Based on what you have learned in Chapter 4, what are the potential benefits and risks from the use of participative leadership? Give examples to elaborate on your point. What are the benefits of delegation in terms of empowering employees? What challenges exist with delegation?
These discussion postings will prompt some personal thoughts and research on the topics being studied. The discussion question posting should be no less than 300 words, giving a clear answer to the question. The discussion postings are graded on clarity and an understanding of the information (quality of the response).
You must cite references in text and at the end of your posting using APA format. You must cite additional references, in addition to your textbook, if you use it.
Chapter 4
Participative Leadership and Empowerment
Participative Leadership
An extroverted, sensitive leader who openly share decisions
and authority with subordinates
Harvard Business Review Study of 318 executives
Participative Leadership
The opposite of autocratic
. Because I said So
This is a Democracy!
Involves Consultation, Joint Decision Making, Inclusion
and Delegation
Forms of Participative Leadership
Autocratic- The manager makes decision alone without
asking for opinions or input. No participation
I tell you that I have decided to schedule the test Tuesday
Delegation- The manager gives an individual or a group the
authority to make a decision together. Manager provides
limitations and may require prior approval or review before
implementation
You ask employees to come up with performance standards for their
own positions
Forms of Participative Leadership
Consultation- managers asks for opinions and input and then
makes the decision alone while considering that input
Physician asks a specialist to consult on a patient. The consult offers
the physician his/her opinion, but the MD makes the final treatment
decision
Joint decision making- managers meets with group to
discuss problem, find options and make decision together.
The Manager has no more influence over the final decision
than any other participant
Your group deciding on your group name
Level of Influence
Autocratic
Decision
NO
influence
by others
Consultation
Joint
Decision
Delegation
High
Influence
by others
Benefits of Participative Leadership
Better Quality Decisions-participants may have knowledge or
experience that the leader lacks
In order to share their experience and ideas they must trust the group and
the leader
All members must have the same understanding of the problem or scenario
Higher Decision Acceptance- creates ownership of the decision. They
understand the reasoning behind it because they (or their peer) came
up with it collaboratively
Higher Decision Satisfaction- just being heard and allowed to
contribute can result in a higher satisfaction with the outcome
Procedural Justice
More Skill Development- allows participants to develop problemsolving skills in a controlled environment
7
Guidelines for Participative
Leadership
Diagnose decision situations
Decision importance- evaluate consequences
Urgent, Important decisions may not have time for participation
Expertise- if others have knowledge or skills, include them
Likely cooperation- do subordinates care about the outcome? Do they trust
that their superior really wants to hear their input and will consider it? Is the
boss trying to put their decision on someone else and thus the consequences
will be someone elses fault?
Likely acceptance- if decision will be positively received, do we need to waste
their time with input?
Meeting feasibility- off site employees who work remotely, large workforces,
diverse employees who do different jobs, etc.
Guidelines for Participative Leadership
(Cont.)
Encourage participation
Express concerns- meet with
those it will affect
Tentative proposals- present it
before it is final
Record ideas- write it down
and ask them to send them in
and acknowledge receipt
Build on ideas- use ideas as
starters
Tactful- dont hate, be positive
Avoid defensiveness- take it
like a (wo)man.
Utilize suggestions
Appreciation- give credit
Benefits of Delegation
Delegation- assignment of new or existing tasks to subordinates.
You give them both the task as well as the authority associated
with that task
Benefits Subordinate implementation commitment
Enriched job- especially the vivacious employee who is always
wanting more
Time management- allows manager to spend their time on
other tasks or decisions.
Urgent vs. Important
Management development- for future management positions,
however coaching and mentoring may be required
Risks of Delegation
Power sharing
Mistakes- manager still ultimately responsible
Competition
Personal achievement
Performance bias- difficulty considering ideas that you know are wrong
or handing over decisions when you know what should be done
Subordinate characteristics
Distrust
Leader authority
Guidelines for Delegation
What to Delegate
Tasks that can be done better by a subordinate
Urgent but not high priority
Relevant to a subordinates career
Appropriate difficulty
Both pleasant and unpleasant tasks
Tasks not central to the managers role
Guidelines for Delegation (Cont.)
How to Delegate
Specify responsibilities clearly
Provide adequate authority limits- what needs
approval and what doesnt?
Specify reporting requirements
Ensure subordinate acceptance of responsibilities
Inform others who need to know
Provide support, but dont reverse delegation
Empowering Employees
Encourage In-The-Moment Feedback
Ask employees specific questions about their job
What can I do to make your job easier, safer, more efficient
Cultivate the Executive Mentality
Fill employees in on new changes or what is going on in the company, include
them
What do you do all day?
Present New Challenges and Opportunities- identify strengths and utilize
those in new ways
But Respect their Boundaries- dont make them so uncomfortable that it
becomes negative. (speaking in front of people etc)
Give Them Flexibility- give them options or allow them to achieve goals
the way they think it should be done as long as it falls within their scope
Dont Babysit
