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Participatory management is the practice of empowering members of a group, such as employees of a company or citizens of a community, to participate in organizational ...
Participative management (PM) is known by many names including shared leadership, employee empowerment, employee involvement, participative decision-making, dispersed leadership, open-book management, or industrial democracy". [4]
The participative system promotes genuine participation in decision-making and goal setting in order to promote a workplace where all members equally share information. Likert argues that the participative system is the most effective form of management within the systems.
The democratic management style involves managers reaching decisions with the input of the employees but being responsible for making the final decision. [4] There are many variations of this style of management including consultative, participative, and collaborative styles. Employee ideas and contributions are encouraged, but not necessary.
The scale has become a method to measure people's thoughts and feelings from opinion surveys to personality tests. Likert also founded the theory of participative management, which is used to engage employees in the workplace. Likert's contributions in psychometrics, research samples, and open-ended interviewing have helped form and shape ...
Management theorist Warren Bennis said of Follett's work, "Just about everything written today about leadership and organizations comes from Mary Parker Follett's writings and lectures." [17] Her texts outline modern ideas under participatory management: decentralized decisions, integrating role of groups, and competition authority.
Participatory decision-making can take place along any realm of human social activity, including economic (i.e. participatory economics), political (i.e. participatory democracy or parpolity), management (i.e. participatory management), cultural (i.e. polyculturalism) or familial (i.e. feminism).
While in participative management organizational designs workers are listened to and take part in the decision-making process, in organizations employing industrial democracy they also have the final decisive power, including in matters of organizational design and hierarchy. [1]