Participation and empowerment in od

1. ORGANISATIONAL DEVELOPMENT
Submitted To: Submitted By:
Miss Jyoti Malhotra Group II
MBA 4th sem

2. PARTICIPATION & EMPOWERMENT
 Participation in OD programs is not restricted to
elites or top people; it is extended broadly
throughout the organization.
 Increased participation and empowerment have
always been central goals and fundamental values
of OD.
 Participation enhances empowerment and
empowerment in turn enhances performance.
 Empowerment is the key to getting people to want
to participate in change.

3. 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

4. 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’.

5. 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.

6. DEFINITION OF EMPOWERMENT
“Empowerment is the process of sharing power with
employees”.
By Thomas S. Bateman and Scott A. Snell

7. 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.

8. ELEMENTS OF EMPOWERMENT
Performance Ownership
Teams and
Leaders
Culture and
Structure

9. 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.

10. 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.

11. .