Olympia Productions is in itself a product of five independent entities, combining their resources to create an efficient and effective partnership. The transition from separate businesses to a singular partnership has been a new experience to every part of the partnership. The matter of using a participative or a hierarchical management style has yet to be determined.
This management style requires leaders to make decisions without consolidations from fellow employees. According to Dwyer (1997), the leader of the group here is the one who announces the decision while all other members follow his/her orders. Dwyer states that this method is more likely to favour the businesses "interests" far ahead of that of employees. The employers of the previous five independent businesses had implemented this method and since they have been using its for so long, have become accustomed to it.
The participative management method makes it essential for the leader to have an active role in making decisions. Dwyer (1997) recognises, He/She must ask fellow members opinions and ideas in order to achieve maximum output. An opposite result is identified by Dwyer. It has been suggested that the newly formed Olympia Productions', should consider this style of management.
Using a Hierarchical management style may have gotten objectives achieved much more timely, but team members have found the leader to be too dominating and therefore as a result:
1. "Poor team participation"
2. "Low motivation"
3. and "Lack of creativity"
are the consequences that have arisen as shown by Dwyer.
The Participative method ensures that all member are actively involved in the entities operations. Dwyer displays the results as:
1. "Shared responsibility"
2. "Encourages Self-Esteem"
3. and "Job... [continues]
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