...INTRODUCTION Type of management in which employees at all levels are encouraged to contribute ideas towards identifying and setting organizational-goals, problem solving and other decisions that may directly affect them. It is also called consultative management. Participative management is a part of the broader concept of Employee Involvement. Employee involvement is defined ³as a participative process that uses the entire capacity of employees and is designed to encourage increased commitment to the organizational success´(cited in Robbins 2003). However, participative management is a technique of joint decision making; ³That is, subordinates actually share a significant degree of decision-making power with their immediate superiors´ (Robbins 2003). Participative management increases performance, productivity, job satisfaction and motivation. However there are papers that doubt the efficiency of participative management. ³But there also are situations in which participative management, saying can be time-wasting and counterproductive. It can reduce people’s effectiveness and job satisfaction´ (Herman 1989). Robbins (2003)says that there are dozens of research showing that participation has only a modest influence on productivity, motivation and job satisfaction. But the problem is not in participation itself. Participation is effective if it is done in the right conditions (Robbins 2003) and with the right implications (Juechter 1982). Participative management has clear goals...
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...The Impact of Participative Management on Employee Satisfaction, Employee Commitment, and Turnover Abstract The aim of this study is to investigate the effect of participative management on employee satisfaction, employee commitment, and turnover. The analytical data are based on the survey of 31 private sector employees. Pearson correlation coefficient results show that both employee satisfaction and employee commitment are effected by participative management, while turnover is not effected by participative management. Introduction The concept of employees’ participation in decision making "Participative management" (PM) has been a focus of research and practice for many years. It is widely believed that the employee participation in decision making process may affect employee’s job satisfaction; employee productivity, and employee commitment towards the organization and they all can create comparative advantage for the organization in order to stay in top of their competitors. Thus, to gain employees’ commitment and to get their job done properly, individual employee should not be treated in isolation, but must be involved in issues related to concerning them and the organization. When employees are involved in decision making there will be greater organizational commitment, staff absenteeism is reduced, improved performance, reduced turnover and greater job satisfaction. The main intention of this study is to investigate the relationship among job satisfaction, employee...
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...The Perceived Impact of Outsourcing on Organizational Performance Dean Elmuti, Eastern Illinois University Introduction In todays world of ever increasing competition, organizations are forced to look for new ways to generate value. The world has embraced the phenomenon of outsourcing and companies have adopted its principles to help them expand into other markets (Bender 1999). Strategic management of outsourcing is perhaps the most powerful tool in management, and outsourcing of innovation is its frontier (Quinn 2000). Outsourcing is a management strategy by which an organization delegates major, non-core functions to specialized and efficient service providers, or as Corbett (1999). President of Michael F. Corbett and Associates asserts, Outsourcing is nothing less than the wholesale restructuring the corporation around our core competencies and outside relationships. The traditional outsourcing emphasis on tactical benefits like cost reduction (for example, cheaper labor cost in low-cost countries), have more recently been replaced by productivity, flexibility, speed and innovation in developing business applications, and access to new technologies and skills (Greer, Youngblood, and Gary 1999; Bacon 1999). The market for providers of outsourced services of all types is growing rapidly. In 1996, American firms spent over $100 billion in outsourced business activities (Casale and Overton 1997). Other estimates place the total U.S. market for outsourcing at more...
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...portion, with a specific participative scheme added at the end. Individual assignment Participative Leadership Participative management is utilized in organizations as strategies to increase workforce commitment and enhancing performances within the organization. Participative management, allows employees to take responsibility, accountability and authority over decisions and work. Participative leadership allows leaders to focus on tactical planning, while employees manage the daily operations, while focusing on listening, building teams and encouraging new ideas. Leaders ensure that a clear vision and mission has been clearly described before the management is given over to the employees. Management will tell the employees what is expected in terms of results for the organization and encourages employees to be creative in solving problems and improving performance. Participative leadership is power sharing in which work influences are shared by employees as well as managers, and this is to the benefit of the leaders to use these participative strategies as learning tools in the workplace. (Locke & Schweiger,1979 Steinheider, B., & Wuestewald, T. (2008)). An inclusive form of decision making is how to describe participative management. This will involve making decision on working conditions, information processing, goal setting, and problem solving. (Wagner,1994. Cite: (Steinheider, B., & Wuestewald, T. (2008)). How Participative schemes improve leadership...
