PRESENTED BY :- JASPREET KAUR SODHI

Participative Management -A Technique Of Motivation

COMPONENTS OF EFFECTIVE MGT.

What is Participative Management?

CHARACTERISTICS OF PARTICIPATIVE MANAGEMENT

PARTICIPATIVE MANAGEMENT

What Is Participative Mgt.?

The Road To Prof. Success

DEMOCRATIC LEADERSHIP ORGANIZATION

PARTICIPATIVE MANAGEMENT ORGANIZATION SCI/BU

ORGANIZATION

ACHIEVEMENT OF ORGANIZATIONAL OBJECTIVES PARTICIPATIVE MGT MOTIVATION =success ORGANIZATION Bus. and Econ. with SCI/BU

Managerial Styles Contingency Approach The appropriate style in any situation is contingent on the unique elements of that situation Autocratic Style Democratic Style Free-rein Style

Managerial Leadership

Motivation and Leadership in the Twenty-first Century Motivation Security and pay are no longer enough Leadership Diversity Flexibility

Motivation

Security and pay are no longer enough

Leadership

Diversity

Flexibility

Highly Motivated Employees Are Critical to organizations’ Success PARTICIPATIVE MANAGEMENT Motivation : The set of forces that cause people to behave in certain ways

PARTICIPATIVE MANAGEMENT

Motivation :

The set of forces that cause people to behave in certain ways

Satisfied Employees Are More Productive and More Committed Job Satisfaction: Degree of enjoyment employees derive from doing their jobs High Morale: An overall positive employee attitude toward the workplace Low Turnover: A low percentage of employees leave each year MORALE TURNOVER TURNOVER MORALE

Job Satisfaction:

Degree of enjoyment employees derive from doing their jobs

High Morale:

An overall positive employee attitude toward the workplace

Low Turnover: A low percentage of employees leave each year

Why Participative Mgt.?

How to implement participative mgt.?

Challenge the process Inspire a shared vision Enable others to act Model the way Encourage the heart Five Fundamental Participative management

Challenge the process

Inspire a shared vision

Enable others to act

Model the way

Encourage the heart

Disadvantages:-

NEED FOR PARTICIPATIVE MANAGEMENT IN NURSING

NEED OF PARTICIPATIVE MANAGEMENT IN NURSING

ELEMENTS OF PARTICIPATIVE MGT.

PURPOSES OF PARTICIPATIVE MGT.

MOTIVATION

PERFORMANCE

We are thinking. It seems to me. I was wondering. I don’t know but. What would happen if we were to do _____? Let’s brainstorm. Let’s think outside of the box. How would you improve this? The word I is generally replaced by the word WE

We are thinking. It seems to me. I was wondering. I don’t know but.

What would happen if we were to do _____?

Let’s brainstorm. Let’s think outside of the box.

How would you improve this?

The word I is generally replaced by the word WE

CONCEPT OF TEAM BUILDING Team building is method of participative management It encourages a commitment ,creativity, support and the growth of the individual, the unit ,and the organization.

Team building is method of participative management

It encourages a commitment ,creativity, support and the growth of the individual, the unit ,and the organization.

What Is A Team? According to Webster's Ninth Edition : In other words, when one person cannot accomplish a job alone and several individuals must cooperate to fulfill a mission, you need a team. The better the cooperation, communication, and coordination among team members, the more efficient the team. “ A team is a number of persons associated together in work or activity: as a group on one side (as in football or debate).”

Common Need The overriding need of all people working for the same organization: to make the organization profitable .

The overriding need of all people working for the same organization: to make the organization profitable .

Team Leadership What is a Team? A team comprises a group of people link in a common purpose. Team Leader leads by positive example & try to convert a team environment in which all team members can reach their highest potential, both as team members and as people.

What is a Team?

A team comprises a group of people link in a common purpose.

Team Leader leads by positive example & try to convert a team environment in which all team members can reach their highest potential, both as team members and as people.

Characteristics of a Team Leader

OBJECTIVES OF TEAM BUILDING

Why Teams Work Teams initiate change. Often those at the top of the organization are challenged by what changes are necessary within an organization. Teams provide a valuable source of feedback.

Teams initiate change.

Why Teams Work Teams are natural problem solving devices. A team setting opens up new communication lines. Because of the necessity of communication within a team, members encounter problems and challenges in early stages and are able to head them off with greater efficiency and success.

Teams are natural problem solving devices.

Why Teams Work Teams are collections of the organization’s best assets. Each team member has specific talents. By combining individuals in team fashion, all of these talents are joined to work toward a common goal.

Teams are collections of the organization’s best assets.

