ob term paper on employee participation
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MBA (Evening Program), Summer 2012Department of Management Studies
Faculty of Business StudiesUniversity of Dhaka
Course Title: “Organizational Behavior”
Course No: EM 513
Submitted to:
Dr. Ataur Rahman
Professor
Department of Management Studies
Faculty of Business Studies
University of Dhaka
Submitted by:
Mir Zahid Hasan
Id: 3-11-21-066
Abul Kalam Azad
Id: 3-11-21-052
MBA (Evening), 21st Batch
Department of Management Studies
Faculty of Business Studies
University of Dhaka
Submission Day:
18 July 2012
Acknowledgement
1
Term Paper is much more important and essential means for acquiring knowledge
because the knowledge of a student does not get fulfilled until he acquires knowledge
theoretically and practically. Organizational behavior controls many things like reputation,
production, market status, future forecast and profitability. At the very beginning, we
obviously express our deepest thanks and appreciation to our honorable course teacher
Professor Dr. Ataur Rahman, Department of Management Studies, University of Dhaka for
giving guidelines and advices in preparation of our Term Paper.
In this connection, I would like to give thanks to my classmates and friends for giving
me different information related to participation process in organization that inspired us to
make a complete Term Paper.
……………………….
Mir Zahid Hasan
ID. 3-11-21-066
………………………..
Abul Kalam Azad
ID. 3-11-21-052
Table of Contents
2
SL.No Contents Page No.
3
1. Acknowledgement 02
2. Understanding Employee Participation 04
3. Objectives of Participation 05
4. Importance of Participation 07
5. Benefits of Participation 08
6. Problems of Participation 10
7. Conditions for Participation 12
8. Process of Participation 14
9. Programs of Participation 14
10. Factors contributing Participation 16
11. Contingency factors of Participation 18
12. Impact on Managerial Power 18
13. Important consideration of Participation 20
14. Union Attitude to participation 22
15. Management concern about participation 23
16. Questions 25
17. References 26
UNDERSTANDING EMPLOYEE PARTICIPATION
4
Concept of Employee Participation
Employee participation is the process whereby employees are involved in decision
making processes, rather than simply acting on orders. Employee participation is the part of
empowerment process in the workplace.
Individual employees are encouraged to take responsibility for quality in terms of
carrying out activities, which meet the requirements of their customers. Employee
participation is also a part of human resources development in modern organizations.
Employees are trusted to make decisions for themselves and the organization. This is a key
motivational tool.
Employee participation can take either a representational or direct form.
Representation takes place through bodies such as consultative committees. Direct
participation can be achieved through communication methods such as newsletters,
employee attitude surveys, team briefing, and open-book management, or through
involvement initiatives such as self-managed teams, suggestion programs, and quality
circles.
Participation basically means sharing the decision-making power with the lower
ranks of the organization in an appropriate manner.
Definition of Participation
Keith Davis & Newstrom defined Participation as “Mental and Emotional (and
Physical) involvement of people in-group situations that encourage them to contribute to
group goals and share responsibility for them”.
Dale S. Beach defined “Participation is used to designate the process by which
people contribute ideas towards the solution of problems affecting organization and their
jobs”.
5
Examples of Participation
When there is a problem and the manager does not make the decision himself, he
and his team come out with a solution together as a team and try to solve the problem.
OBJECTIVES OF PARTICIPATION
Organization needs to practice participation to achieve some objectives. These are
described below-
1. Greater Voice in Decision: A primary goal of employee participation is to give
organization a greater voice in decisions about work-related matters. Employee can
share their problem. They also suggest some solutions to those problems.
2. Economical: Increasing productivity by improving relation between the major two
parties in the organization. Employees can produce quality product. Workers
become more skill-full of which reduce the level of wastage.
3. Social: Organizations are considered as social system. Participation considers the
workers as human being. Participation increases the dignity of the employees.
