Allow Employee to Participate

Allow the Employee to Participate

Cynthia A Williams

MGT/521-Team A

October 13, 2014

University of Phoenix

Allow the Employee to Participate

In order to decide how much authority will be necessary to accomplish the task for which to allow the employee who will be held accountable for that task to participate in that decision. When allowing employees to participate, it can present some potential problems as a result of employees' self- interest and bias in the evaluating the abilities.

This concept of participation is part of a broader idea of employee involvement. Employee involvement is defined as a participative process that uses the entire capacity of employees and is designed to encourage increased commitment to the organization’s success(cited in Robbins2003). Participation is a technique of joint decision-making: that is, subordinates actually share a significant degree of decision-making power with their immediate supervisors’(Robbins 2003)

As the participation increases the performance, productivity, job satisfaction and motivation increases. There are some people that are doubtful that the efficiency of participating, there are also others in situations in which some may say it is a waste of time and counterproductive. It can reduce people’s effectiveness and job satisfaction(Herman 1989. According to Robbins(2003) there are dozens of research showing that participation has only a modest influence on productivity, motivation and job satisfaction. But the problem is not in participation in itself. Employee participation can be effective if it is done in the right conditions and with the right implications.

It is an effective motivational tool when subordinates take part of the decision-making process, they seem to be more motivated to import meant the decision, especially when it becomes their own.

References:

Herman, S. M.

Participative Management Is A Double-Edged Sword´. Training; Jan 1989; 26,1; ABI/INFORM Global pg. 52

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