SHARING AUTHORITY THROUGH DELEGATION

SHARING AUTHORITY THROUGH DELEGATION

Common response: I will be darned if I let my people make the decisions when I am the one who is responsible for the operation. If it’s a bad decision, my head will roll, not theirs..

Common response:

I will be darned if I let my people make the decisions when I am the one who is responsible for the operation. If it’s a bad decision, my head will roll, not theirs..

Benefits of Participative Management

EXCELLENT CARE DELIVERY TO PATIENT

Increase Productivity (Effectiveness and efficiency)

BETTER COMMUNICATION

REDUCED TURNOVER & ABSENTISM

Better Decisions

Employee Morale .

.

IMPROVED JOB SATISFACTION

Greater trust

Better Teamwork

FASTER ADAPTATION TO CHANGE

Interest and concern .

Recognize and enhance talents in others

Recognize and work around weaknesses in others

Communication particularly listening

CONFLICT RESOLUTION

NEGOTIATION

COMPROMISE

SYNERGY

SELF CONTROL

TEACHABILITY

FLEXIBILITY

THE PRINCIPLES OF SYNERGY

Strategies for Enhancing Job Satisfaction and Morale Reinforcement/behavior modification Management by objectives Participative management

Reinforcement/behavior modification

Management by objectives

Participative management

Equity Theory Employees evaluate their treatment relative to the treatment of others Inputs: Employee contributions to their jobs Outputs: What employees receive in return The perceived ratio of contribution to return determines perceived equity

Employees evaluate their treatment relative to the treatment of others

Inputs: Employee contributions to their jobs

Outputs: What employees receive in return

The perceived ratio of contribution to return determines perceived equity

Reinforcement / Behavior Modification Theory Positive Reinforcement Punishment When rewards are tied directly to performance When negative consequences are attached directly to undesirable behavior

Management by Objectives Collaborative Goal-setting Identifying Resources Counseling Setting Verifiable Goals & Clear Plans Meeting Collaborative Goal Setting & Planning Communicating Organizational Goals & Plans Periodic Review Evaluation

“ Four E’s of Leadership” E  A high energy level E  The ability to energize others around common goals E  The edge to make tough decisions E  The ability to consistently execute and deliver on promises

E  A high energy level

E  The ability to energize others around common goals

E  The edge to make tough decisions

E  The ability to consistently execute and deliver on promises

Participative Management Styles During the 1970s, when Japanese-style management was all the rage, William Ouchi, took the Theory X, Theory Y concept one step further: Theory Z. This is the participative model.

During the 1970s, when Japanese-style management was all the rage,

William Ouchi, took the Theory X, Theory Y concept one step further:

Theory Z.

This is the participative model.

Theory X Theory X Managers assume the average worker is gullible and not very bright. is indifferent to the organization's needs. dislikes work. is motivated only by financial incentives. must be closely supervised.

Theory X Managers assume the average worker

is gullible and not very bright.

is indifferent to the organization's needs.

dislikes work.

is motivated only by financial incentives.

must be closely supervised.

Theory Y

The Human Resources Model Theory X and Theory Y Theory X People are lazy. People lack ambition and dislike responsibility. People are self-centered. People resist change. People are gullible and not very bright. Theory Y People are energetic. People are ambitious and seek responsibility. People can be selfless. People want to contribute to business growth and change. People are intelligent.

Theory X

People are lazy.

People lack ambition and dislike responsibility.

People are self-centered.

People resist change.

People are gullible and not very bright.

Theory Y

People are energetic.

People are ambitious and seek responsibility.

People can be selfless.

People want to contribute to business growth and change.

People are intelligent.

Theory X and Theory Y Management

Theory Z Managers assume the average worker wants to be involved in managing a company and building trust among all organizational members is central to raising productivity .

WHAT PARTICIPATIVE MANAGEMENT IS ‘NOT’? 1. It is not permissiveness. 2. It is not weakness. 3. It is not involvement in trivia. 4. It does not mean giving up authority 5. It does not mean giving up all decision making. 6. It does not mean postponing action..

1. It is not permissiveness.

2. It is not weakness.

3. It is not involvement in trivia.

4. It does not mean giving up authority

5. It does not mean giving up all decision making.

6. It does not mean postponing action..

Conclusion You give worker an inch and he gives you back a mile If applied properly participative mgt acts as a boon and increases efficiency, effectiveness and performance of employee and work performed by them

You give worker an inch and he gives you back a mile

If applied properly participative mgt acts as a boon and increases efficiency, effectiveness and performance of employee and work performed by them

ANY QUERIES SCI/BU KEEP SMILING