4. Psychological: Participation change employee behavior. Employees consider
themselves as an integral part of the organization. As a result employees get the
mental satisfaction.
5. Industrial Democracy: Participation is a means to achieve industrial peace and
harmony. A way to industrial democracy. It leads to higher productivity as well as
increases production.
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6. Quality of Working Life: Improves the quality of working life of the employees.
Because it allows the workers involvement in work. And satisfaction obtained from
work by various ways.
7. Mutual Co-operation: To secure the mutual co-operation of employees and
employers in achieving industrial peace. It helps achieving greater efficiency and
productivity in the interest of the enterprise, the workers, the consumers and the
nation. So mutual co-operation can play a great role in economical development of a
country.
8. Conflict Resolution: It is easier to create a conflict than to resolve one. Some of the
decision may create conflict between the parties. But when there are participatory
management chances of conflict is very low.
9. Better Team Effort: Team effort is very important for smooth running of an
organization. In a participatory environment every member has scope of sharing
their suggestions and ideas. As a result a better team can be build.
10. Human Resource Development: Participation provides education to workers in the
management of industry. It fosters initiative and creativity among them. It develops
a sense of responsibility. Informal leaders get an opportunity to reinforce their
position and status by playing an active role in decision-making and by inducing the
members of the group to abide by them.
IMPORTANCE OF PARTICIPATION
Generally higher authority makes the decision and the lower level of employees
implement the decision. In such situation employees face various problems. When
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employee participation is required that has a positive impact on the organization. Employee
participation is very important for an organization and the importance are:
1. More Productivity: The increased productivity is possible only when there are
existing fullest co-operation between labor and management. It has been found that
poor labor management relations do not encourage the workers to contribute
anything more than the minimum desirable to retain their jobs. Thus participation of
workers in management essential to increase industrial productivity.
2. Increase Job Satisfaction: Participation increases job satisfaction of the employees.
Employees who participate in the decisions of the company feel like they are a part
of the team with a common goal. They find their sense of self-esteem and creative
fulfillment heightened.
3. Quality of Work: Participation make employee committed toward the organizational
goals. So they give the best effort to fulfill their commitment. Besides this, employee
helps each other in solving different problem that ensure the quality service or
product.
4. Acceptance of Change: Managers who use a participative style find that employees
are more receptive to change than in situations in which they have no voice.
Changes are implemented more effectively when employees have input and make
contributions to decisions. Participation keeps employees informed of upcoming
events so they will be aware of potential change.
5. Commitment to Goal Achievement: Decisions are made with the consent of the
employees. It increases the commitment of employees to the organization and the
decisions they make. They try hard and soul to fulfill their commitment.
6. Industrial Conflict Reduction: Industrial conflict is a struggle between two organized
groups, which are motivated by the belief that their respective interests are
endangered by the self-interested behavior of the other. Participation cuts at the
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very root of industrial conflict. It tries to remove or at least minimize the diverse and
conflicting interests between the parties, by substituting it with cooperation,
homogeneity and common interest. Both sides are integrated and decision arrived at
are mutual rather than individual.
7. Low Turnover: Employees find their sense of self-esteem through participation. It
also creates the opportunity to meet up employees demand. As a result turnover
rate goes downward.
8. Cordial Relationship: Management and employees are not opponent parties. A good
relationship between the two parties is necessary for the smooth operation of the
business. Participation helps in building a cordial relationship as managers respect
employees’ knowledge, experience and education.
9. Development of Morale: In participatory system employees have a scope to present
their opinion. It makes employee loyal to the management. For this organization can
achieve its target and employee morale improves.
BENEFITS OF PARTICIPATION
Participation plays great role to the development of the organization in many ways.
Advances or benefits of participation are described below:
1. Development of Motivation: Participation creates positive work environment.
Employees may have the chances to show the creativity and analytical ability. These
opportunities make them more motivated.
2. Less Cost and Time: There are a few costs, however, to obtaining participatory input.
Participatory decision is a group decision. So less time is required to implement it.
