Management by participation

Management by participation is one of the motivational techniques aimed at activating and engaging employees, and at the same time meeting their higher order needs. Employee is incorporated into the management process and has an influence on the decision making process. Employee participation can also have financial dimension. Depending on the adopted criterion we can distinguish following types of participation: formal, informal, direct, indirect, active and passive. In theory the management there are two kinds of participation models an American and a German. First is characterized by trust and tolerance, domination of managers and less formal contacts. In the German model important role is played by co-decision, negotiation and legal regulations.

Role of manager in the creation of participation

• influence,
• Interactions (cooperation and search for compatibility)
• exchange of information,
• change in the orientation
• displaying trust and tolerance.

The role of employees in management by participation

Fig.1. Management by participation - how to implement?

• voting
• membership in the works council and the supervisory board,
• providing information and active forms of communication,
• participation in the profits,
• participation in the benefits,
• participation in capital and share of company.

Levels of participation

There are eight levels of participation. These levels correspond to the degree of admission of subordinates to management.

• right to information,
• right to be heard,
• right to speak,
• right to advise,
• right to object,
• right to consent,
• right to dispute and settlement,
• exclusive right for the settlement,

Advantages and disadvantages of management by participation

Advantages:

• motivational nature,
• improved relations between supervisor and subordinates,
• creating opportunities for staff development,
• increased efficiency,
• possibility to reduce the social unrest.

Disadvantages:

• diffusion of responsibility for the decisions taken,
• difficulties in obtaining the required responsibility and slow decision making,
• barriers resulting from inadequate training for employees in management tasks.

See also:

• Management by delegation

Examples of Management by participation

• Open-door Policy: This type of policy encourages employees to discuss any issues they have directly with their managers. This helps in creating an environment of trust and collaboration between the management and employees.
• Employee Suggestion Program: This program encourages employees to share creative ideas and suggestions that can potentially help the company. It allows employees to take part in the decision-making process and contribute to the growth of the organization.
• Quality Circles: Quality circles involve a group of employees from the same department that meets regularly to identify and solve problems. The meetings provide employees with an opportunity to contribute their ideas and be part of the problem-solving process.
• Team Building Exercises: Team building exercises help to create a sense of unity among the employees and promote collaboration and communication. These activities also help to motivate employees and increase their engagement in the workplace.
• Employee Engagement Surveys: Employee engagement surveys are used to measure the level of engagement of employees in the organization. The surveys allow employees to provide feedback and make suggestions to the management. This helps in improving the working environment and motivating employees.

Other approaches related to Management by participation

In addition to Management by participation, there are other approaches which are related to the idea of involving employees in decision making processes. These include:

• Job enrichment - it involves providing employees with additional responsibilities, new challenges, and opportunities to use their skills and abilities. This has a positive effect on job satisfaction and motivation.
• Employee involvement - this approach focuses on the communication between employees and supervisors and gives employees the opportunity to give feedback and suggest ideas.
• Empowerment - it involves giving employees more autonomy and decision-making power. It creates a sense of ownership and responsibility and enhances morale.
• Team building - it encourages collaboration and cooperation among employees, so they can work together towards a common goal.

In conclusion, various approaches related to Management by participation are aimed at activating and engaging employees, and meeting their higher order needs. These approaches have a positive effect on employees’ motivation, job satisfaction, morale, and communication.

Management by participation — recommended articles

Culture and QMS implementation — Downward communication — Overcoming resistance to change — Importance of teamwork — Motivation system — Delegative leadership — Atmosphere at work — Ability to work in a team — Advantages of team work

References

• Marrow, A. J., Bowers, D. G., & Seashore, S. E. (1967). Management by participation. IMR; Industrial Management Review (pre-1986), 9(1), 118.
• Lawler III, E. E. (1986). High-Involvement Management. Participative Strategies for Improving Organizational Performance. Jossey-Bass Inc., Publishers, 350 Sansome Street, San Francisco, CA 94104.
• Marrow, A., Bowers, D., & Seashore, S. (1967). Management by participation, Creating a climate for personal and organizational development.
• Driscoll, J. W. (1978). Trust and participation in organizational decision making as predictors of satisfaction. Academy of management journal, 21(1), 44-56.