review training budgets and the relevance of training programmes. In addition, the training opportunities provided should be accredited and recognised to afford workers opportunities for growth and promotion as well as to gain a qualification that will give them access to obtaining a formal qualification.
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Books on the topic "Employe participation"

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Richardi, Reinhard, Gregor Thüsing, and Georg Annuss. Betriebsverfassungsgesetz mit Wahlordnung: Kommentar. München: Beck, 2010.

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Richardi, Reinhard, Gregor Thüsing, and Georg Annuss. Betriebsverfassungsgesetz mit Wahlordnung: Kommentar. München: C.H. Beck, 2014.

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Hyman, Jeff. Employee Voiceand Participation. New York : Routledge, 2018.: Routledge, 2018. http://dx.doi.org/10.4324/9781315172880.

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Centre, Irish Productivity. Submission on employee participation. Dublin: Stationery Office, 1992.

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Knudsen, Herman. Employee participation in Europe. London: SAGE Publications, 1995.

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Baehr, Jerzy. Companies with employee participation. Warsaw: Friedrich Ebert Stiftung, 1993.

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Psēmmenos, Iordanēs. Globalisation and employee participation. Aldershot, Hants, England: Ashgate, 1997.

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Hadwiger, Felix. Contracting International Employee Participation. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-71099-0.

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Power, Susan Mary. Employee participation in decision-making. Dublin: University College Dublin, 1991.

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Pendleton, Andrew. Employee Ownership, Participation and Governance. London: Taylor & Francis Group Plc, 2003.

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Book chapters on the topic "Employe participation"

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Cressey, Peter. "Employee Participation." In Employment Policy in the European Union, 139–59. London: Macmillan Education UK, 2009. http://dx.doi.org/10.1007/978-1-137-10650-6_7.

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Cressey, Peter. "Employee participation." In The Social Dimension, 85–104. London: Macmillan Education UK, 1993. http://dx.doi.org/10.1007/978-1-349-23062-4_5.

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Saggese, Sara. "Employee Participation/Ownership." In Encyclopedia of Sustainable Management, 1–5. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-02006-4_210-1.

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Hadwiger, Felix. "The Internationalization of Law: The Evolution of Labor Standards in Response to Globalization." In Contracting International Employee Participation, 11–20. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-71099-0_2.

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Hadwiger, Felix. "Introduction." In Contracting International Employee Participation, 1–8. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-71099-0_1.

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Hadwiger, Felix. "Conclusions: Future Regulatory Potential of Global Framework Agreements and Implications for the Economic Analysis of the Internationalization of Law." In Contracting International Employee Participation, 201–13. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-71099-0_10.

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Hadwiger, Felix. "The Phenomenon of Global Framework Agreements." In Contracting International Employee Participation, 21–60. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-71099-0_3.

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Hadwiger, Felix. "Enforcement in Courts or Private Enforcement?" In Contracting International Employee Participation, 61–83. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-71099-0_4.

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Hadwiger, Felix. "Interests and Incentives of the Bargaining Partners." In Contracting International Employee Participation, 85–108. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-71099-0_5.

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Hadwiger, Felix. "The Public Relations Effect of Global Framework Agreements." In Contracting International Employee Participation, 111–35. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-71099-0_6.

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Conference papers on the topic "Employe participation"

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Li, Jianduan. "Research on Employee Participation System." In 3rd International Symposium on Social Science (ISSS 2017). Paris, France: Atlantis Press, 2017. http://dx.doi.org/10.2991/isss-17.2017.12.

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Kulachai, Waiphot, Piya Narkwatchara, Pralong Siripool, and Kasisorn Vilailert. "Internal communication, employee participation, job satisfaction, and employee performance." In 15th International Symposium on Management (INSYMA 2018). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/insyma-18.2018.31.

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Soboń, Janusz, Grzegorz Drozdowski, and Joanna Rogozińska-Mitrut. "Preparation of human capital for changes: empirical study." In 11th International Scientific Conference „Business and Management 2020“. VGTU Technika, 2020. http://dx.doi.org/10.3846/bm.2020.607.

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The authors discuss a problem of analyzing the behavior of personnel participating in changes. A questionnaire, an interview and literature studies were used for the research carried out in 2019. The questionnaire was addressed to 132 employees of enterprises in the Lubusz Voivodeship of Poland. Particular attention was paid to establishing the form of involvement of the employees of the surveyed enterprises in the change process. In addition, the established self-assessment made it possible to present the participation of the surveyed staff in changes depending on the type of position held. The participation of employees in the changes was also determined in the empirical analysis due to the biographical variables included, i.e.: age, sex, seniority.
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McClory, J., P. Grogin, and K. Creek. "286. Benefits from Employee Participation in Personal Exposure Sampling." In AIHce 2001. AIHA, 2001. http://dx.doi.org/10.3320/1.2765815.

