Answer: <p>Participative Management is based on the concept of industrial democracy.&nbsp;Participative Management is an open form of management where employees are actively involved in the decision-making process of the organization. It is based on the concept that when the worker invests his time, he should be given an opportunity to express his view and opinion. They know that the employees are the facilitators who deal directly with the customers and satisfy their wants and needs. This form of management has been adopted by many organizations to beat the competition in the market and to stay ahead of the competition. They welcome the innovative concepts, thoughts, and ideas from the employees and involve them in the decision-making process.</p>
<p>The concept of participative management in organization&rsquo;s decision making is not new. However, the idea couldn&rsquo;t gain that much popularity among organizations. The theory of participative management is as old as the institution of employees. The employers are still not the proportion of Organization. Here, the employees are invited to share in the decision-making process by participating in the activities like setting goals, determining work schedules, and making suggestions. Participative management itself do not ensure success and should not be seen as the tool to create magic within no time. Participative management involves more than allowing employees to take part in making decisions. It also helps to create the ideas and suggestions of employees with consideration and respect.&nbsp;</p>
<p>According to <strong>Stephen P. Robbins,</strong> "Participation management is a process in which subordinates share a significant degree of decision-making&nbsp;power with their immediate superiors."</p>
<p>In conclusion, Participative management is the process of inviting the stakeholders at all levels of an organization in the analysis of problems, development of strategies, and implementation of the solution. It creates a sense of pride and motivates employees to increase productivity in order to achieve their goals.</p>

Answer: <p>The need of participative management are as follows:</p>
<p><strong>a) Clearly Defined Objectives</strong></p>
<p>There must be clearly defined objectives in each party to decision-making called as the participants namely by the participative management. Operationally there should be no clash between the objectives of the organization.</p>
<p><strong>b) Clear Communication</strong></p>
<p>Clear communication builds trust between the two parties. With the help of communication, the workers also gain a sense of responsibility to increase their stake in the work and in the organization as a whole.</p>
<p><strong>c) Psychological Satisfaction</strong></p>
<p>Participative management is needed in order to give psychological satisfaction to the employees. They feel a kind of important when their views are taken into consideration.</p>
<p><strong>d) Choosing the Representative</strong></p>
<p>It is important for the workers to choose their representative from among themselves. This is important for two reasons. One is, the person is able to better understand the problems and report the same to the management.&nbsp;</p>
<p><strong>e) Training the Workers</strong></p>
<p>Training is required to make it more effective. For example, the level of middle management is different compared to participation at lower or top level of participation. Training ensures that every person at every level should know his/her contribution.</p>
<p><strong>f) Confidence</strong></p>
<p>Participation should not be perceived as intimidation to the position. If the workers think of affecting their status, they refuse to participate. Similarly, they will decline to participate, if the managers suspect that they will lose their authority.</p>
<p><strong>g) Removes grievances of employees</strong></p>
<p>To remove doubts, misunderstandings, and grievances in the minds of employees, participative management is needed. It helps in to remove grievances in the company. So, it leads to the progress of the organization.</p>
<p><strong>h) Increasing Workers Participation</strong></p>
<p>Workers participation needs to be increased at each level in order to encourage them. The suggestions and recommendations of the workers must be treated with full dignity and respect. When their recommendations are put to &nbsp;practice then they will be motivating.</p>
<p><strong>i) Legal Action</strong></p>
<p>Some legislative action is required to the employees. Since participative management requires structural and cultural change. There is resistance to change to those who perceive it as a threat to their status and authority within the organization especially offered by the employees.&nbsp;</p>
<p><strong>j) Raised industrial production</strong></p>
<p>If employees are given importance and a chance to express they will work with an enthusiasm and interest. This will raise the industrial production.</p>
<p><strong>k) Creates Responsibility</strong></p>
<p>The participative management creates a responsible approach among the employees. This is because&nbsp;the more employees are involved in the activities of the organization, more they will feel responsible towards the organization.</p>
<p><strong>l) Management Relation</strong></p>
<p>The participation of workers helps to prevent industrial disputes. So, the participative management is needed in order to establish management relations.&nbsp;</p>
<p><strong>m) Uniformity</strong></p>
<p>The Participative management is needed in order to have uniformity approach of employer and workers. Uniformity has importance to both the parties because it avoids disputes.</p>
<p>&nbsp;</p>

