Cognitive Restructuring Reducing Stress by Changing Your Thinking

Cognitive Restructuring Reducing Stress by Changing Your Thinking All people have at one point or another found themselves in toxic situations, where they feel affected, aggravated and upset. To where their emotions take them to a destructive state of mind and they do not think clearly and do not take the best decisions for themselves and their minds.There are techniques you can use to control your overview of situations better, to where you are more objective in negative situations and keep a cool head.If you use those techniques the right way, you will always stay on top of your emotions and never take actions in the wrong direction because you felt affected or victimized.WHAT IS COGNITIVE RESTRUCTURING?Cognitive restructuring is the conscious journey from identifying toxic feelings through eliminating destructive thoughts and actions to coming up with solutions for negative thinking.It is a tool for better control over your thought process and management of your mindset that can always take you from a bad situation to a healthy state of mind.If you use this tool whenever you feel aggravated, you will know you always have the time to chill out, you have the technique to return to healthy thinking and you will not make mistakes out of anger. You will improve the way you live and the way you are perceived by others. You will feel less anxious and depressed. You will feel more in control.HOW TO IMPLEMENT COGNITIVE RESTRUCTURING?Cognitive restructuring is a step by step process that will allow you the time and give you the tools to return from a negative state of mind, to healthy way of thinking and an objective overview of the world.Contain your emotionsCognitive restructuring can be applied in any situation you feel your emotions are getting the best of you.Let’s say you have suspicions your friend has been talking bad behind your back. You feel paranoid and suspicious. You want to lash out but you are not actually sure. Taking action too soon could ruin the relationship for you.Or another example. You evaluation is coming up at work and among the overall positive feedback, you receive several bad comments about a project you feel very near and dear to your heart. Overreacting could be detrimental to your relationship with your manager. You cannot afford to be emotional.Working on cognitive restructuring can be very beneficial for romantic relationships. When two people are close in each other’s lives it inevitably   happens they disappoint each other. The more you love you significant other the deeper you could feel they hurt you. However, lashing at them is not an option. You need to remember disappointment is temporary and what is most important is to make sure you always keep each other happy.Please be advised, we are not saying you should never react to a friend who is misbehaving, a manager who is overly controlling or a significant other who is not being their best with you.However, in all of those situations you should be careful to give yourself the chance to look at the events objectively, assess how their actions affect your life and react properly and proportionally. And not take actions when you are under the influence of intense emotions.In order to give yourself that chance, you need, first and foremost, time to go through your emotions. Take yourself out of the situation gracefully. Make sure you do not hurt the feelings of the people involved.Calm yourself downSo the first thing you need to do is to take yourself out of the situation. Meaning you will now no longer be under the stressor that created your negative emotions in the first place.The friend you suspect is talking behind your back â€" stop communicating with them for a while.The manager who is criticizing your work â€" limit interactions with them as much as possible. Take several days off work if you have to.The significant other who is disappointing you â€" tell them you need some ‘me’ time and concentrate on your relationship with you for a while.Now you are no longer under the stress of commu nicating with whoever is aggravating you.Try and distract yourself from the negative thoughts. Anything that will take you out of the negative emotions. Distract yourself. Go to the movies. Go out with positive friends. Work, if that helps you. Spend time on your hobby.You do not just need to be out of the situation physically. You need to be out of it mentally.Don’t worry. You are not running away from a problem. You are just allowing yourself the time to go back to a healthy state of mind where you think clearly. You are actually working towards a solution.Try and clean your thoughts completely out of any connotations with the event that upset you. Meditation could help. Deep breathing and physically calming yourself down will be very beneficial for you.What you are doing is you are preparing yourself to look at the same event with fresh eyes.This process might not help from the first try. Depending on how affected you were by the traumatic event, you could try to gently introdu ce thoughts about the event back to your mind.Is your brain racing? Is your heart pumping? Are your fingers tingly? You are not ready. Go see another movie.If you don’t know whether you are ready you most probably aren’t. And you need to continue staying out of the situation or you risk making a mistake.When you are ready, you will feel it.Here is a helpful video that will help you calm down from the state of anxiety: Identify the source of your feelingsNow you are completely calm about the situation. The good news is you have distracted yourself enough from the event that it is completely out of your mind at this point. The bad news is you have distanced yourself so much from the event that it is completely out of your mind at this point.Now how are you supposed to try and make an objective assessment of the situation if you don’t even remember it?Yes, it is true, that part could be difficult. But you are on the right path.What is also true is that you have to remember the si tuation as accurately as you can. Are journaling? Congrats, your problem is solved.But even if you do not have a written account of the situation so far, just make one.The best way is to use some way of digital writing so you can edit your story when you remember another detail. Use text, pictures, lists