1. LESSON 8

2. EMPOWERMENT & PARTICIPATION
Participative managers consult with their employees.
Dr. Mario A. Fetalver, Jr

3. WHAT IS PARTICIPATION
Participative managers consult with their employees, bringing them in on problems and decisions so that they work together as a team.

4. WHAT IS PARTICIPATION
Participative managers retain ultimate responsibility for the operation of their units, but they have learned to share operating responsibility with those who perform the work.

5. WHAT IS PARTICIPATION
The result is that employees feel a sense of involvement in group goals.

6. WHAT IS PARTICIPATION
Participation = the mental and emotional involvement of people in group situations that encourages them to contribute to group goals and share responsibility for them.

7. Three important ideas in PARTICIPATION: INVOLVEMENT COTRIBUTION
WHAT IS PARTICIPATION
Three important ideas in PARTICIPATION:
INVOLVEMENT
COTRIBUTION
RESPONSIBILITY

8. Participate to INVOLVE:
WHAT IS PARTICIPATION
Participate to INVOLVE:
* Participation means meaningful involvement rather than mere muscular activity.

9. Participate to INVOLVE:
WHAT IS PARTICIPATION
Participate to INVOLVE:
* A person who participates is ego-involved instead of merely task-involved.

10. Participate to INVOLVE:
WHAT IS PARTICIPATION
Participate to INVOLVE:
* Some managers mistake task involvement for true participation.

11. Participate to INVOLVE:
WHAT IS PARTICIPATION
Participate to INVOLVE:
* They hold meetings , ask opinions, and so on, but all the time it is perfectly clear to employees that their manager is an autocratic boss who wants no ideas.

12. Participate to INVOLVE:
WHAT IS PARTICIPATION
Participate to INVOLVE:
* These empty managerial actions constitute pseudo participation, with the result that employees fail to become ego-involved.

13. Participate to CONTRIBUTE:
WHAT IS PARTICIPATION
Participate to CONTRIBUTE:
People are empowered to release their own resources of initiative and creativity toward the objectives of the organization, just as theory Y predicts.
eustress

14. Participate to CONTRIBUTE:
WHAT IS PARTICIPATION
Participate to CONTRIBUTE:
* Participation differs from consent. The practice of consent uses only the creativity of the manager who brings ideas to the group for the member’s consent.

15. Participate to CONTRIBUTE:
WHAT IS PARTICIPATION
Participate to CONTRIBUTE:
* The consenters do not contribute; they merely approve.

16. Participate to CONTRIBUTE:
WHAT IS PARTICIPATION
Participate to CONTRIBUTE:
* Participation is more that getting consent for something that has already been decided. Its great value is that it taps the creativity of all employees.

17. Participate to CONTRIBUTE:
WHAT IS PARTICIPATION
Participate to CONTRIBUTE:
* Path-goal model of leadership improves the understanding of path-goal relationship.

18. Participate to ACCEPT RESPONSIBILITY:
WHAT IS PARTICIPATION
Participate to ACCEPT RESPONSIBILITY:
* It is a social process by which people become self-involved in an organization, committed to it, and want to see it work successfully.

19. Participate to ACCEPT RESPONSIBILITY:
WHAT IS PARTICIPATION
Participate to ACCEPT RESPONSIBILITY:
* When they talk about their organization, they begin to say “WE” NOT “THEY” .

20. Participate to ACCEPT RESPONSIBILITY:
WHAT IS PARTICIPATION
Participate to ACCEPT RESPONSIBILITY:
* When they SEE a job problem, it is “OURS’ not “THEIRS” .

21. Participate to ACCEPT RESPONSIBILITY:
WHAT IS PARTICIPATION
Participate to ACCEPT RESPONSIBILITY:
* Participation helps them become good organizational citizens rather than responsible, machinelike performers.