Importance of Participative Management


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Importance of Participation:-

The greatest benefit of participative management is that the employee identifies himself or herself with the work and this leads to an improved performance. As shown in the employee psychological result is participation which, in turn leads to an quality. improved performance, manifesting itself in an increased output and an improved quality

 

Participation tends to improve motivation because employees feel more accepted and involved in the situation. Their self- esteem, job satisfaction and cooperation with the management will also improve. This results often in reduced. conflict and stresses more commitment to goals, and better acceptance of a change. Employees may also reduce turnover and absences when they begin to feel at working conditions are satisfactory and that they becoming successful in their jobs. Finally, they act of participation in itself establishes better communication, as people mutually utually discuss work problems.

The management tends to provide Workers with increased information about the organization’s finance and operations, and this helps employees to give better quality suggestions, Whatever maybe tit” the form or the level of participation, there is hardly a in entire work literature which fails to demonstrate that satisfaction in work, is enhanced, or that generally acknowledged beneficial consequences accrue from h ‘a genuine increase in the worker’s decision-making powers. It is not featly difficult to explain why participation works. It is almost a matter of common sense that humans will take greater pride and pleasure in their work if they are participatory freedom in shaping the policy and decisions which affect their work.

 

Participative management is yet another motivational tools used by managers to motivate employees. It refers to the association of workers and their representatives with the decision-making process.

At what level of decision-making can participation be allowed is a relevant question. There are three groups of managerial decisions which have a direct impact on employee behaviour. They are social, economic and personnel decisions. Economic decisions include financial aspects, the method of manufacturing, shut-down, lay-off, mergers and other similar functions. Personnel decisions refer to employee hiring, promotions, demotions, transfers, job design and the like. Social decision relates to hours of work, welfare measures, safety and health. The answer to the question raised above is that employees is effected through several methods like

  1. Participation at the board level.
  2. Participation through share ownership
  3. Participation through joint councils, committees and work councils.
  4. Participation through collective bargaining.
  5. Participation through job enlargement and job enrichment.
  6. Participation through quality circles.
  7. Participation through empowered teams

 

Four Principles need to satisfied

  1. Everyone has motivational energy. Although many problem employees display a market lack of drive and the commitment in their jobs, these qualities are usually alive and well in other areas of their lives.
  2. The energy which the problem employees possess is often blocked in the workplace. The blockage may occur because of new and sudden stess at home or frustrated dreams or broken promises at work.
  3. Removing blockage of energy requires people’s participation. To motivate an employee to work towards organizational goals, it is necessary to find his or her locus of energy and leverage it. Instead of pushing solutions on people with the force of argument, the manager should pull solutions out of them.
  4. Beyond a certain point, there is no need to show mercy to problem people.

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