1.What is the ? Give some reasons why a leader can encounter…
1.What is the ? Give some reasons why a leader can encounter difficulty in newly formed teams or groups using a participative management system. Support your discussion with at least two (3) external sources. 2.Present a discussion of the strategies for encouraging participative management in the workforce, and how to implement each of these strategies. Support your discussion with at least two (3) external sources. 3. What serious biases or misassumptions do groups that are involved in inter-team conflict sometimes experience? How do these biases and prejudices affect the ability of teams to accomplish their goals? Support your discussion with at least two (3) external sources. Purchase the answer to view it
Participative management is a leadership style in which leaders involve their subordinates in the decision-making process. It is believed to have several benefits such as increased employee motivation, higher job satisfaction, and improved problem-solving abilities. However, leaders can encounter difficulties when implementing a participative management system in newly formed teams or groups.
One reason for these difficulties is the lack of trust and comfort within the team. In a newly formed group, members may not know each other well and may be hesitant to share their opinions or ideas. This lack of trust can hinder the effectiveness of participative management as team members may not feel comfortable expressing their views or disagreeing with the leader. A study by Nahapiet and Ghoshal (1998) found that trust is essential for effective knowledge sharing and collaboration within teams.
Another reason for the difficulties in implementing participative management is resistance from team members. Some individuals may be resistant to change and prefer a more traditional hierarchical leadership style. They may feel threatened by the idea of having a say in decision-making and may resist participating actively in the process. This resistance can create tension and conflict within the team, making it challenging to implement participative management effectively. A study by Cummings and Worley (2009) highlighted the importance of managing resistance to change in organizations.
To encourage participative management in the workforce, leaders can employ various strategies. One strategy is to create a supportive and inclusive work environment. This can be achieved by promoting open communication, actively listening to employees’ ideas and concerns, and providing a safe space for expression. A study by Eisenbeiss, Knippenberg, and Boerner (2008) found that a supportive work environment is positively related to employee voice behavior.
Another strategy is to provide training and development opportunities for team members. This can enhance their skills and confidence in participating actively in decision-making processes. By providing the necessary knowledge and skills, leaders can empower their subordinates to contribute effectively to the decision-making process. A study by Yukl (2008) emphasized the importance of leadership development programs in promoting employee involvement in decision-making.
Implementing these strategies requires careful planning and consideration. Leaders should assess the organizational culture, identify potential barriers to participation, and develop appropriate interventions to address these barriers. They should also communicate the benefits and objectives of participative management to team members, explaining how it aligns with the organization’s goals.
In conclusion, leaders can encounter difficulties in implementing participative management in newly formed teams or groups due to factors such as lack of trust and resistance from team members. However, by creating a supportive work environment, providing training opportunities, and effectively managing resistance to change, leaders can encourage participative management in the workforce. These strategies can enhance employee motivation, job satisfaction, and problem-solving abilities, ultimately leading to improved team performance and organizational success.