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Purpose Employee suggestion scheme (ESS) have existed for many years and many articles have been published over the past decades. They have been studied from many perspectives to illustrate their objectives, nature, content, process, significance and the benefits. Arguments have also been made with respect to success and failures of the suggestion schemes. Although the corporations widely use the suggestion schemes to elicit the creative ideas of their employees, sustaining a suggestion scheme is still a challenge. The purpose of this paper is to extract the critical success factors and critical success criteria to the suggestion scheme and to discuss the importance of these factors on sustainability of suggestion system. This is a literature review paper. Design/methodology/approach This is a literature review paper. The research used the university library to search for the relevant material. The university has an access for 25,000 journals. As the university had the subscription to main databases such as EBASCO, SCIENCE DIRECT, EMERALD, Google Scholar and WILEY, a search was performed on these databases using the key terms. The keywords used in the searches included: Suggestion System, Suggestion Scheme, Employee Participation, Employee Involvement, Innovation, Employee Creativity and Ideas Management. The Google Scholar citation tab was also searched further to identify any related articles. The citations of resulting articles were scrutinized further for further clues. Findings This paper identifies 23 critical success factors and 9 critical success criteria for suggestion schemes. It also discusses the interconnection between the critical success factors and the critical success criteria. Further, the frequency of each of the factors is also presented. It recognizes the lack of work on the assessment framework for sustainability of a suggestion scheme. Practical implications This paper should be of value to practitioners of suggestion schemes and to academics

Purpose - The purpose of this paper is to propose a sustainability assessment model and to discuss the implications for organizational learning. Paper presents a sustainability excellence model comprising of three stages and discuss the good practices for sustaining the employee suggestion scheme. Design/methodology/approach - The assessment framework was developed drawing on a thorough review of the literature and data collected and analyzed using various statistical tools. The developed assessment framework was validated through a case of an organization based in the United Arab Emirates. Semi-structured interviews were used to elicit relevant information during the case study. Findings - An assessment framework comprising five major factors for sustainability of suggestion scheme of has been presented. The five factors include: leadership and work environment, system capability, system effectiveness, organizational encouragement and system barriers. Sustainability of a suggestion system can be understood as a three-stage model comprising the initial stage, the developmental stage and the advanced stage. The key practices associated for each of these stages are discussed in detail. Practical implications - The framework has taken into consideration the critical success factors and critical success factors emerged from the literature review conducted for this study. Therefore, the framework could be further refined by conducting more case studies and can propose maturity levels. Originality/value - The paper has developed a framework that can be used to assess the sustainability of the suggestion scheme in an organization. This model has been applied to assess the individual schemes and draw upon potential change strategies.

The purpose of this paper is to assess the sustainability of employee suggestion scheme of three organizations based in the United Arab Emirates. A framework has been used to assess the sustainability of the suggestion schemes. Based on the analysis of the three cases, five factors to assess the sustainability of employee suggestion scheme and the three stages of sustainability are discussed. The paper presents three cases and draws conclusions about the key practices necessary to foster sustainability of employee suggestion system. Through the case studies, several issues related to the sustainability of the suggestion scheme have been identified. The paper then presents a final framework that the organizations can apply to assess their suggestion schemes and to develop potential change strategies. The study findings reveal the importance of five factors and with more cases; future research can be reveal more practices. These could be further examined in relation to specific industry.

Corporations widely use 'Employee suggestion schemes' to elicit employees' creative ideas. Despite its many benefits, sustaining the suggestion system is still a challenge for the organisation. This paper uses a sustainability assessment model to assess the sustainability of suggestion scheme of three organisations in the UAE. This paper presents three case studies of organisations in the UAE, which throw light on practices that can potentially help sustain the suggestion schemes in the organisations. It discusses a framework to assess the employee suggestion schemes. It summarizes the findings and concluding remarks of the cases and implications for future research.