and charts to represent the situation objectively.The text will probably be full of emotional statements. Use it to identify the moment when you became emotional or angry.The chart will probably give you a good idea of the timeline and/or your thought process at the time.Did your emotions get the better of you? When? What exactly happened that started you on the vicious spiral towards losing control?This is an important question to identify whether your behavior was rational and you were rightfully upset, or you were under the influence of automatic thoughts.Automatic thoughts are a key factor in losing control over your emotions.Let’s say you are a lady who feel self-conscious ab out her weight. You catch your significant other staring at you with a blank face.Your thought process would go something like that:He is looking at me. Therefore he is judging my body. If his judgement was positive he would reassure me. But his face does not show that. He must dislike my body. That is insulting.And if you are self conscious this thought process possibly repeated so many times you go straight from ‘He is looking at me’ to ‘That is insulting’. The issue with that is you will stop judging objectively the context. And you could go around feeling offended from your significant other when you do not necessarily have to be.Because the automatic thoughts are very often negative and reach the wrong conclusions, they increase the chance for you to lose control over your emotions. If you detect automatic thinking on your side in the event, chances are you were wrong in the situation. And you most probably did not have a reason to feel upset, angry or offended.Learn mo re about automatic thoughts: Put the source in context â€" what happenedWrite down the thoughts that made you lose control or feel upset.Below them create a list from everything you believe lead to those emotions:The context:I was tired and depressedI was late for work that dayI was hungryMe and my girlfriend have been having issues recentlyJane did not call me for my birthday last yearThe actions of others with precise examplesThey criticized me by saying ‘…’They disappointed me by doing ‘…’They disrespected me by ‘…’When you describe other people’s words or actions make sure you are precise. What exactly did they tell you? What were their words for you? Are you sure they used words with negative connotations? Or were they mostly neutral?When you describe other people’s actions, make sure you are precise, too. Are you sure you detected facial expressions or body language in you manager that supported your opinion they were really negative towards you even thou gh they were using neutral language in your evaluation?Just because you have automatic thought process, that does not mean you are not getting to the right conclusion. You just got there too fast and for the wrong reasons.However, if you want to be objective you cannot scratch off the possibility that an event or a person was truly upsetting to you for a good reason.Put the source in context â€" what did not happenBy now you have looked through all of the positive evidence. Every facial micro expression, every word, every action that would justify you should feel bad. You have identified the aspects of the situation that are upsetting, depressing, and hurtful. All the evidence that would support you feeling bad.Now try and find evidence to support the contrary. Objective contradictory evidence.Anything that would lead you to believe the actions or the words or the events did not actually constitute a reason for you to feel the way you felt about it. That you could find another way t o see the situation.In the case with your suspicions towards your friend. So you entered the room and there was an awkward pause and you jumped to conclusions. Was the pause so awkward, though? How long was that pause? Was it really awkward?Could there be other reasons why no one said anything? Could they be planning a surprise for you? Or could they be talking about a topic that they do not want to share with you because it will hurt you, or upset you? Could it be completely irrelevant to you?And finally, even if they did talk about you, has your relationship changed in a way that would evoke those feelings in you â€" is your friendship cancelled, so you feel depressed? Or do you have evidence to believe you are all still very much friends?What is the situation with your boss? They did criticize your favorite project and maybe they did not feel too good about it? But does that mean they hate your work overall? Or that they do not cherish you as a valuable employee? Do you have evid ence to support the contrary? Their overall feedback was pretty positive. They have always supported you in your suggestions during discussions and brainstorming sessions. They stand behind you when other team mates attack crucial decisions of yours. Maybe you did overreact after all.Your significant other was hurtful by not paying attention to you or by withdrawing their affection. They forgot it was your anniversary and never got you a gift. And you are convinced they do not love you in the way you love them. Do you have evidence to suggest the contrary? Is that the only occasion you felt that way? Do they support you every day and just forgot the one date or is this just indicative of their overall behavior? Do you have reason to give them the benefit of the doubt?Try and see the situation from a new angleOnce your emotions are out of the way you are free to think objectively and look at all of the data with a more philosophical overview on life. More objectivity. With freedom of thinking and operating.There are several important questions that you need to ask yourself here.Are your emotions stable now? Or is it possible that the situation keeps repeating to where it will put you in a viscious cycle of cognitive restructuring after cognitive restructuring? Just because you have a tool to remove the stress that hinders your decision making does not mean that you should put yourself under that same stress again and again?Do you have a more objective overview of the issue? Did you manage to change your opinion of the events that made you lose control or fall in an unfortunate state of mind? Are your conclusions now the same or different. Did the cognitive restructuring change your plan in addition to calming you down?Do you need