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...One would have to say the Lieutenant Colonel Yaron leadership style is a more authoritarian type leadership. Authoritarian leadership style is also known as autocratic. The autocratic leaders are mostly known for making decisions with little to no input of others. In my opinion, there are four examples which make Lieutenant Colonel Yaron an authoritarian type leader. The first example is Lieutenant Colonel Yaron subordinates had no motivation in getting the operation completed. The second example is he conducted training on how the evacuation operation should be conducted. The third example would how he started focusing on possible junior officers for replacement so he could be in better control of the evacuation. The final example Lieutenant Colonel Yaron showed he was a authoritarian type leader is asking the Brigadier General that he have personal involvement in the missions on the part of the dispatching units so he could have more control of the evacuation. There are positives for being authoritarian type leader. With the evacuation needing to be conducted within a short time line you would want an authoritarian type leader to take control. Another positive for authoritarian type leaders is determining the responsibility if the evacuation was to go wrong. Authoritarian type leaders are quick in determining disciplinary actions as well as changing direction when needed. An example of this in the case study is how Lieutenant Colonel Yaron started focusing on junior officer...
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...rather futile as it is, “contingent on the personal traits of the leader, the people being led, and the nature of the activity.” Tools are available to help guide potential leaders in determining a preferred style of leadership. For example, utilizing the “Leadership Self-Assessment Quiz: What Style of Leader Are You or Would Be?” as created by Durbin, 2009 it was determined that my leadership skills lean towards becoming a participative leader. As defined by Dubrin (2009), participative leadership shares decision-making with the group and its members. Participative leadership encompasses so many behaviors and characteristics that it can be divided into three subtypes: consultative, consensus, and democratic. Consultative leaders confer with group members before making a decision. However, they retain the final authority in making those decisions. Consensus leaders strive for consensus while democratic leaders confer final authority to the group. They function as collectors of group opinion and take a vote before making a decision. This style of management works well within the setting of a small, physician-owned orthopedic hospital where the nurses have input regarding many aspects of how the operating room functions and flows. It is these nurses that are on the “front lines” and are directly influenced and impacted by decisions regarding the purchasing of equipment and materials, creation of policies, and the...
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...Product Development Project Leader Steve Hill LDR/300 March 3, 2015 Nick Bertoni Product Development Project Leader I would like to take the time to say thank you for offering me this position and ensure you I will exceed your expectations. I would like to address some concerns and how I feel they can be better formulated to increase profitability. I understand the revenue on the standard products have been lower than expected for the past three years. I would like to discuss how we could maneuver our strengths and efforts to profit in the future. The standard products are what has made this company what it is today and is recognized throughout society for it. We just have to minimize the overhead to allow for profit to still take place for a product that is still needed throughout the industry. We also have to understand that with growth comes change that we have to stay on top of. I will take it upon myself to ensure the objectives I would like to discuss are directed by me but implemented and policed by my fellow managers. The first objective is to stop the storing of inventory of products that are not moving as fast as we would like. We will have the inventory on hand but at the cost of the supplier. We will encourage the suppliers to allow their stock to be on our shelves and bare the cost until the product is used for production. We will encourage the suppliers to allow this transaction and by doing so we will stock two percent more for them to use our facility...
