Participation in decision making

 

Decision making progress.

Participatory management approaches serve to maintain a balance on the involvement of managers by allowing individuals to share influence among themselves who are not hierarchically equal.as well as the subordinates in the regular job-related responsibilities and activities (Wagner, 1994). Participation is thought to have an impact on workplace norms, rewards, and recognition, all of which are linked to job happiness.

According to Kukenberger (2015), a work group is a group of employees who collaborate to achieve organizational objectives. A work group needs individual knowledge since it determines how much a member believes his or her job-specific knowledge and abilities have improved as a result of working with the group. Group learning is what this procedure is thought to be. It is anticipated that the employee's relationships with his coworkers will have an impact. Learning within work groups would benefit from a good working environment that is devoid of dysfunctional conflicts and has a high level of trust. Group commitment is said to be positively correlated with satisfaction (Bishop, 2000).

Sharing the decision-making process in order to accomplish organisational goals is the definition of involvement in making decisions .Whenever people are able to offer ideas and take part in decision-making, they experience a sense of belonging to the organisation. This is because workers who participate in decision-making are more inclined to value the results .Employees who participate in decision-making have several opportunities to influence decisions, from joining advisory groups to building strong relationships with supervisors. Employee loyalty to the organisation is increased when they are involved in decision-making (Kumar & Giri, 2013).

Employees are willing to share their ideas independently in this company. The regular meeting in the branches provides a platform to share the ideas of the employees. The base level employees are the people who interact with customers. They know the exact market climate. So, the management provides a facility to express their idea on decision making. But it will be more advanced when giving an online platform to provide their ideas. Creating a forum for new ideas and make a open discussion programs.

Conclusion

In order to boost job satisfaction, firms should raise employee awareness of participation initiatives, particularly in decision-making. In order for their staff to be more aware of their engagement and experience greater job satisfaction, they should also support the implementation of a full participation program.

Employees should be able to share their thoughts openly and without worrying about being rejected by the organisation.

Workers do the essential operational duties and have more knowledge of operational activities, thus managers need to expand their involvement in decision-making.

            References

Bishop, J.W. and Scott, K.D. (2000) An Examination of Organisational and Team Commitment in a Self-Directed Team Environment. Journal of Applied Psychology, 85, 439-450.

Michael R. Kukenberger, (2015) A Cross-Level Test of Empowerment and Process Influences on Members’ Informal Learning and Team Commitment, 41(3).

Dr. S. Pavan Kumar and Prof. Dr. Vijai N. Giri* (2013) ‘ Impact of Teachers’ Participation in Decision Making on Commitment Forms in Indian Engineering Institutions’, Pacific Business Review International, 5(9).