PARTICIPATIVE LEADERSHIP

INTRODUCTION

Be Participative.. Participative leadership style involves the leader including one or more employees in the decision making process to determine what to do and how to do. However, the leader takes the final decision making authority. Using this style is not a weakness; rather it is a sign of respect. In todays era, many employees believe they have a right to be involved in and/or influence the decisions that affect them. Their reaction to a decision can be affected by the extent to which the leader consults them and allows them to provide input into the decision process. Moreover, it is not unusual for employees to have extensive experience, information, training and knowledge that can improve the quality of the decision. For these reasons, leaders often want their followers involved in some way. When leaders involve followers in the decision processes they are practicing participative leadership.

Let's work together to solve this. . .

This type of involved leadership style can be utilized in business settings, volunteer organizations and even in the function of the home. Also the main benefit of participative leadership is that it can develop the additional leaders who can serve the organizations in a very well manner, because the leader who follows this type of leadership wants the involvement of

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every employee of the company, and in the company different people have different ideas that can affect the whole organization a lot. Apparently the people dont demonstrate the ability, idea, creativity and talent. This type of leadership style helps people to show or perform their abilities in the better way. The leader can easily understand the abilities and the attitude of the people to their work and participative leadership also expands the range of possibilities for the team.

LEADERS PARTICIPATION
Drawing out and listening to followers Holding meetings to share problems & gather input Giving serious consideration to followers input Reaching consensus with followers and leaders as equals Delegating decisions to capable followers

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TYPES OF THE PARTICIPATIVE LEADERSHIP

Participative Leadership Model

Participative Leadership includes all of the behaviors shown in this model. The Participative Leadership can interact with groups or interact with individuals. It includes consultation about different alternatives produced by the leader or asking a group or other individuals to assist with that part of the problem solving process. Participative leadership at the extreme is delegation where the leader may help shape the issue, but turns its resolution over to a group or individual, who then has the responsibility and hopefully the authority and resources to address it.

TASK DELEGATION IN PARTICIPATIVE LEADERSHIP STYLE

Participative leadership at the extreme is delegation where the leader may help shape the issue, but turns its resolution over to a group or individual, who then has the responsibility and hopefully the authority and resources to address it.

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SKILLS AND POWER BASES IN PARTICIPATIVE LEADERSHIP STYLE

The most critical attributes belonging to the participative leadership in the form of skills is integrity. Followers will trust information, believe the leader will behave consistently with the groups values, will be loyal and committed to the group, and the group will participate with the leader and other members in problem solving and decision making for the overall benefit. Self monitoring skills allow the leader to learn from the feedback they receive from others and develop an understanding of how their behavior affects others. Listening skills are important in a participative environment. Careful attention, concentration, the ability to hear between the words, and verbal and non-verbal feedback are important. Conflict resolution is necessary when two or more individuals or groups have interests or goals that seem inconsistent or incompatible. It is important to determine the source of the conflicts and address them proactively.

Legitimate power is important for gaining followers confidence in the participative process. Followers need to know the leader has the authority to invite their involvement in making decisions, and be in a position to implement the decision once it is reached. If they are uncertain about the authority they are unlikely to actively participate in the process. Resource/connections - a leader have the ability to reduce the confliction between the followers. And also it is important to finish out the competing environment. When that competition is removed, followers can concentrate on problem solving and decision making. Expert power is important to help the leader. It facilitates participation through knowledge, skill, and ability. The more important the decision, the more likely the leaders expertise will play a crucial role in the successful participative process.

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SITUATIONAL FACTORS OF PARTICIPATIVE LEADERSHIP

IMPACT OF PARTICIPATIVE LEADERSHIP

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APPLYING THE MODEL OF PARTICIPATIVE LEADERSHIP

Diagnosing the Situation

Modify Followers and/or Situations

Providing participative leadership

A leader first diagnoses the situation by answering a series of questions regarding followers and their task situations as the followers are highly committed and knowledgeable. Leader demonstrates Participative behavior with followers by doing the informal conversations with followers to obtain information related to decisions. Leader Shares decision problems with followers to ask their ideas and suggestions. Then, he Assign a decision problem to competent followers. The followers give the suggestions. Leader Invite the input and discussion on points of disagreement. He gives an equal opportunity to every follower to participate. If he does not agree at some point then he will explain that why he is not agree with that idea or a solution.

CONCLUSION
In todays era the workers at the organizations are so intelligent, highly skilled and professional. One of the motivating factors for the employee is to value them and to ask their advice. The higher management accepts and appreciates the working capability and loyalty of the employee but it is also the need to involve them in decision making process. In result the people feel much greater amount of ownership towards their organizations. The people with high knowledge and skills having the ability to think and to resolve the problems. In our daily routine working lot of problem comes. It is the responsibility of the leader to judge the issues and delegates the tasks to the competent employee to give some creative idea. When some effective ideas present in front of leader then he decide to implement the specific idea to perform the task.

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Reference
Mitch, McCrimmon (2007, May 10) Leadership Styles When to be a Participative Team Leader web Resources. Retrieved April 26, 2007, From http://businessmanagement.suite101.com/article.cfm/leadership_styles U.S. Army Handbook (1973). Military Leadership. Web resources, Retrieved April 27, 2007, from http://www.nwlink.com/~donclark/leader/leadstl.html Malcolm Tatum (2002-2003) what is Participative Leadership? Retrieved April 27, 2007, From http://www.wisegeek.com/what-is-participative-leadership.htm Kendra Van Wagner, Lewin's Leadership Styles, web resources, Retrieved April 28, 2007, From http://psychology.about.com/od/leadership/a/leadstyles.htm Mandi J Luis, Burlington, Ontario, Canada Leadership styles Using the Right one for your situation, web resources, Retrieved April 28,2007, From http://www.mindtools.com/pages/article/newLDR_84.htm Carly Chynoweth, (2008, February 7) Leaders who put onus on the led Web resources, Retrieved April 28, 2007, http://business.timesonline.co.uk/tol/business/career_and_jobs/ Senior_executive/article3319315.ece Peter F. Drucker, Leadership Articles for Great Business Leaders Web resources, Retrieved April 28, 2007, http://www.smartentrepreneur.net/participative-leadership.html Professor Pamela A. Braden, Participative Leader Styles Web resources, Retrieved April 28, 2007, http://www.wvup.edu/jcc/orgbehavior/participativeleadership.pdf Rowe, A. J., K. K. Reardon, and W. Bennis. 1995. The Leadership Style Inventory. Web resources, Retrieved April 28, 2007, http://mcq.sagepub.com/cgi/reprint/12/4/618.pdf/. Kunwar Ajeet Singh Baghel, Leadership styles Web resources, Retrieved April 28, 2007, http://www.scribd.com/doc/6977049/Leadership?autodown=ppt