ORGANISATIONAL DEVELOPMENT

Submitted To: Submitted By:

Miss Jyoti Malhotra Group II

MBA 4th sem

PARTICIPATION & EMPOWERMENT

Participation in OD programs is not restricted toelites or top people; it is extended broadlythroughout the organization.

Increased participation and empowerment havealways been central goals and fundamental valuesof OD.

Participation enhances empowerment andempowerment in turn enhances performance.

Empowerment is the key to getting people to wantto participate in change.

DEFINITION OF PARTICIPATION

“The concept of participation as

a principle of democratic

administration of industry,

sharing the decision making

power by the ranks of an

industrial organization,

through their proper

representatives at all

appropriate levels of

management, in the entire

range of managerial action.”

by Dr. V. G. Mhetras

CHARACTERISTICS OF PARTICIPATION

Participation has to be at different levels of

management.

Participation implies practices, which increase the

scope for employees’ share of influence in decision

making.

Participation is presupposes willing acceptance of

responsibilities by workers.

The broad goal of participation is to make

management ‘Auto-Management’.

OBJECTIVES OF PARTICIPATION

To establish a good communication system.

To promote mutual understanding b/w management

and workers.

To create a sense of belongingness among

workers.

To prevent exploitation.

To handle resistance to change.

DEFINITION OF EMPOWERMENT

“Empowerment is the process of sharing power with

employees”.

By Thomas S. Bateman and Scott A. Snell

CHARACTERISTICS OF EMPOWERED

ORGANISATIONS

Empowered organizations put emphasis on

delegation and decentralization.

Their organisational hierarchy is flat instead of

series of levels.

they appoint fewer managers with wider

responsibilities.

They set unstructured guidelines so the employees

know their decision-making parameters.

They invest lot of time & effort to ensure that newly

recruited employees are able to handle workplace

freedom.

ELEMENTS OF EMPOWERMENT

Performance Ownership

Teams and Leaders

Culture and Structure

PARTICIPATION AS A TOOL TO EMPOWERMENT

Some points to achieve this situation are:

Do not underestimate people. Give them tools to

manage complexities; do not, shield them from it.

Start with people’ s own concerns and the issues

relevant to them.

Do not superimpose your own ideas and solutions

at the outset.

Help people in widening their perceptions of the

choices available.

Build in visible early successes to develop the

confidence of participants.

CONTI…….

If at all possible, avoid going for a comprehensive

irreversible solution.

Continuously review and widen membership.

Nurture new networks.

Plans must be meaningful and lead to action.

Make sure people are having fun.

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