Scribd
Upload
3K views5 pages

Participative Management

Participative management is a management technique that gives employees responsibility, accountability, and authority over their work. It involves employee involvement in decision making regarding their jobs. The key characteristics of participative management include commitment to employee participation at all levels, open communication, supportive relationships, and respect among employees. The main advantages are improved efficiency, decision making, employee satisfaction, teamwork, training, and better labor relations. Potential disadvantages include managers fearing loss of power and some employees lacking the capacity or willingness to participate. Common techniques for participation include suggestion schemes, joint committees, employee representation, co-ownership, quality circles, self-managed teams, management by objectives, and job redesign.

Uploaded by

Anusha Neupane
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOC, PDF, TXT or read online on Scribd
3K views5 pages

Participative Management

Participative management is a management technique that gives employees responsibility, accountability, and authority over their work. It involves employee involvement in decision making regarding their jobs. The key characteristics of participative management include commitment to employee participation at all levels, open communication, supportive relationships, and respect among employees. The main advantages are improved efficiency, decision making, employee satisfaction, teamwork, training, and better labor relations. Potential disadvantages include managers fearing loss of power and some employees lacking the capacity or willingness to participate. Common techniques for participation include suggestion schemes, joint committees, employee representation, co-ownership, quality circles, self-managed teams, management by objectives, and job redesign.

Uploaded by

Anusha Neupane
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOC, PDF, TXT or read online on Scribd
  • Concept of Participative Management: Explains the foundational concept of participative management, highlighting its goal to empower employees in decision-making processes.
  • Characteristics of Participative Management: Details the characteristics of organizations that incorporate participative management, such as emphasizing collective decision-making and autonomy.
  • Advantages of Participative Management: Outlines the benefits of participative management including enhanced productivity, increased job satisfaction, and improved teamwork.
  • Disadvantages of Participative Management: Explores the potential drawbacks of participative management, such as power loss and lack of capacity among participants.
  • Techniques of Participation: Describes various techniques used in participative management to enhance employee involvement and decision-making at different organization levels.

Participative Management

Concept:
Participative management is a management technique. It is the method, which gives employees responsibility, accountability, and authority over their work. It includes many popular ideas such as employee involvement, workplace democracy empowerment and employee ownership. In this management technique, employees are given a voice in determining what they are to do, hoe they are to do it , and how they are to be appraised. Participative management is formal employee involvement in decision making. It is seeking ideas and input from employees. It is giving autonomy to employees in doing their jobs. It is empowerment of the employee. According to Stephen P. Robbins, Participative management is a process where subordinates share a significant degree of decision making power with their immediate superiors. Participative management brings about increased motivation as employees become able to identify more clearly with the organization, develop greater team spirit, and most importantly, work harder to achieve the goals they have helped to establish. Participative management is, thus, a democratic philosophy that respects all members of an organization. Everyone has the opportunity to contribute and be benefited from the results obtained. As a conclusion, we can say that participative management refers to the democratic way of working in an organization in which every employee is participated in the welfare of the organization.

Characteristics of Participative Management


Organizations with participative cultures usually exhibit the following characters: Commitment to employee participation at all levels High standards and group problem solving Open communication and trust between managers and employees Supportive relationship and work autonomy

Respect for one another knowledge.

Advantages of Participative Management.

The advantages of participative management are:


1. Efficiency: Participation promotes efficiency and enhances quality. It

also boosts productivity.


2. Decision making: Decision making is better. Implementation of

decision is effective.
3. Satisfaction: Participation improves employee job satisfaction morale

and motivation. It reduces labour turnover and absenteeism. Employees feel important and committed.
4. Team work: Participation promotes team work through full cooperation

and commitment of employees. Two-way communication is facilitated.


5. Training and change management: Participation ensures effective

utilization of human resources. Employees get trained in decision making. Thus change and innovation are facilitated.
6. Self control: participation promotes self control through autonomy in

doing jobs. Employees assume greater responsibility for jobs.


7. Labour relations: participation promotes industrial peace and

democracy. Labour relations improve.

Disadvantages of Participative Management


The disadvantages of participative management are :

1. Power loss: managers may fear loss of power. They generally oppose

participative management. They lack attitude to share power.


2. Lack of capacity: Not every employee may want to participate or posses

capacity to participate. Employees may have difficulty in assuming greater responsibility for jobs that participation requires.
3. Alienation: individuals whose opinions have been rejected may become

alienated and feel powerless and lonely.


4. Opposition: labour unions do not like participative management. They

strongly oppose it.

Techniques of participation
The techniques of participation vary from organization to organization and situation to situation. Labour management relations also affect it.

Fig: Techniques of Participative Management

1. Suggestion Scheme: Employees are encouraged to give

suggestions for solving specific problems. Acceptable suggestions are rewarded.


2. Joint consultation: Joint committee or task force consisting of

members from management and employees are formed. They are generally consultative in nature.

3. Representation in Board of Directors: Employees are given

representation Board of Directors. They effectively participate in decision making and safe guard employee interests.
4. Co-ownership: Employees become shareholders. Ownership may

also provide representation on the Board of Directors for participation in decision making. Employee share the profit.
5. Quality Circle: This is a Japanese technique. Small group of

workers regularly meet voluntarily with their supervisor to solve work related problems. Suggestion are forwarded to higher level of management .
6. Self-managed Teams: They are autonomous self-contained work

units. They are responsible for entire task. They manage themselves without any formal supervision. Reward is based on team performance.
7. Management by Objective(MBO) :MBO is a participative

management technique. It encourages participation at all levels of management and employees. It secures employee commitment to goals.
8. Job redesign: Jobs in organization are redesigned. Teams are

given responsibility for redesigning jobs. They have authority to : Schedule their own work, monitor team performance, select and train team members, solve production problems.

You might also like