And the cost of participation is less than its benefit in case of successful participation.
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3. Increases Creativity and Innovation: Creativity and innovation are two important
benefits of participative management. By allowing a diverse group of employees to
have input into decisions, the organization benefits from the synergy that comes
from a wider choice of options. When all employees, instead of just managers or
executives, are given the opportunity to participate, the chances is increased that a
valid and unique idea will be suggested.
4. Increase Capacity & Influence of Management: Participation creates mutual faith,
understanding and cooperation. So employees hardly disagree with the manager’s
decisions. It indicates that manager can easily influence the employees to implement
various decisions.
5. Positive Work Environment: Managers listen to staff, ask their opinions and take
them seriously. For this employees consider themselves a part of the organization.
This results a positive environment at work place.
6. Effective Decision: Decision is the process of selecting the best alternative. For a
single problem different people may give different solutions, even thousands of
solutions. So participation facilitates the decision process.
7. Better Operation: Organization will run better if staffs are more loyal, feel needed
and wanted. They feel that they are respected, and their opinions count. If
management proactively seeks their input into decision-making, decisions tend to be
better when they can call on a wider range of knowledge, information and
experience.
8. Increases the Trust: Trust is an important factor of leadership. Participatory
approaches usually mean that decision-making is more transparent. That, in turn,
increases the trust of the staff, and the leadership of the manager is increased. And
transparency itself if an added benefit to this approach.
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9. Work Enthusiasm: Manager may accept the employees idea or not. When their
ideas are accepted they feel proud and become more enthusiastic to their work.
When management does not accept their ideas and shows the logic behind refusal,
work enthusiasm will not reduce.
10. Acceptance of Decision: Employees accept any kind of decision without showing an
argument. Because management ask their suggestions and proposal while making
decision. As they participate in decision process so workers accept the decision and
work to implement it.
11. Increases Goodwill: Participation helps building good relationship between
management and employees. It increases employee’s efficiency and they can
produce quality product and services for the customers. A good working condition is
available at work. All these things increase the goodwill to the organization.
PROBLEMS OF PARTICIPATION
Though participation has many advantages; it has some problems too. The problems
of effective participation are described below:
1. Lack of Competence: In participation employees put their own opinion. In some
cases incompetence people are bound to put their opinion for management’s
pressure. Management ignores unexpected and irrelevant opinion. Inexperienced
and illogical opinion creates some problem to participation.
2. Unwillingness of Management: If the benefit of participation is less than its cost
management will not entertain participation. Management thinks that participation
may reduce their authority. So they discourage it.
3. Political Involvement: Political parties influence the participation process. They
influence it to achieve their own interests. It obstructs the purpose of participation.
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4. Less Training: Not only the employees but also the management have less training in
this regard. Management cannot create the favorable environment for participation.
An unable to manage it properly. Employees are unaware of how to behave at
participation. Deficiency of proper training is a problem of effective participation.
5. Non-cooperative Attitude: Employee expects management to accept their opinion.
But it is not possible for manager to accept all the opinions. So employees become
dissatisfied with management which results non-cooperative attitude of employees.
6. Lack of Education and Updated Knowledge: To make participation successful both
management and employees should have education and updated knowledge on
different thing. Most of the participants are not updated in terms of knowledge.
7. Lack of Trust: Communication is the process of transferring ideas, thoughts and
knowledge from sender to receiver. So communication skill is very important for
effective participation. Without this skill participation can never be effective. Most of
the employees’ communication skill is below average.
8. Trade Union: All most all the large organization has trade unions. Member or Leader
of trade union interfere the participation program for their personal interest. Again
political party may use the trade union in order to fulfill their interest. As a result
participation cannot be effective and fruitful for the organization.
9. Universal Participation: Everybody wants to share his or her opinion in decision
process. But all of them cannot effectively participate in every subject. On the other
hand it takes long time to come to an end.