to change the situation? If your conclusions do stay the same, does the situation require a change of any sort?What is the best possible action to take? Do you need to discuss your position with your manager? Do you need to take yourse lf out of a toxic relationship with friends who are not beneficial to your life? Is your romantic relationship not satisfying your needs for closeness and reciprocated feelings?What are you losing? Whenever you consider your next actions, make sure that you are not doing too much damage on your life for too little of an offence. For example, if you discover you have enough evidence to support your friend was talking behind your back, can you let that pass, or do you feel that is too big of a crime against your friendship and you need to quit?Do you need a moment to grief? Normally you have done cognitive restructuring to remedy the unhealthy events a traumatic event is having on your mental health and your decision making. If you need to take yourself away from that trauma by closing a relationship with a friend or significant other, you will put yourself through turmoil again. Make sure you are prepared to face the consequences.Do you need to make amends? If you decide you have mad e a wrong judgement influenced by your emotions, you need to make amends with the people you left behind to give yourself some peace of mind. Apologize for withdrawing.Work on your current state of mindOnce the trauma is behind you, try and maintain a healthy state of mind about the situation. You cannot afford to keep grudges.Manage the way you remember the events and take control of the narrative.You were in a place where you felt overwhelmed by emotional turmoil. You were pondering doing changes in your life. It was difficult for you to find a solution and a happier place of mind. You had to withdraw from your relationship with people and spend some ‘me’ time on analyzing events, the memories of which were hurtful for you.There are two ways you can look at the situation. You could be the loser. You could be the awkward person who made a big deal out of nothing. The one who let their emotions get to them and control them. The one who cannot stay calm in stressful situations.Or you could be the winner. You could be the person who identified an issue and worked on it. The one who was smart enough not to let their emotions take control even though they were intense. The person who did not sacrifice their relationship with their friends, their significant other or their team members just because they allowed themselves a knee-jerk reaction to something that traumatized them.You are the owner of your narrative. A lot of people feel guilt if they choose to remember a situation in a way that benefits them. There are no rules here. You did the best you could in a difficult situation and you deserve to remember it that way.There could be many true ways to remember one story. Choose to remember it in a way that will give you more peace of mind.Try and remember to give yourself positive affirmations whenever you can. Whenever you feel the pressure of your emotions trying to take a toll on your thought process, train yourself to find evidence to the contrary of what ever it is upsets you.Try to break the vicious cycle of negative automatic thoughts. Whenever you feel those are coming up, trace the thought back to the source as soon as you can. Try and think logically about the issue and see if you get to the same conclusion.CONCLUSIONCognitive restructuring is a powerful tool that will allow you to take yourself out of a situation and look at it objectively.With time, you will get used to the technique and it will become a handy part of your mental toolkit against depression, anger and despair.With time, it could completely change your perspective about employing a sustainable way of thinking and will completely eliminate situations for you where you reacted out of hand.Cognitive restructuring takes some time and serious work before you trust the process completely. You could doubt yourself â€" that is normal. As it always is when you try to deal with hurtful subjects in your life.However, follow the steps precisely and you will find your way o f thinking has been healed and improved.You are allowed to manage the way you feel. You are allowed to manage the way you remember hurtful events.You are allowed, and now you are able.

The Inequality Of Class Mobility - 1515 Words

On class mobility, Tocqueville did not comment on the racial factor that prevents social mobility. Tocqueville claimed that, â€Å"when men living in a democratic society are enlightened, they readily discover they are not confined and fixed by any limits which force them to accept their present fortune. They all, therefore, conceive the idea of increasing it†¦ The legislature, it is true, no longer grants privileges†¦Ã¢â‚¬  (Tocqueville 38). This means that once men understand they are not confined to their current financial situation, they realize they can increase it, and that the legislature no longer plays a role in who has privilege. While this may be true, the great difference between the realization that one can improve their economic status to the reality of that happening disregards many important factors that come into play in this pursuit of wealth. Tocqueville specifically mentions that there is no legislature that grants privileges, however, that is false, a s laws created and enforced at that time allowed white men to be treated with more privilege than other races. While slavery was abolished, other forms of racial discrimination have been legalized in America. This racial discrimination has been explained by sociologist Brian McCabe in his book No Place Like Home. The United States Armed Forces were not desegregated until 1948, however, African American had been serving in the United States Army since the colonial era. In 1944, the Servicemen’s Readjustment Act, or theShow MoreRelatedSocial Inequality And Its Impact On Academic Achievement1560 Words   |  7 Pagesthing, social mobility. It is this that allowed one to come here with nothing and go from poor to middle class and beyond. It is what has defined us as a nation for so long and it is what drew so many of millions of immigrants to our shores. 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Education as a Reflection of Social Values in Langston...

