Participative Management

Only available on StudyMode
  • Download(s) : 144
  • Published : March 23, 2013
Open Document
Text Preview
[pic]

ARCHANA KASHYAP (42) SUMEDHA SONAL(53)
SHRADHA KUJUR(59)

CONTENT
1.INTRODUCTION………………………………..PAGE-3
2.EVOLUTION OF PARTICIPATIVE
MANAGEMENT IN INDIA………………………PAGE-5
3.DEFINITION OF PARTIPATIVE
MANAGEMENT……………………………………PAGE-7
4.CHARECTERISTICS……………………………PAGE-9
5.NEED OF PARTICIPATIVE
MANAGEMENT……………………………………PAGE-11
6.IMPORTANCE OFEMPLOYEES PARTICIPATION
IN MANAGEMENT…………………………………PAGE-13 7.HURDLES IN PARTICIPATIVE
MANAGEMENT……………………………………..PAGE-16 8.BIBILIOGRAPHY…………………………………PAGE-19

INTRODUCTION

The meaning of the concept 'Participative Management' needs to be understood in the background of its historical evolution from the beginning of this century. It has been developed and improved in different forms in different countries to suit the requirements of the political system and economic structure of the countries concerned. In this chapter, the meaning of the concept of Participative Management as it is understood in recent years has been explained. It is followed by a discussion of some important definitions of the concept, as defined by the prominent experts in the field. Since the concept of Participative Management is mainly developed and being implemented in the western industrialized countries, an attempt is also made in this chapter to present the historical evolution of the concept in most of the developed countries. The experience in the socialist country, namely U.S.S.R. is also outlined briefly. The experience of some of the developing countries too, are discussed. The evolution and the development of the concept 'Participative Management' in India, are then analyzed. Participative (or participatory) management, otherwise known as employee involvement or participative decision making, encourages the involvement of stakeholders at all levels of an organization in the analysis of problems, development of strategies, and implementation of solutions. Employees are invited to share in the decision-making process of the firm by participating in activities such as setting goals, determining work schedules, and making suggestions. Other forms of participative management include increasing the responsibility of employees (job enrichment); forming self-managed teams, quality circles, or quality-of-work-life committees; and soliciting survey feedback. Participative management, however, involves more than allowing employees to take part in making decisions. It also involves management treating the ideas and suggestions of employees with consideration and respect. The most extensive form of participative management is direct employee ownership of a company. Four processes influence participation. These processes create employee involvement as they are pushed down to the lowest levels in an organization. The farther down these processes move, the higher the level of involvement by employees. The four processes include: 1. Information sharing, which is concerned with keeping employees informed about the economic status of the company. 2. Training, which involves raising the skill levels of employees and offering development opportunities that allow them to apply new skills to make effective decisions regarding the organization as a whole. 3. Employee decision making, which can take many forms, from determining work schedules to deciding on budgets or processes. 4. Rewards, which should be tied to suggestions and ideas as well as performance.

EVOLUTION OF PARTICIPATIVE MANEGEMENT IN INDIA

Participative management is a constitutional in India under article 43-A of the constitution of India. The...
tracking img