Table of contents | |
Introduction | |
Rensis Likert | |
Chris Argyris | |
Douglas McGregor |
Participative management is a theory that advocates for the democratic and inclusive involvement of subordinates in decision-making processes within organizations. Its objective is to enhance self-confidence, self-respect, and a sense of belonging among employees, leading to an integrated and successful organizational environment. The theory encompasses steps such as involving subordinates in establishing objectives, finalizing goals, and granting discretion in task completion. Participative management integrates psychological, social, economical, and rational aspects while promoting equity and autonomy. It can be observed in practice in institutions like Panchayati Raj.
Rensis Likert, renowned for his works "New Patterns of Management" (1961) and "Human Organization: Its Management and Values" (1967), focused on studying organizational structures as systems of interaction and influence. He proposed four management systems:
Chris Argyris, a proponent of the humanistic perspective, criticized classical theories and advocated for a fusion process between management and workers. He emphasized two key processes:
Argyris stressed the importance of providing employees with space, recognition, and opportunities for self-development. He encouraged open communication, supported new initiatives, and emphasized responsibility. While some critics argue that his focus on human and interpersonal aspects overlooks broader organizational goals, Argyris remains relevant in addressing organizational health, motivation, and individual self-realization.
Douglas McGregor, in his book "The Human Side of Enterprise," also advocated for a humanistic perspective and employee involvement in organizational functioning. He proposed two management styles:
Participative management underscores democratic decision-making processes and inclusive organizational environments. The theories of Rensis Likert, Chris Argyris, and Douglas McGregor contribute to this approach by emphasizing the involvement of subordinates, recognizing their potential, and fostering positive work environments. By empowering employees and valuing their contributions, organizations can achieve higher levels of motivation, performance, and satisfaction. These theories offer valuable insights into the human aspect of organizational management and remain relevant in contemporary administrative practices.
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