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...Research Question: What is the effect of participative leadership on a team's success at achieving its goals? Angermeier, I., Dunford, B., Boss, A., Boss, R., & Miller, J. (2009). The impact of participative management perceptions on customer service, medical errors, burnout, and turnover intentions. Journal of Healthcare Management, 54(2), 127-141. Retrieved from http://www.ache.org/PUBS/jhmsub.cfm This article discusses a sample study of about 2,500 employees within the US healthcare system. It specifically discusses the effect of a participative management style on various factors, with performance being one of them. This has a lot of relevance to my research topic as I am researching the claim that the author has stated in the article. The authors’ claims are supported with statistical data that was taken from the study and seems very unbiased. The International Journal of Human Resource Management is a credible source because it is an applied, peer-reviewed journal that publishes the results of research and other developments in the field, which are written by experts within the field. The authors have had at least five to twelve articles each published in various scholarly journals, which have all been subject to peer-reviews. This article was found in CINAHL Plus with Full Text. Benoliel, P., & Somech, A. (2010). Who benefits from participative management? Journal of Educational Administration, 48(3), 285-308. doi:10.1108/09578231011041026 This article...
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...SAT2 Leadership Task 1 A1.) I am a Participative/Consultative leader. My style on the Leadership Grid is Sound Leader. I believe in empowering my team to participate in the decision making process both as a team and as individuals. My team members are experts in their particular functions, and as such have valuable skills and experience to add to the decision making process. In order not to slip into the Human Relations leadership style, I maintain control of the final decision after getting input from the team, and manage the insignificant day-to-day decisions with an understanding of the needs of the team and the requirements of the project. I set incremental and final goals for the team after we have discussed a project and determined the appropriate path to successful completion. I am aware of personal goals of my team members, and support them while keeping in mind the organizational objectives. a.) One strength of the Participative/Consultative leadership style is that the team members feel heard and are invested in the outcome as they have contributed to the project development and structural process. This means that there is less complaining, more focus on the goals of a project, and generally more willingness to cooperate with other team members in order to reach objectives. Another is that in utilizing my subject matter experts in a given area, I do not myself have to become an expert in each area. I trust my subject matter experts to know their area of expertise...
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...1. The different leadership style. Participative leadership often called the democratic leadership style, participative leadership values the input of team members and peers, but the responsibility of making the final decision rests with the participative leader. Participative leadership boosts employee morale because employees make contributions to the decision-making process. A person whose leadership style is participative then he has the ability to quickly build flexibility and responsibility and he can help to identify new ways to handle stressful situations. The autocratic leadership style can also be said dictatorship. They allow managers to make decisions alone without the input of others. Managers possess total authority and impose their will on employees. No one challenges the decisions of autocratic leaders. So generally, staff have little opportunity to make suggestions, even if these would be in the team's or the organization's best interest. Autocratic style of leadership can be advantageous at a situation of emergency or stressful scenarios. The autocratic leader would be great as he would take the controls in his hand and would direct the workers to work to move forward. The advantage of autocratic leadership is that it's incredibly efficient. Decisions are made quickly, and work gets done. Laissez fair leader is a people who are use “delegate and disappear” management style such as they are dividing the task to their subordinate after than they will...
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...Role of Leadership and Management in Organizational Change There are many roles of leadership and management within organizational change; however it is required of a leader to acquire certain skills and knowledge. A leader with the right skills, knowledge and characteristics can persuade and influence change within an organization. They can influence other employees the change that is taking place within the company and give guidance through the change that is taking place. These skills that are required of a leader must be developed and learned over time. I will be analyzing two leadership strategies that have been used to successfully motivate organizational change during the past 10 years and I will be analyzing the effectiveness of each strategy and relate how effective management strategy alone may well be challenged to achieve desired change. One type of leadership is participative that is sometimes called Democratic leadership this type of leadership focus on the participation of other; I believe participative leadership is important because it involves everyone in the team. When the team is involved it demonstrations, the usefulness of others viewpoints while creating leadership opportunities; this allows others to be a part of the decision-making process. Participative leadership can be effective if there is time to allow other in the team to brainstorm and come up with ideas to help the decision-making process. Also, participative leadership can be effective if the...
