Factors essential to successful participative management:

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  1. Strong trade unions: Existence of strong trade unions with creative and enlightened leadership is necessary for participative management. Workers and their unions must have genuine desire and interest in such participation. They also need information, proper training and ability to participate in the discussions in an effective manner. Workers participation will be ineffective if these pre-requisites are absent.
  2. Favourable attitude of management: The attitude of the employer should be progressive and democratic. He must be mentally. Willing to associate with his workers on equal level and discuss the problems freely and frankly with them. The conservative and autocratic outlook of the . Managements have to management will defeat participative management in practice. of employees and their status  as partners and not merely as wage earners.
  3. Mutual trust and confidence : Existence of atmosphere of mutual trust and confidence is very important for the management to be participative. Fair participation is not possible when the mutual confidence is absent. Both parties must agree to stay together in an atmosphere of understanding
  4. Genuine urge for co-operation: Genuine desire on the part of employer and workers to discuss, understand the views and come to certain acceptable decisions is necessary for the success of participative management. This must be supplemented by genuine desire to share authority and responsibility in mutually agreed spheres.
  5. Peaceful atmosphere: Labour-management relations should be cordial or at least there should be no tension in the relations. Active participation of workers in management is possible under such peaceful atmosphere. It is just not possible when there are disputes and strikes in the industrial unit.
  6. Clear understanding of objectives: Employers and workers must understand clearly the objectives of such participation. The objectives must be clearly defined and complementary in character. Employer should not take such participation as an imposed liability and workers should not use it merely for expressing their grievances and demands. Participation should be for achieving the objectives which are accepted by both the parties and are also beneficial to both the parties.
  7. Meaningful sharing of information: Workers representatives should have adequate technical, financial and managerial knowledge and information. This will make labour participation effective. For this, a suitable training needs to be given to workers’ representatives. Employer/ management should also provide all relevant information to employees for their consideration.
  8. Participation of supervisory staff: Supervisory staff should be given a place on the joint management councils. Similarly, subjects earmarked for collective bargaining must be kept outside the scope of the joint consultation. Participative management will be effective if the entire labour force is covered by such participation.
  9. Education and training of workers: Workers’ education and training make a significant contribution to meaningful participative management. Trade unions and government should provide such education and training to workers. This will make the concept of participative management popular among the workers and will ensure its success.
  10. Voluntary character desirable: Participative management should not be made compulsory but should be kept voluntary in character. It should not be government sponsored. It will not work fruitfully if it is imposed on both the parties (as is observed in India). Thus voluntary character is one pre-condition for the success of participative management.
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