Answer: <p>The concept of participative management in organization&rsquo;s decision making is not new. However, the idea couldn&rsquo;t gain that much popularity among organizations. The theory of participative management is as old as the institution of employees. The employers are still not the proportion of Organization. Here, the employees are invited to share in the decision-making process by participating in the activities like setting goals, determining work schedules, and making suggestions. Participative management itself do not ensure success and should not be seen as the tool to create magic within no time. Participative management involves more than allowing employees to take part in making decisions. It also helps to create the ideas and suggestions of employees with consideration and respect.&nbsp;</p>
<p>According to <strong>Stephen P. Robbins,</strong> "Participation management is a process in which subordinates share a significant degree of decision-making&nbsp;power with their immediate superiors."</p>
<p>In conclusion, Participative management is the process of inviting the stakeholders at all levels of an organization in the analysis of problems, development of strategies, and implementation of the solution. It creates a sense of pride and motivates employees to increase productivity in order to achieve their goals.</p>
<p>The importance of participative management are as follows:</p>
<p><strong>a) Clearly Defined Objectives</strong></p>
<p>There must be clearly defined objectives in each party to decision-making called as the participants namely by the participative management. Operationally there should be no clash between the objectives of the organization.</p>
<p><strong>b) Clear Communication</strong></p>
<p>Clear communication builds trust between the two parties. With the help of communication, the workers also gain a sense of responsibility to increase their stake in the work and in the organization as a whole.</p>
<p><strong>c) Psychological Satisfaction</strong></p>
<p>Participative management is needed in order to give psychological satisfaction to the employees. They feel a kind of important when their views are taken into consideration.</p>
<p><strong>d) Choosing the Representative</strong></p>
<p>It is important for the workers to choose their representative from among themselves. This is important for two reasons. One is, the person is able to better understand the problems and report the same to the management.&nbsp;</p>
<p><strong>e) Training the Workers</strong></p>
<p>Training is required to make it more effective. For example, the level of middle management is different compared to participation at lower or top level of participation. Training ensures that every person at every level should know his/her contribution.</p>
<p><strong>f) Confidence</strong></p>
<p>Participation should not be perceived as intimidation to the position. If the workers think of affecting their status, they refuse to participate. Similarly, they will decline to participate, if the managers suspect that they will lose their authority.</p>
<p><strong>g) Removes grievances of employees</strong></p>
<p>To remove doubts, misunderstandings, and grievances in the minds of employees, participative management is needed. It helps in to remove grievances in the company. So, it leads to the progress of the organization.</p>
<p><strong>h) Increasing Workers Participation</strong></p>
<p>Workers participation needs to be increased at each level in order to encourage them. The suggestions and recommendations of the workers must be treated with full dignity and respect. When their recommendations are put to &nbsp;practice then they will be motivating.</p>
<p><strong>i) Legal Action</strong></p>
<p>Some legislative action is required to the employees. Since participative management requires structural and cultural change. There is resistance to change to those who perceive it as a threat to their status and authority within the organization especially offered by the employees.&nbsp;</p>
<p><strong>j) Raised industrial production</strong></p>
<p>If employees are given importance and a chance to express they will work with an enthusiasm and interest. This will raise the industrial production.</p>
<p><strong>k) Creates Responsibility</strong></p>
<p>The participative management creates a responsible approach among the employees. This is because&nbsp;the more employees are involved in the activities of the organization, more they will feel responsible towards the organization.</p>
<p><strong>l) Management Relation</strong></p>
<p>The participation of workers helps to prevent industrial disputes. So, the participative management is needed in order to establish management relations.&nbsp;</p>
<p><strong>m) Uniformity</strong></p>
<p>The Participative management is needed in order to have uniformity approach of employer and workers. Uniformity has importance to both the parties because it avoids disputes.</p>
<p>&nbsp;</p>

Answer: <p>Any six importance of participative management are as follows:</p>
<p><strong>a) Clearly Defined Objectives</strong></p>
<p>There must be clearly defined objectives in each party to decision-making called as the participants namely by the participative management. Operationally there should be no clash between the objectives of the organization.</p>
<p><strong>b) Clear Communication</strong></p>
<p>Clear communication builds trust between the two parties. With the help of communication, the workers also gain a sense of responsibility to increase their stake in the work and in the organization as a whole.</p>
<p><strong>c) Psychological Satisfaction</strong></p>
<p>Participative management is needed in order to give psychological satisfaction to the employees. They feel a kind of important when their views are taken into consideration.</p>
<p><strong>d) Choosing the Representative</strong></p>
<p>It is important for the workers to choose their representative from among themselves. This is important for two reasons. One is, the person is able to better understand the problems and report the same to the management.&nbsp;</p>
<p><strong>e) Training the Workers</strong></p>
<p>Training is required to make it more effective. For example, the level of middle management is different compared to participation at lower or top level of participation. Training ensures that every person at every level should know his/her contribution.</p>
<p><strong>f) Confidence</strong></p>
<p>Participation should not be perceived as intimidation to the position. If the workers think of affecting their status, they refuse to participate. Similarly, they will decline to participate, if the managers suspect that they will lose their authority.</p>
<p>&nbsp;</p>