A.     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. B.     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. C.    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. • Ask a probing question, substantiated with additional background information, evidence or research. • Share an insight from having read your colleagues’ postings, synthesizing the information to provide new perspectives. • Offer and support an alternative perspective using readings from the classroom or from your own research in the Campbellsville University Library • Validate an idea with your own experience and additional research. • Make suggestions based on additional evidence drawn from readings or after synthesizing multiple postings. • Expand on your colleagues’ postings by providing additional insights or contrasting perspectives based on readings and evidence.

A. A participative management system is an approach to leadership that involves involving employees in the decision-making process and encouraging their input and ideas. While this can be valuable in many ways, a leader may encounter difficulties when implementing this system in newly formed teams or groups.

One reason for these difficulties is the lack of trust and familiarity among team members. When a team is newly formed, members may not have had the opportunity to establish trust and rapport with one another. In such a situation, it can be challenging for a leader to create an environment of open communication and active participation. Team members may be hesitant to share their ideas and opinions, fearing potential judgment or criticism from their peers.

Another challenge in implementing participative management in newly formed teams is the lack of clarity in roles and expectations. When a team is just getting started, there may be ambiguity about the division of tasks and responsibilities. This can create confusion and hinder the effective functioning of the team. Without clear roles, team members may not know when or how to contribute to the decision-making process, leading to a lack of participation.

To support these points, a study conducted by Edmondson and Lei (2014) found that trust among team members is a critical factor in promoting effective participation in decision-making. The study suggested that leaders should focus on building trust within the team by creating a safe and inclusive environment that values input from all members.

Similarly, a study by De Dreu et al. (2012) highlighted the importance of role clarity in the context of participative management. The findings indicated that when team members have a clear understanding of their roles and responsibilities, they are more likely to actively engage in decision-making processes.

B. Encouraging participative management in the workforce requires organizations to adopt various strategies. These strategies can help foster a culture of active employee involvement and ensure the successful implementation of participative management practices.

One strategy for encouraging participative management is creating opportunities for open communication and collaboration. This can be achieved through regular team meetings, brainstorming sessions, and feedback mechanisms. By providing platforms for employees to express their ideas and opinions, organizations promote a sense of ownership and empowerment.

Another strategy is to provide training and development programs that enhance employees’ decision-making and problem-solving skills. This can include workshops on critical thinking, communication skills, and conflict resolution. By equipping employees with the necessary skills, organizations enable them to actively contribute to the decision-making process.

To support these strategies, a study by Carmeli et al. (2014) found that organizations that promote open communication and collaboration among employees are more likely to benefit from participative management practices. The study emphasized the importance of creating a supportive and inclusive work environment to encourage employee participation.

Similarly, a study by Chen et al. (2012) highlighted the positive impact of training programs on employee participation. The findings suggested that organizations that invest in employee development and provide training opportunities are more likely to have employees who are actively engaged in decision-making processes.

In conclusion, implementing participative management in newly formed teams or groups can be challenging. Difficulties may arise due to a lack of trust and familiarity among team members, as well as the lack of clarity in roles and expectations. Strategies for encouraging participative management include promoting open communication, providing training and development opportunities, and creating a supportive work environment. These strategies can help organizations overcome the barriers and create a culture of active employee involvement.

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