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Youth participation is the active engagement of young people throughout their own communities. It is often used as a shorthand for youth participation in any many forms, including decision-making, sports, schools and any activity where young people are not historically engaged.
The method emphasizes reciprocity among adults and youth with a focus on shared decision making and reflective learning. The concept of shared control is key for empowering youth.It is the courage to do good things. Youth empowerment has also been used as a framework to prevent and reduce youth violence.
Leader accepts any decision and does not try to force his or her idea. Decision accepted by the group is the final one. Vroom and Yetton formulated following seven questions on decision quality, commitment, problem information and decision acceptance, with which leaders can determine level of followers involvement in decision.
Drawing upon literature from the areas of leadership, group decision-making, and procedural fairness, Vroom’s model predicts the effectiveness of decision-making procedures. [2] Specifically, Vroom’s model takes into account the situation and the importance of the decision to determine which of Vroom’s five decision-making methods will be ...
Additionally, it is commonly acknowledged that "little quantitative research has been conducted regarding the issue of youth voice", [19] while the qualitative research on youth voice is often seen as minimally effective, as well, due to a limited scope focused on youth participation in decision-making and opinion-sharing. [20] [21]
Participatory decision-making by the top management team can ensure the completeness of decision-making and may increase team member commitment to final decisions. In a participative decision-making process each team member has an opportunity to share their perspectives, voice their ideas and tap their skills to improve team effectiveness and ...
March and Olsen distinguish the logic of appropriateness from what they term the "logic of consequences," more commonly known as rational choice theory.The logic of consequences is based on the assumption that actors have fixed preferences, will make cost-benefit calculations, and choose among different options by evaluating the likely consequences for their objectives.
Douglas McGregor proposed his X-Y theory in his 1960 book 'The Human Side Of Enterprise'. Theory X and Theory Y are still referred to commonly in the field of management and motivation. McGregor's ideas suggest that there are two fundamental approaches to managing people. Many managers tend towards theory x, and generally get poor results.