CONDITIONS FOR PARTICIPATION
There are some conditions or prerequisite for participation on which the success is
depend. These are discussed below:
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1. Adequate Time: There will be needed adequate time to participate. It does not occur
suddenly. Sudden participation does not bring out any fruit. Because time is needed
to think something for better outcome. So proper time should be necessary for
taking employee participation.
2. Cost vs. Benefit: Every participation take some cost. Management should incur some
expenditure for any type of participation. The benefit through this participation must
have to be fruitful. That means the overall return should have to be increased by this
participation.
3. Employee Interest: The interest to participate in any type of decision making process
should be encouraged. For this the opinion of participant should give importance. If
the participant thinks that his/ her opinion is not important, it’s just a formality then
they will lose the interest of participation.
4. Employee Ability: For making participation there should be needed the ability to
participate. The physiological, physical etc. ability of the participants should be
sound. The disability of thinking something should not be participating in any kind of
organizational activities. The employee should have the ability to discuss something.
5. Threat: The employee should feel secure after participation. In meeting employee
should not be feel uneasy or embarrassed. There should be sufficient provision for
the participation with safety.
6. Freedom of Jobs: The employee should be able to do his jobs in his own way. Or he
must have the provision to give suggestion to do the job easiest way. Because who
do a job only he knows how the job can make swift and easier.
7. Top Management Support: The top management will support to the participant.
They will be considering the opinion seriously. They will then discuss on it with the
expert. After success on the pilot project, the opinion holder should be rewarded.
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8. Responsibility: The employee also should have the responsibility of doing something
for the organization. The organization management should have the responsibility to
develop participation manner among the employee. Thus the participation will be
fruitful.
9. Policy Support: The organization should have policy to encourage the participation.
There will be good rewarding system for the successful participation. The employee
should be rewarded also. This will bring the participation manner in the mind of
employee.
10. Culture: Developing the culture of participation in the organization is the best way to
find the desire success. The management as well as employee will be habituated
with the participation. The participant will have to be responsibility about their jobs
as well as organization.
PROCESS OF PARTICIPATION
A simple model of the participative process is given in fig. 1. It indicates that in many
situations participative programs result in mental and emotional involvement that produces
generally favorable outcomes for both the employees and the organization. Participating
employees are generally more satisfied with their work and their supervisor, and their self-
efficacy rises as a result of their new-found empowerment.
The participative process –
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Situation
Participative
programs
Involvement -
Mental
Emotional
Outcomes –
Organizational: Higher output,
Better quality, Creativity,
Innovation.
Employee: Acceptance, Self
efficacy, Less Stress,
Satisfaction.
Fig.1. The Participation Process.
PROGRAMS OF PARTICIPATION
Programs usually are clusters of similar practices that focus on specific approaches to
participation. One or more can be used in single company. Some organizations give power
to managers to take their programs in their own style. Some are specified. The programs are
as follows that are used in Participation:
1. Consultative Management: This type of Participation takes the consultant opinion
about the employee. The no. of opinion is less in number. Management takes
decision through consultancy.
2. Democratic Management: In this type of participation the majority opinion is given
preference. The management takes decision in democratic way. The entire employee
has an equal opportunity to participate.
3. Production Committee: The management makes a production committee to
increase production. The committee opinion gives the foremost preference. The all
responsibility goes to that committee.
4. Suggestions Program: In this case the management takes suggestions from the
employee. The final decision takes only by the management.
5. Total Quality Management: The employee can make the quality product only.
Because only the employee knows how quality can be assured. Employee is liable for
that.
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6. Suggestion Programs: Suggestion programs are formal plans to invite individual
employees to recommend work improvements. In most companies the employee
whose suggestion results in a cost savings may receive a monetary award in
proportion to first year savings. Although many suggestion programs provide useful
ideas, they are a limited form of participation that accents individual initiative
instead of group problem solving and teamwork.
