Participative management is an approach that allows all employees to contribute their skills, fostering responsibility and accountability to improve organizational performance. It enhances communication and morale while increasing job satisfaction and productivity through collaborative decision-making. However, successful implementation requires trust, knowledge, and interest from employees, and may not be suitable for every organization.

1. Participative Management MEH Quality Management Training

2. Participative Management Definition : Participative Management is an approach, which gives everyone in the Organization an opportunity to contribute their skills, knowledge and talent to improve this same Organization . Respect – Recognition – Smile MANAGEMENT NEEDS TIME TO CHANGE

3. Participative Management Components of Effective Management

4. Participative Management What is Participative Management? A process of involving those who are influenced by decisions, in making decisions, where everyone makes certain that everyone gets their needs met.

5. Participative Management Please the following page "self-actualizing people” and Maslow’s Pyramid. Characteristics of Participative Management It is a method, which gives employees responsibility,accountability, and authority over their work. It provides simple tools for employees to improve their work performance and positively impact the bottom line It provides an environment to make employee needs known and creates a vehicle for improved communication between all areas of the Organization.

6. Participative Management Maslow identified the following characteristics of "self-actualizing people." What were characteristics of self-actualizing people, according to Maslow? 1. They are productive and creative 2. They are spontaneous, with a sharp wit and sense of humor. 3. They appreciate higher values such as truth, beauty, and justice, often combining them in various endeavors. 4. They are happy with life. 5. They are open to new ideas, curious, and fascinated by reality itself. 6. They are "invariably involved in a cause outside their own skin."

7. Participative Management B (being) Needs D (Deficiency) Needs

8. Participative Management What are D-values? The D-needs were based on "D-values" (deficiency values). Deficiency values fit a scheme: you have a deficiency of something (food, water, security) and this generates a need. You work to eliminate the deficiency (reduce the drive) then you are satisfied. What are examples of B-values? The needs B were based to be higher, healthier, and more likely to emerge in self-actualizing people were being needs, or B-needs . B-needs are existential or spiritual needs. Existential means, literally, pertaining to existence . Spiritual means, literally, believing in a way of life, Philosophy or Religion. (meaning & purpose in life, for instance : you can never have too much justice or beauty or truth). B-needs include truth , goodness , and beauty . unity , perfection , and completion aliveness, process, uniqueness , and self-sufficiency .

9. Participative Management Increasing Job Satisfaction by encouraging Participation Team Management Represents a Growing Trend Mixing Our Talents Merging Our Additional Cultures

10. What Is Participative Management ? Participative Management Innovative Mgt Philosophy It is use of joint Decision making Offers Managers & Employees A Renewed sense of pride Find Practical Solutions & Design Better Business Practices Participative Management Philosophy

11. Participative Management =success MOTIVATION PARTICIPATIVE MANAGEMENT ACHIEVEMENT OF ORGANIZATIONAL OBJECTIVES MORALE TURNOVER TURNOVER MORALE

12. Our Employees Participative Management Why 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 MMC MEH

13. Participative Management How to implement participative management ? Challenge the process Inspire a shared vision Enable others to act Model the way Encourage the heart To know what wrongly happened and it must be improved Multiple Supervisors Rely on workers Knowledge Management Participative

14. Participative Management Disadvantages: It is not appropriate for every organization and every work unit Employees getting involved must be interested Employees must have competence and knowledge There must be trust and confidence between parties involved

15. Participative Management Elements of Participative Management Group Problem Solving Group Discussion TEAM Spirit Consultation Meeting Delegation Accountability Responsibility Authority

16. Benefits : Participative Management To increase Productivity (Effectiveness and efficiency) To implement better Communication To reduce Turnover & Absenteeism To find out better Decisions To strengthen For Organization workforce To Increase Employees’ Morale Improved Job Satisfaction Greater trust Better Teamwork Faster Adaptation To Change

17. Skills required in Participative Management Participative Management Interests and concerns. Recognize and enhance talents in others Recognize and work around weaknesses in others Communication particularly listening Conflict Resolution, Negotiation, Compromise Self Control, Flexibility, SYNERGY Teachability

18. Reinforcement / Behavior Modification Theory Participative Management Strategies for Enhancing Job Satisfaction and Morale When rewards are tied directly to performance When negative consequences are attached directly to undesirable behavior Positive Reinforcement Punishment Define a clear purpose Maintain Honesty Demonstrate Compassion Active Listening Conflict Resolution Reinforcement/behavior modification Management by objectives Participative management

19. Identifying Resources Analysis Setting Verifiable Goals & Clear Plans Meeting Collaborative Goal Setting & Planning Communicating Organizational Goals & Plans Periodic Review Evaluation Participative Management

20. 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

21. Participative Management What participative management is ‘not’? It is not permissiveness, 2. It is not weakness, 3. It is not involvement in futility, 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.

22. Participative Management : Conclusion You give staff an inch and he gives you back a mile. By work delegation to your worker, you receive confidence and you maintain right relationship. If it applied properly participative management acts as a benefit and increases effectiveness related to efficiency, performance of employees and work performed by them

23. Conclusion Thanks for your presence and you attention Mandatory tool to improve risks analysis