Participatory Management

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Recommended: Strength and weakness of participative management

Participatory Management

In scanning the recent literature on participatory management certain themes arise. Participatory management is a way to empower employees and create a more innovative bottom up structure for organizations. It is a movement toward decentralizing power. There are many suggestions on how this type of structure is to be realized. Most articles I reviewed have positive views of this structural method.

Participative management is rooted in the human resource theoretical school. Using this type of model has a strong underpinning in utilizing people as a valuable resource. In fact many articles talk about the ability of peoples minds as the most important resource in today’s world. Most of the literature I reviewed seems to be asserting that this sharing of power within, and commitment to the product put out, is the only way to operate if organizations want to remain competitive. This organizational trend is definitely worker-friendly in its orientation and intended consequence.

One common positive theme in the literature on participatory management is the increased communication and unlocking of ideas that occurs when employees are not intimidated by a strict hierarchical and authoritarian organizational arrangement (Collins, 1995; Morvec, Jphannessen, & Hjelmas, 1997). The improvement of morale and lessening of work related stressors are other common premises observed (Slate & Vogel, 1997). Renewed commitment and increased worker knowledge are also constructive outcomes (Pine, Warsh & Maluccio, 1998).

Whereas most of the literature on this topical area is supportive and positive about participative management formats but there are pitfalls to avoid when implementing such a plan. Workers ...

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...have grown over time must be abandoned by those involved if it is vital to participative management to succeed. Those organizations characterized by a central office and separate field offices must make sure to pull their resources together and make sure the whole organization is on the same page (Foster-Fishman & Keys, 1997).

Overall participative management seems to be a potentially powerful way to structure an organization especially in the new ‘knowledge economy’ we find ourselves in today. Structuring these types of organizations takes commitment and patience but the ideas and innovations as well as the potential to increase morale and productivity are worthwhile goals to try and attain using this design.

Organizations that serve the public seem to be very well suited to this type of management structure (Pine, Warsh & Maluccio, 1998; Slate & Vogel, 1997).

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