MSG Team's other articles

9105 Elements of Personnel Management

Following are the elements of Personnel Management: Organization- Organization is said to be the framework of many activities taking place in view of goals available in a concern. An organization can be called as a physical framework of various interrelated activities. Right from manpower planning to employees’ maintainance, all activities take place within this framework. […]

12376 Assessment Methodologies to Evaluate Competencies

Both assessment and development centers use a number of simulation techniques to evaluate competencies however any other effort for competency assessment can also use same methods or look for other appropriate ways to evaluate behaviors. It would be interesting to explore a little about some of the most used methods and best practices for assessments […]

11804 Ways to Influence Employee Behaviour

Let us go through some ways which go a long way in influencing employee’s behaviour. It is essential for managers to guide their team members and encourage them to behave sensibly at workplace. Employees need to feel important at workplace for them to develop a positive attitude and a sense of loyalty and attachment towards […]

9541 What Do Hiring Managers Look for in Applicants when Making Hiring Decisions

The Importance of Soft Skills to Hiring Managers When organizations desire to hire employees for job openings, there are usually a set of criteria that they use to make the hiring decisions. For instance, apart from the technical skills and the aptitude of the applicants, hiring managers also look at how presentable the applicant is […]

11312 Principles of Social Business

The idea of social business was given by Prof. Muhammad Yunus of Bangladesh. It was unique because unlike other concepts or businesses that were serving the society for namesake, social business was based on certain principles. These principles are seven in number and are called the principles of social business. Like any other principle, the […]

Search with tags

  • No tags available.

Participative management in itself does not ensure success and should not be seen as tool to create magic within no time. There is certain ground preparation required before an organization can decide for implementation of the management style.

The following things need to be taken care of:

  1. Clearly Defined Objectives: Each party to decision making called as the participants namely the management and the workers must have clearly defined objectives. Operationally there should be no clash between the objectives of the two.

  2. Clear Communication: There should be clear and timely communication between the management and the workers or the employees. This helps in building trust between the two parties. Workers also gain a sense of responsibility increasing their stake in their work and in the organization as a whole.

  3. Choosing the Representative: It is important for the workers to choose their representative from among themselves and not any person from outside the labor union. This is important for two reasons. First, the person is able to better understand the problems of his colleagues and report the same to the management. Second, the management is keener to talk and listen from a person who works within the organization.

  4. Training the Workers: Training and awareness regarding the usefulness of participative management is required to make it more effective. Further training is required to ensure that every person at every level knows his what contribution he/she has to make. For example, participation at the level of middle management is different compared to participation at lower or top level.

  5. Confidence: Both parties workers and the management need a trust to develop between the two. Participation should not be perceived as intimidation to the position of any. If workers think that their status will be adversely affected, they refuse to participate. Similarly, if managers suspect that they will lose their authority, they will decline to participate.

  6. Increasing Workers Participation: Workers participation needs to be increased at each level in order to encourage them to contribute meaningfully. Further, their suggestions and recommendations need to be treated with dignity and respect. Nothing can be more motivating than seeing your recommendation being put to practice.

  7. Legal Action: Since participative management requires structural and cultural change which takes time. There is resistance to change offered by the employees especially those who perceive it as a threat to their status and authority within the organization. If allowed to take shape a natural speed, it will take time to show results. Therefore, some legislative action is required against the erring employees.

  8. Ensuring ROI: Participation should not be at the cost of the values of the organization. It has to be carefully planned; employees should devote a certain time for participation and the rest upon their own specific area of work.

Participative management may be a solution for each and every type of organization. It is a big challenge in big organizations with big employee size. The implementation needs to be carefully planned and implemented gradually.

Article Written by

MSG Team

An insightful writer passionate about sharing expertise, trends, and tips, dedicated to inspiring and informing readers through engaging and thoughtful content.

Leave a reply

Your email address will not be published. Required fields are marked *

Related Articles

Benefits of Participative Management

MSG Team

Reasons for Failure of Participative Management

MSG Team

Scope of Participative Management

MSG Team