7. Quality Emphasis: For many years, both union and nonunion firms have organized
groups of workers and their managers into committees to consider and solve job
problems. These groups may be called work community, labor-management
committee etc. They have broad usefulness for improving productivity and
communications because most of the employee can be involved.
8. Self Managing Teams: Some firms have moved beyond limited forms of
participation, allowing a number of major decisions to be made by employee groups.
These progressive approaches incorporate extensive use of group discussion, which
makes full use of group ideas and group influence.
9. Employee Ownership Plans: Employees have often urged to buy the product you
make; today that slogan has occasionally been replaced with buy the company you
work for. Employee ownership of a firm emerges when employees provide the
capital to purchase control of an existing operation. The stimulus often comes from
threatened closings of marginally profitable plants, where workers see little hope of
other employment in a devastated local economy.
FACTORS CONTRIBUTING PARTICIPATION
There are some factors that affect the participation. Those are discussed as follows:
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1. Research Result: Sometimes management gets suggestion from research. Positive
result of the research encouraged participation. So management should analyze the
research result carefully.
2. Pressure for Productivity Improvement: Pressure for productivity improvement may
create a positive environment for participation. It encourages employees to take part
in participation process. This results increases in productivity.
3. Utilization of Employee Diversity: Different workers have different types of skills,
experiences and talents. Participation makes a scope for management to use those
things properly. When management can use those things in right way organization
can easily reach to its target.
4. Employee Desires & Expectations: Every worker has various expectations. The
expectations and desires increase day by day. So workers response to participation
program to meet up their desires can make the participation successful.
5. Ethical Argument: Ethical strengths of the employees affect participation. When
ethical arguments are strong, participation become more effective and permanent in
nature.
6. Leader: The attitude of leader is a vital thing in this regard. Democratic leader has
some advantage than the autocratic leader. Autocratic leader may ask for
employees’ participation, but he makes the decision. This kind of situation may
hamper organizational development.
7. Environment: Participation is affected by environment in which the organization
operates. So environment should be considered for the effective result of it. When
environment is favorable participation becomes successful.
8. Size of Organization: Many survey on employee involvement found a significant
positive relationship between organizational size and employee participation
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practices. This may be due to the fact that larger organizations are more likely to
adopt innovative practices and/ or because they have greater motivational problems
that they try to resolve through participation management. Some other studies have
found a negative relationship between organizational size and levels of employee
involvement. It may be that different relationships have been found because the
direction of the relationship between organizational size and employee involvement
depends on the type of participation employed.
9. Employee: Employees are one of the most important factors that have a great role in
participation. If employees do not accept the participation process they will not act
positively. So it will be very difficult for the organization to achieve its goals.
10. Trade Union: All most all the large organizations have one or more than one trade
union in it. Mentality of union’s leader or member is another important factor which
affects the participation.
CONTINGENCY FACTORS OF PARTICIPATION
Contingency factors of participation influence the success of participation programs.
The factors are as follows:
1. Differing Employee Needs for Participation: Some employees desire more
participation than the others. Some other desires only a minimum of participation
and are not upset if they are not actively involved. The difference between an
employee’s desire and actual participation gives a measure of the potential
effectiveness of participation assuming the employee has the ability to contribute.
2. Responsibilities of Employees and Manager: A critical contingency element in the
success of any participative program is the degree to which all employees recognize
that the opportunities provided are accompanied by a set of responsibilities. The
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employees are agreeing to fully responsible for their actions and consequences
operating within organizational policies. This responsibility of employee gives a
balance of work for the managers.
IMPACT ON MANAGERIAL POWER
Participation plays a great role to the development of managerial power of the
organization in many ways which are listed below-
1. Motivation: Participation creates positive work environment. Employees may have
the chances to show the creativity and the analytical ability. These opportunities
make them more motivated.
2. Less Cost and Time: There are a few costs, however, to obtaining participatory input.
Participatory decision is a group decision. So less time is required to implement it.
