Participative Management 6 slides
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1. The document discusses different leadership styles including participative, directional, coaching, visionary, commanding, pacesetting, and democratic styles. 2. It describes when each style is most appropriate based on factors like employee experience, motivation, competence and the situation. 3. Participative management aims to involve employees in decision making to build trust, commitment and improve productivity. It relies on consultation, delegation and developing a collaborative team spirit.
Participative Management 6 slides
- 1. Participative Management To Manage To Motivate To Support To Delegate Bottom Top Support Behaviour Top S1 S2 S3 S4 Whether the commitment and competence are low, a Directional style is required (S1). When the group is more experienced, a Coaching style is suitable (S2). If the group reaches maturity, the Manager may drop Directional behavior (S3) Directive Behavior Team Maturity Participative Mgt group gives up to everyone an opportunity to contribute their skills, knowledge and talent to improve this same Organization. Participative Behavior (S4)
- 2. Participative Management To build support or consensus. Or to get valuable input from employees. To heal rifts in a team. T o motivate during stressful times. Or to strengthen connections. To help competent, motivated employees to improve performance by building long-term capabilities. When changes require a new vision. Or when a Clear Direction is needed. Radical change. When style is appropriate + + + + + + + The impact of the style on the (business) climate Appreciates people's input and gets commitment through participation. Creates harmony by connecting people to each other. Connects what a person wants; with the organization's goals. He moves people Towards shared dreams How style builds resonance Superb listener. Team worker. Collaborator. Influencer. Promotes harmony. Friendly. Empathetic. He boosts moral. Solves conflicts. Listens. Helps people identifying their Own strengths & weaknesses. Counselor. Encourages. Delegates. Inspires. Believes in own vision. Empathetic. Explains how & why people's efforts contribute to the 'dream'. Leader characteristics Democratic Leadership Affiliative Leadership Coaching Style (S2). Visionary Leadership (S3).
- 3. Participative Management In a grave crisis. Or with problem employees. To start an urgent organizational turnaround. Traditional military. To get high-quality results from a motivated and competent team. Sales. Often ― ― Often ― ― when used too exclusively or poorly He decreases fear by giving clear direction in an emergency. Realizes challenging and exciting goals. Commanding. "Do it because I say so". Threatening. Tight control. Monitoring studiously. Creating dissonance. Contaminates everyone's mood. Drives away talent. Strong urge to achieve. High own standards. Initiative. Low on empathy and collaboration. Impatience. Micromanaging. Numbers-driven. Commanding Leadership Pacesetting Leadership
- 4. Participative Management Other factors affecting the choice for a leadership style include: 1. Level of leader - higher level leaders should be mostly visionary 2. Role - complex roles require democratic style 3. Number of persons led - if the number is large then it tends to be towards visionary 4. Time frame - short time frame may require pace-setting or commanding styles 5. Domain knowledge - leaders with very good domain knowledge may prefer commanding style. 6. Subject of decision - if the subject affects persons led then democratic style is most suited. A good understanding of these factors and situations trains leaders to change their style, like a driver changes gear in a car."
- 5. Participative Management Managers assume the average worker wants to be involved in building trust among all organizational members is central to raising productivity. Managers assume the average worker wants to be involved in managing a company. Before Participative Management Participative Management
- 6. Participative Management Every one is result oriented Two heads are better than one Draw resources of Mind, not just Body People are our most important positive feature Company productivity, its commitment to involvement of its employees Consultation Meeting Delegation TEAM Spirit Accountability Responsibility Authority
Editor's Notes
- #2: Four Leadership Styles Directive Leadership . The leader gives specific leadership of performance to subordinates. Supportive Leadership . The leader is friendly and shows concern for the subordinates. Participative Leadership . The leader consults with subordinates and considers their suggestions. Achievement-oriented Leadership . The leader sets high goals and expects subordinates to have high-level performance Situational Factors Subordinates' Personality Locus of Control. A participative leader is suitable for subordinates with internal locus of control; A directive leader is suitable for subordinates with external locus of control. Self-perceived ability. Subordinates that believe they have a high ability themselves, do not like directive leadership. Characteristics of the environment : When a group is working on a task that has a high structure, directive leadership is redundant and less effective. When a highly formal authority system is in place, directive leadership can again reduce workers' satisfaction. When subordinates are in a team environment offering great social support, the supportive leadership style becomes less necessary. According to House, there are four different types of leadership styles depending on the situation.
- #5: "Comprehensive presentation on Human / Employee Motivation. Topics: 1. What is motivation? 2. How do needs motivate people? 3. Are there other ways to motivate people? 4. Do equity and equality matter? 5. Are there tips for motivating people for different goals? 6. How do you motivate for individual differences? 7. Motivating Specific Groups (Professionals, Contingent workers, Low-skilled service workers, Unionized employees, Public sector employees) 8. What kinds of mistakes are made in reward systems? 9. Do motivational theories work the same in every country? 10. Could rewards be overrated?
- #6: "Comprehensive presentation on Human / Employee Motivation. Topics: 1. What is motivation? 2. How do needs motivate people? 3. Are there other ways to motivate people? 4. Do equity and equality matter? 5. Are there tips for motivating people for different goals? 6. How do you motivate for individual differences? 7. Motivating Specific Groups (Professionals, Contingent workers, Low-skilled service workers, Unionized employees, Public sector employees) 8. What kinds of mistakes are made in reward systems? 9. Do motivational theories work the same in every country? 10. Could rewards be overrated?