Best From The Worst The conception of education as a reflection of social values is one of the predominant themes in both Langston Hughes short story, One Friday Morning, as well as Frederick Douglass Learning to Read and Write, the latter of which is actually the seventh chapter of Narrative of the Life of Frederick Douglass, An American Slave. A plethora of similarities exist between these works, both of which include the education of an African American protagonist, the aid of Irish benefactors, and social conventions that seek to prevent both of the aforementioned occurrences from taking place. The principle difference between both of these works is that Douglass excerpt depicts the epoch of chattel slavery, in which educating of slaves, particularly to read and write, was overtly forbidden. The time period depicted in Hughes work is subsequent to that of Douglass, and reflects the period when African Americans were entitled to educations yet severely limited, due to their race and color, about wher e they could be educated. Despite such differences, a closer analysis of the plot and the characterization revealed in both essays shows that each work uses education as a means of demonstrating exemplary qualities in humanity which definitely defied the prejudicial social norms of each respective time period. Since Frederick Douglass was a slave at the time that he attempted to learn to read and write, every instance in which someone attempted to further his

Participative Management Free Essays

1. Introduction to Participative Management: Participative Management refers to as an open form of management where employees are actively involved in the organization’s decision making process. Participative Management can also be termed as ‘Industrial Democracy’, ‘Co-determination’, ‘Employee Involvement’ as well as ‘Participative Decision Making’. We will write a custom essay sample on Participative Management or any similar topic only for you Order Now The concept is applied by the managers who understand the importance to human intellect and seek a strong relationship with their employees. They understand that the employees are the facilitators who deal directly with the customers and satisfy their needs. Involvement of employees and other stakeholders who will be influenced by management decisions in helping to make those decisions. Participative management can increase employee commitment to an organization’s goals at the same time it offers fresh insights into how the organization can become more effective. The idea behind employee involvement at every stage of decision making is absolutely straight. Open and honest communication always produces good results both for organization as well as workers. Freedom and transparency in company’s operations take it to the next level and strengthens the basis of the organization. On the other hand, there are several companies that straightway rule out the possibility of participative decision making process. According to them, employees misuse their freedom of expression and participation in decision making as it provides higher status to employees and empowers them. However, there are many companies who have embraced this particular style of management and are now getting positive results. Toyota is the best example. The company has been following suggestion schemes and employee involvement procedures for over a decade now. The management receives almost 2,000,000 suggestions and ideas every year and around 95 percent of these are implemented by the company. Who is not aware of Toyota’s success rate? Around five thousand improvements per year have made Toyota one of the fastest growing organizations globally. The need is to develop and implement a comprehensive company policy and everything works well. Employee participation at each level of decision making process is not at all harmful if managed efficiently. The whole process can be well coordinated and controlled by the sincere and honest efforts of human resource managers. 2. Concepts of Participative Management: The traditional logic of organizing is to give simple work to employees at the bottom of the pyramid who then report through a supervisor up a hierarchical chain of command to senior executives who provide direction, coordination, and control. This does not work well for organizations managing knowledge intensive tasks. As the number and visibility of high knowledge-based organizations increases, the need for a â€Å"new logic† of management has gained currency among both academics and managers (Lawler 1996; Beer et al. 1990; Case 1998). Lawler (1996:22) summarizes some of the principles of this new logic, as shown in Table 1 Old Logic Principle| New Logic Principle| Organization is a secondary source of competitive advantage|  ¦ Organization can be the ultimate competitive advantage|  ¦ Bureaucracy is the most effective source of control|  ¦ Involvement is the most effective source of control|  ¦ Top management and technical experts should add most of the value|  ¦ All employees must add significant value|  ¦ Hierarchical processes are the key to organizational effectiveness|  ¦ Lateral processes are the key to organizational effectiveness|  ¦ Organizations should be designed around functions|  ¦ Organizations should be designed around products and customers|  ¦ Effective managers are the key to organizational effectiveness|  ¦ Effective leadership is the key to organizational effectiveness| There are five different perspectives and rationale for workers participation in organizations: A) The Managerial Approach: which is inspired by productivity and efficiency goals (participation is organized at a lower level in order to relieve worker dissatisfaction and morale problems). This approach reflects the emerging viewpoint that organizational design and management effectiveness can provide a significant competitive advantage. It gives considerable attention to issues of organizational design and organizational change, on the basis that entirely new work structures and ways of organizing work can lead to substantial gains in effectiveness (Lawler et al. 2001). A key issue in this approach is the extent to which management delegates or retains the power to initiate, frame, an d terminate participative