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...WGU SAT2 Leadership Task 2 A. Leadership Style There are certainly several types of leaders, and both good qualities and bad qualities to every type. While I think most leaders cannot be pinned completely into any one label, my own personal leadership style most closely matches the participative style. The participative style of leadership lends itself toward collaboration within the group rather than dictatorship or authoritarian style leadership that makes firm decisions based on their own personal judgment. Generally, the authoritarian leadership style is considered to be the more traditional type. In the past most businesses operated under the assumption that there were not effective reasons to discuss decisions with staff before making significant changes. This rather militant style of operating businesses can be visualized as a top-down approach; decisions come from above and trickle to those below. This is mostly effective, but leaves the people on the bottom, oftentimes the ones actually doing the labor, with no voice about how to perform their daily work activities. Over time management concepts have evolved into modern techniques that rely more on listening to and understanding the needs of employees as more businesses realize how much more productive employees can be when they have some control in their team or work environment. I do feel that some leadership decisions can and should be made directly by the leader or manager in charge, as there is not always...
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...Overview As a leader, I know leadership is not about giving commands, but rather listening to your staffs, including them in everyday operations, settling on choices together and helping one another out. For instance, I draw in all my staff in every day operations of my area of expertise, which incorporate choice making, planning and execution of ideas. This strategy has assisted me with picking up acknowledgment and, therefore, I have the capacity to execute thoughts more effortlessly. Reflection on Seven Habits Profile I scored 18/18 in the emotional bank account. This reflects that how I'm a leader who strongly demonstrates a great deal of consideration when managing different circumstances that emerge in my department. I’m strong in this area because I pay careful consideration to tasks on progress until they get accomplished. Furthermore, I make sure I’m connecting with individuals in making a point to smile and express gratefulness for work well done. Some of my staff may be feeling unwell and I look into that and, delegate their assignments to another person in the event that they are totally not able to perform. I avoid talking negative things about individuals when they are not present, rather, I prefer calling a private meeting with individuals and discuss negative issues affecting their performances. Above all, I make sure I deliver my promises so as to maintain respect and trust of my bosses and my co-workers. When it comes to life balance...
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...Running Head: Leadership Skills Analysis Leadership Skills Analysis Competency 325.1 Running Head: Leadership Skills Analysis As I reviewed all the different leadership styles within our e-text I came to the conclusion that my individual leadership agenda is most congruent with the participative style. " Sharing decision making with group members and working with them side by side has become the generally accepted leadership approach in the modern organization" (DuBrin, 2009, p. 113). As a leader, I strive to make an effort to extract thoughts and opinions from my team members when making major decisions that impact the team as a whole with my chosen leadership style. Participative, also referred to as consensus, leadership allows managers to evaluate and integrate the whole picture within their role allowing for a more unified approach to decision-making. Thorough assessment of my team members’ leadership styles, I have chosen to compare the styles of Delegation and Problem-Solving. (… effective leaders who are good at problem solving,[->0] skilled at managing the balance between openness and decisiveness)”. (Beck &Yeager, 2001). Problem Solvers hope to maintain a balance between sincerity and conclusiveness. The Delegator utilizes a different leadership approach. “What leaders often...
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...Tutorial Week 7: Case Study – Leaders and Followers Question 1. What are the key components of the relationship between leaders and followers in Pancontinental? Within Pancontinental the key components in respect of the relationship between leaders and followers may be seen as including Emotional Intelligence, Authentic Leadership, Servant Leadership and Participative Followers. Emotional Intelligence is defined as a ‘type of social intelligence that involves the ability to monitor one’s own and other’s emotions, to discriminate among them and to use the information to guide one’s thinking and actions’ (Salovey and Mayer, 1990: 189). According to Goleman (2001), ‘emotional intelligence comprises of 4 key components which are, Self Awareness, Social Awareness, Self Management and Relationship Management.’ When looking at the case study we can see evidence of the use of emotional intelligence throughout. Within self awareness we can see that the MD, Henry Callahan, has had a personal insight into the business and knows what happens in each area. He is seen by his staff as a ‘visionary leader’, always looking for ways to improve in the future. In the case we can see that the positive style he adopts is exceedingly effective in an industry that is usually dogged by disputes, both internally and externally. Indeed he states, ‘I’ve done practically every job in the company....from the bottom up – I know what long hours are and I have empathy for everyone in the organisation’ We...
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