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Chiu, Teng-Chu Steve. "The Impact of Training Investment and Employee Communication on Innovation: The Mediation of Employee Participation." In 2015 Third International Conference on Robot, Vision and Signal Processing (RVSP). IEEE, 2015. http://dx.doi.org/10.1109/rvsp.2015.31.

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Viddal, A. H. "Harnessing Information Technology and Employee Participation for Improved Risk Management." In SPE International Conference on Health, Safety, and Environment in Oil and Gas Exploration and Production. Society of Petroleum Engineers, 1998. http://dx.doi.org/10.2118/46850-ms.

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JAACOB, ZULNAIDI. "THE EFFECT OF EMPLOYEE TRAINING AND PARTICIPATION ON CUSTOMER SATISFACTION." In QUALITY AND LEADING INNOVATION´2014. Gaudeamus Hradec Kralove, 2014. http://dx.doi.org/10.12776/qali.v1.1.

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Dombrowski, Uwe, Christoph Riechel, and Sven Schulze. "Enforcing employees participation in the factory planning process." In 2011 IEEE International Symposium on Assembly and Manufacturing (ISAM). IEEE, 2011. http://dx.doi.org/10.1109/isam.2011.5942337.

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Verzhitskaia, Elena Nikolaevna, Alena Evgen'evna Stepanenko, and Iuliia Iur'evna Tishkova. "Professional Burnour and Individual and Typological Features of Corps Employees." In All-Russian Scientific Conference with International Participation. Publishing house Sreda, 2021. http://dx.doi.org/10.31483/r-98850.

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Mihova, Toni, Kiril Anguelov, and Alexandar Ferdov. "Specificity of Training of Employees in High-technological Enterprises." In 2018 IX National Conference with International Participation (ELECTRONICA). IEEE, 2018. http://dx.doi.org/10.1109/electronica.2018.8439617.

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Reports on the topic "Employe participation"

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Clark, Robert, Jennifer Maki, and Melinda Sandler Morrill. Can Simple Informational Nudges Increase Employee Participation in a 401(k) Plan? Cambridge, MA: National Bureau of Economic Research, October 2013. http://dx.doi.org/10.3386/w19591.

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Beshears, John, James Choi, David Laibson, and Brigitte Madrian. The Impact of Employer Matching on Savings Plan Participation under Automatic Enrollment. Cambridge, MA: National Bureau of Economic Research, August 2007. http://dx.doi.org/10.3386/w13352.

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Gray, Colin, Adam Leive, Elena Prager, Kelsey Pukelis, and Mary Zaki. Employed in a SNAP? The Impact of Work Requirements on Program Participation and Labor Supply. Cambridge, MA: National Bureau of Economic Research, June 2021. http://dx.doi.org/10.3386/w28877.

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Kruse, Douglas, Joseph Blasi, and Rhokeun Park. Shared Capitalism in the U.S. Economy? Prevalence, Characteristics, and Employee Views of Financial Participation in Enterprises. Cambridge, MA: National Bureau of Economic Research, August 2008. http://dx.doi.org/10.3386/w14225.

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Brown, Anne, Alice Grossman, and Lucy Noble. Via2G Microtransit Pilot Evaluation. Mineta Transportation Institute, May 2021. http://dx.doi.org/10.31979/mti.2021.2002.

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Google partnered with Via to launch an on-demand microtransit called Via2G between January and March 2020. The pilot provided employees with free travel to/from two of its offices in suburban, congested Silicon Valley. While the pilot was cut short due to COVID-19, rider participation grew steadily during operation. Of trip requests, 8,636 (87.8%) resulted in a ride offer. Unfulfilled requests were primarily outside of pilot operating times or when rider demand exceeded driver supply. Most users (72%) completed at least two trips, although recurring users were less likely to complete errands on the commute and fewer had a car available for commuting compared to all surveyed Google employees. Prior to Via2G, two-thirds (66%) of survey respondents drove to work at least one day per week, while a plurality (42%) drove five days per week. Compared to non-participants, pilot users were more likely to take ride-hail (14 vs 22 percent) or the Google Bus (24 vs 30 percent) at least once a week prior to the pilot. Recommendations suggest iterations for Google or other centralized employers to consider in future microtransit programs.
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From Informal Sideline to National Business in Tunisia. Oxfam IBIS, August 2021. http://dx.doi.org/10.21201/2021.7949.

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Mohammed Yahya is an entrepreneur engaged in the production and sale of essential oils. Getting his enterprise established was not easy. However, things improved when he started receiving support from Youth Participation and Employment (YPE) programme partner the Local Initiative and Development Forum (FIDEL). FIDEL was instrumental in facilitating business grants and business development support. With this more focused approach, Mohammed managed to register his business, participated in national fairs, and opened new market segments. He successfully graduated from the informal labour market to the self-employed category. The training he received from FIDEL helped him to increase the sale of his products. In the future, he hopes to explore the international market and reduce his imports of raw materials by growing ingredients locally.
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