This paper “The democratic and participative management styles” discusses two styles of management, which focus on building trust and confidence from the employees. Both styles open the management’s door for feedback, ideas and opinions…
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When the employees feel that they are being involved in the decision-making process, they tend to give more feedback and ideas that may be beneficial for the management. It is in fact, the employees at the bottom level who are doing most of the hands-on job of the organization. Allowing them to take part in the decision-making process gives them the idea that management is willing to listen to them and to consider them as important members of the organization not just robots that they command to do certain things. In the consultative style, the management raises the issue with the employees and considers the employees’ ideas and opinions regarding the issue. The employees become part of the decision-making process because the management opens its doors for feedback and opinions of the employees. This is the same for the participative management style. The difference lies in the final decision-making process. In the consultative style, the management takes responsibility and accountability of the final decision. The final decision may be influenced by the employees’ feedback. With this, the management makes the employees feel they are involved in the decision-making process but they do not share the responsibility of the decision. The management is able to create an open environment, however, the downside of this style happens when the management’s decision does not conform to the majority or minority of the group. This might create a feeling of rejection for those who gave.
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