And the cost of participation is less than its benefit in case of successful participation.
3. Increases Creativity and Innovation: Creativity and Motivation are two important
benefits of participative management. By allowing a diverse group of employees to
have input into decisions, the organization benefits from the synergy that comes
from a wider choice of options. When all employees, instead of just managers or
executives, are given the opportunity to participate, the chances is increased that a
valid and unique idea will be suggested.
4. Increase Capacity & Influence of Management: Participation creates mutual faith,
understanding and cooperation. So employees hardly disagree with the managers
decisions. It indicates that manager can easily influence the employees to implement
various decisions.
19
5. Positive Work Environment: Managers listen to staff, ask their opinions and take
them seriously. For this employees consider themselves a part of the organization.
This results a positive environment at work place.
6. Effective Decision: Decision is the process of selecting the best alternative. For a
single problem different people may give different solutions, even thousands of
solutions. So participation facilitates the decision process.
7. Better Operations: Organization will run better if staffs are more loyal, feel needed
and wanted. They feel that they are respected, and their opinions count. If
management proactively seeks their input into decision-making, decisions tend to be
better when they can call on a wider range of knowledge, information and
experience.
8. Increase the Trust: Trust is an important factor of leadership. Participatory
approaches usually mean that decision-making is more transparent. That, in turn,
increase the trust of the staff, and the leadership of the manager is increased. And
transparency itself is an added benefit to this approach.
9. Work Enthusiasm: Manager may accept the employee’s idea or not. When their
ideas are accepted they feel proud and become more enthusiastic to their work.
When management does not accept their ideas and shows the logic behind refusal,
work enthusiasm will not reduce.
10. Accept of Decision: Employee’s accept any kind of decision without showing an
argument. Because management ask their suggestions and proposal while making
decision. As they participate in decision process so workers accept the decision and
work to implementing it.
11. Increases Goodwill: Participation helps building good relationship between
management and employees. It increases employee’s efficiency and they can
20
produce quality product and services for the customers. A good working condition is
available at work. All these things increase the good will of the organization.
IMPORTANT CONSIDERATIONS OF PARTICIPATION
Some of the consideration of participation should be in mind which is as follows:
1. Unwillingness of Management: Management of some private organizations practice
participation. But management of most organizations is reluctant to do this. For this
kind of attitude of management in many private organizations faces many problems.
2. Employee’s Eagerness: Employees feel a great attraction for participation. They
consider themselves as a part of the organization. So they want to share their
opinion.
3. Formal Environment: Organization has some rules and regulations. All must abide by
these rules. In participation program the environment is more or less formal.
4. Influence of Top Management: Management has a great influence on participation.
So employees cannot freely share their thinking. In most of the cases management
just listen to the employees’ speech, but make decision themselves.
5. Ambiguous Objectives: Private organization faces problem to identify the
appropriate objective of participation. As a result participants cannot participate
successfully. It creates dissatisfactions among participants.
6. Employee’s Decisions are Accepted: Generally management makes the decisions.
Though it is rare but in some cases management accepts employee’s decision.
Employee feels proud when his opinion is accepted. It encourages them to
implement the decision.
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7. Part of Policy Only: Most company has their policies. In many company participation
is a part of policy only. And other companies really practice it.
8. Reward System: Reward for participation is a new thing for most of the company in
our country. But some organization practice reward system in participation program.
They reward for the best decision.
9. Number of Participants: There is no hard and fast rule about optimum number of
participants. Generally in a structured organization number of participants is less
than that of an unstructured organization. Large participants lengthen the decision
process.
10. Active Participation: Now-a-days many organizations encourage active participation
of the employees. When there is a reward system and no threat from management,
active participation is ensured. Organization can be benefited in many ways through
the active participation.
UNION ATTITUDE TO PARTICIPATION
Union Leaders have good as well as bad attitude toward Participation. The attitude
of union is described below:
1. Weakened: Some of the union leader has a vision that if employee is participated
with the management body, their control may be loose. That’s why union leader
wants to make them forward to the management body. The employee is not able to
participate with the management.
