What Workers Want studies the view American workers have in regards to their workplace. The authors’ findings include employees’ opinions about their relationship with management, their ideas on unions, and government regulations. They have based their book on the idea that nobody knows best but the people; and management should take the time to ask employees for what they want. There was no surprise to read that employees want more voice in their workplace. In the surveys conducted, the authors found that employees who were not engaged in their job and were dissatisfied with management or their firm are the ones who are at the bottom of the earning pyramid; in contrast with employees who have better positions and more influence. Workers with a decision making power look forward to go to work. This disparity in job satisfaction reflects the inequality in income. Even though it is important to have a workforce who cares and participates, how can they make decisions when they don’t have the knowledge? I completely agree that because employees are the ones doing the job, they can come up with great ideas on how to improve processes and their daily duties. However, I don’t believe they are qualified to make operational decisions. Giving employees a voice will always have a limit regardless of what they want; companies do what it is needed to make the best out of their resources. I am not trying to say what employees want does not matter. In fact, one of the best features of being in Human Resources is the interaction with people. But this idea is not applicable in all industries. Businesses where the majority of the workforce has a low level of education would not likely ask for opinions from employees in the floor. I do agree though, in asking when such decisions can affect their lives, like benefits. Authors also concluded that employees prefer a cooperative management rather than powerful organizations that represent them.