e-learningsite.com

free essays
Free essays

Student Name’s

StudentName’s

OwnCase History

Ithas been shown that managers perform a wide array of duties in theirrespective organizations. As a result, they deal with differentsituations and how they handle them relies on their management style.A management style is defined as a general technique of leadershipemployed by managers. To be an efficient and contented manager, it issignificant to find a suitable balance between contextual demand andone’s own preferences.

MyManagement Style

Mymanagement style is participative management style. Participativemanagement is also termed as employee involvement. The methodsupports the involvement of various organizational stakeholders atdifferent levels in decision making processes, problem solving,strategy development, as well as solution implementation. It has beenevidenced that participatory management works well in anyorganization considering that it allows the workforce to take part inthe organizational decision making process. They accomplish this bytaking part in such functions as setting goals, making suggestions aswell as deciding on work schedules. In addition to this, jobenrichment which entails amplifying staff responsibility, qualitycircles, imploring survey feedback, and making self managed teams areother kinds of participatory management.

Nevertheless,it is important noting that participative management entails more butnot only permitting the staff to participate in organizationaldecision making. For instance, its entails proper treatment ofsuggestions and ideas put forth by employees. Such ideas should betreated with respect and consideration.

Participationof employee is influenced by four processes, which generateinvolvement of the staff considering that they are pushed downward inthe hierarchy level of leadership. Employee involvement increases asthe hierarchy level moves down. The processes encompass sharing ofinformation, training, decision making, as well as rewards.Information sharing entails keeping the staff informed regarding theorganizations economic status. Training entails improving employeelevel of skills and providing development opportunities which permitthem to execute the novel skills thus, formulate efficientorganizational decisions. Thirdly, staff decision making takesvarious forms ranging from determining working schedules to makingdecision on procedures. Lastly are the rewards which must be linkedto proposals, suggestions as well as performance.

Myname is Dong li. I was able to practice participatory management lastsummer when I was working as a part time assistant manager for acellphone company in China. I worked as a cellphone assistant salesmanager and was in charge of a sales team of three people. These wereMay, Ling, and Pan. During this time as an assistant manager, I wasexpected to make a decision on implementing new strategies to aid insales. I knew that it was important to tell my crew regarding thesame. I was aware that involving them in the decision making processwas significant as it could assist in avoiding resistance. Throughthis, I was able to get their views and what they thought of thestrategies. By incorporating their views and mine, I was able toimplement the new strategies without difficulties.

Strengths

Participativemanagement has a wide array of strengths and thus, it is deemedappropriate for any organization. To start with, it creates a senseof belonging as it infuses a sense of delight and inspires the staffto boost productivity with the intention of attaining their goals.Staffs who take part in organizational decision making feel as partand parcel of the organization as they are able to share the commongoal, in addition to heightening their creativity and self esteem.

Anotherstrength of participative management is that it allows the staff tobe more amenable to change. Organizations which allow employee totake part in decision making processes have no difficulties inimplementing change and they do so more efficiently.

Participationalso enables employees to be informed regarding forthcoming eventsconsidering that they are made know of any probable modifications.This allows the organization to position itself in a positive mode,bearing in mind that the managers are capable of categorizing areaswith issues and turning to the staff to obtain solutions.

Furthermore,participation assists the staff to gain a broader perception of theorganization. This is attained via training, sharing of informationas well as opportunity development. Through this, the staffs are ableto obtain the conceptual skills required to turn to efficientmanagers. Besides, it amplifies their dedication towards theirorganization as well as the decisions made.

Lastly,participative management allows employees to become innovative andcreative. It is attained by permitting the staff to come together asteams and make decisions. The organization also gains from thesynergy which initiates from a broader variety of alternatives. In anutshell, allowing all the staff to participate in the daily runningof the organization broadens and brings forth matchless andapplicable suggestions.

Pitfalls

Inspite of the fact that participative management is evidencedappropriate for most organizations, there are various pitfalls thatface it. To start with, organizational politics is deemed as a majordrawback. It comes forth when the staffs are requested by the managerto present their ideas. As a result of peer pressure and hiddenagendas, the staffs decide to keep their views hidden. In addition,politics are also brought forth by managers who put into actionparticipatory management programs with the intention of making animpression to their bosses.

Itis difficult to introduce participatory management in largeorganizations. It is based on the reason that big organizations haveincreased levels therefore complicating efficient communication. Itis makes it hard to register the ideas and suggestions put forth bydifferent people working in the organization.

Howdoes my type fit my job?

Participativemanagement style fit my job extremely well. First of all, theorganization I work in is not that large. This implies thatorganizational levels are not many and thus I am able to register allthe suggestions and ideas presented by employees. Besides, involvingemployees in the daily running of the organization enables me to runthe organization in an efficient manner, implementing changes aseffective as possible.

My problem solving Hierarchy

The Functions

Dominant

Asking employees for ideas and suggestions pertaining to the problem.

Auxiliary

Requesting other managers to come up with ideas regarding the problem at hand

Third

Involving outside stakeholders and asking them for solutions.

Inferior

Making problem solving decisions on my own

Whatgives me the most satisfaction in my job, and how does this fit mytype?

Firstof all, my job as a manager gives me so much satisfaction consideringthat that was the positioned I aimed for. Besides, I believe in amanagement style that involves all the staffs in the daily running ofthe organization. It is founded on the reason that involvingemployees increases their morale, motivation as well as the need towork towards attaining the goals set by the organization. This kindof satisfaction relates well with my management style, which isparticipative management. Participative management entail includingall the organizational stakeholders in various functions of thecompany such as decision making, formulating strategies, andimplementing changes.

What do I want for the future needs?

High Needs

Infusing the groups with enthusiasm

Low Needs

Sustaining harmonious linkages within the organization

Crossover and Fusion Factors

Reserving what works

Howdoes my type interact with my needs?

Participativemanagement interacts with my needs in an effective way. This isfounded on the reason that participative management encouragesemployees to work in teams and sustain harmonious relationships.Through the ideas and decisions they present, the manager is able topreserve that which works for the organization.

Whatare areas for Improvement?

Someof the areas requiring improvement include communication within theorganization. It is certain that participative leadership can onlywork well where there is effective communication. Certainly, themodes of communication in the organization are not up to standard andas a result, their improvement would work well towards enhancingmanagement of the organization.