2. Progressive Leader: Some progressive leader enhances the participation. They find
their next generation through participation. They encourage the participation.
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3. Secure Safety: With the help of the union, after participation the employees feel
secured. There will be no threat of Insecurity. This will ensure more & more
participation in organization.
4. Congenial Environment: Union leader through their positive and ethical dialogue
make a congenial environment for participation. Union makes the participation
easier.
5. Ethical Practice: The union can take the participation practice as an ethical for the
organization. Union also makes the possibility of making the participation a habitual
behavior.
6. Reward System: A good participant will enjoy to taking his or her reward for
participation. Participation will be bored if it has no benefit for the employee. Union
ensures this with the management.
7. Unethical Practice: The Greediness of the some of the leader make stuck up the
participation. They make the participation process harder. The total system became
stuck up for them.
MANAGEMENT CONCERN ABOUT PARTICIPATION
Management has a great role for the successful participation process. The major
liability & responsibility belongs to them. So they should concern about the following issues:
1. Specific Objectives: The main objective of participation should be very specific. Every
participant must have the clear idea about the objective. When object is clear to all
the participants, they can provide constructive opinion. So, for an effective
participation, objective should be specific.
2. Threat less Environment: The environment should be positive and convenient. There
should not be any threat on participation. If there is any kind of threat, employees
will not be willing to share their ideas.
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3. Development of Communication Skills: Communication skill is very important for
participation. Both the parties should have this kind of skills. Otherwise they cannot
transfer their ideas or messages properly. And misunderstanding can be created.
4. Quick Implementation of Decision: Participation is for better decision. But decision
process is delayed for various reasons. To implement the decision management do
not take the steps quickly. As a result participants become demotivated. On the
other hand quick implementation of decision encourages participations.
5. Reward System: Reward system is not commonly practiced for participation. If there
is the best solution to a problem when reward system is available for participation.
6. Enough Time: Participation is not applicable in case of emergency. Many people
share their ideas and thoughts, after getting all the alternatives they analyze those.
7. Selecting Appropriate Participations: Success of participation depends on size,
knowledge and skills of participants. Those who don’t have enough knowledge and
skill about the subject matter of participation should allow as participation.
8. Management Support: For effective participation management support is very
important. If management do not support, no employees show their attraction to
participate. When management allows this, all the employees take part
spontaneously.
9. Explanation of Rejection: Usually management does not explain the cause of
ignoring employee’s opinion. But when management provides a logical reason of
their rejection, it indirectly encourages participant. It develops participant’s positive
attitude for future participation.
10. Related to Interests: Subject of participation should involve the interest of
employees. Decisions should be in favor of their interest. Interesting and relevant
subject inspire employee to participate.
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QUESTIONS
1. Define participation? What are the objectives of participation?
2. Is participation enhancing the dynamism of the organization?
3. What are the pros & coins of participation? What conditions need to furnish for
successful Participation?
4. What are the theories of participation? What programs need to make a successful
participation?
5. What are the factors for successful participation? Do contingency factor needed for
participation? Explain why?
6. Participation has a great impact on managerial power – Explain.
7. State the important consideration of participation? Is union leader attitude congenial
for participation?
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8. Management should give special emphasize on participation- do u agree with this
statement? Explain why.
REFERENCES
1. John W. Newstrom, Robert M. Monczka, and William E. Reif: “Perceptions of the
Grapevine: Its Value and Influence”, Journal of Business Communication Spring 1974,
pp. 12-20.
2. Keith Davis, “Management Communication and the Grapevine,” Harvard Business
Review, September-October 1953, p. 44.
3. Keith Davis, John W. Newstrom, “Organizational Behavior: human behavior at work”,
11th edition published by Tata McGraw-Hill Pub. Com ltd. Delhi, p.184.
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