processes. It also reflects management’s view that the direct participation of workers undermines union power. B) The Humanist Psychology Approach: which is inspired by human growth and development goals, (participation as a way to enhance the well-being of the individual by promoting individual creativity, self-esteem, and ego strength). This approach reflects a much more positive view of human nature and emphasizes the need to retrain managers to develop their participative leadership skills and unlearn authoritarian behaviors. C) The Industrial Relations Approach: which is inspired by democratic goals (participation is not only a means to an end in itself but also a way to create a strongly democratic society, characterized by active participative citizens). This approach reflects the importance of the external environment to the organization (not highly recognized in bureaucratic, hierarchical organization design, but more widely recognized in organic, open-system designs). Participation in the workplace is seen as contributing to an effective and just society. D) The Political Approach: which is inspired by revolutionary goals (participation as a means to change the overall structure of ownership to a collective base and to educate workers to class consciousness). E) The Psycho-Sociological or Anthropological Approach: which is inspired by synthetic, multidimensional goals (participation as a way of acculturation, of pushing workers to internalize the economic norms of the organization) and emphasizes the fundamental aspects of human nature and how to get the best out of workers. It emphasizes the fundamental social interactions in the workplace and the role of participation in addressing issues of resistance, motivation, and engagement. 3. Scope of Participative Management The scope of participative style of management certainly depends on the organization, its nature, functions and processes. Though associating employees at every stage of decision-making is not possible still regular exchange of information, ideas, consultations, thoughts, decisions and negotiations between employer and the employees definitely is a boon to the organization The scope of workers’ involvement in managerial decision-making may extend to social, economic and personnel decision making depending upon the requirements of the organization. But there is a difference of opinion about the extent to which employees can participate in managerial decision-making process. Should they be equal partners and make joint decisions or should workers be given opportunities through their seniors to come up with the ideas. The first school of thoughts favors the actual participation of workers while the second school of thoughts suggests the consultation of workers in managerial decision making. It is up to the management to decide which style it prefers and till what extent it requires involvement of employees. However, if we talk about the scope of workers’ participation in social, economic and personnel decision-making, it may have a direct impact on some of the most crucial activities of the organization. Employees can participate in the following decision making areas: * Social Decision-Making: It refers to employee involvement in decision making regarding hours of work, rules and regulations at workplace, welfare measures, workers’ safety, employee welfare and health. In this category, employees have a say in decisions in these areas. They may take an advantage of their liberty and sometimes, can dominate the management. * Economic/Financial Decision-Making: It includes involvement of employees on various financial or economic aspects such as the methods of manufacturing, cost cutting, automation, shut-down, mergers and acquisition and lay-offs. Inviting ideas from employees on various issues like how to cut down the operating cost can work wonders. * Personnel Decision-Making: The employees’ participation in personnel decision-making refers to their involvement in various management processes including recruitment and selection, work distribution, promotions, demotions and transfers, grievance handling, settlements, voluntary retirement schemes and so on. Participation of employees in these processes can safeguard their interests and motivate them to work hard for the betterment of self as well as the organization. Employee participation in decision-making process although is beneficial. However, there may be some limits on it to ensure that they do not take advantage of their liberty and right of participation. There are several ways through which employees can participate in the whole process. Some of them are financial participation, participation through collective bargaining, participation at the board level, participation through ownership, participation through work councils and committees and participation through suggestion schemes. Anyone of these ways or processes can be adopted by the management to ensure participation from workers. 4. Objectives of Participative Management: Participative management acts as a force to motivate employees to meet specific organizational goals. The main idea behind this style of management is not only using physical capital but also making optimum utilization of intellectual and emotional human capital. This is the process of involving people in decision making process to ensure that everyone’s psychological needs are met. It, in turn, increases the job satisfaction among employees and improves the quality of their work life. There are few main objectives to introduce participative style of management: * To Make Best Use of Human Capital: Participative management does not restrict organizations to exploit only physical capital of employees. Rather it makes the best use of human intellectual and emotional capital. It gives employees an opportunity to contribute their ideas and suggestions to improve business processes and create a better working environment. * To Meet the Psychological Needs of Employees: When employees have a say in decision making process, it gives them a psychological satisfaction. It is a simple force that drives them to improve their performance, create a proper channel of communication and find practical solutions to design better organizational processes. * To Retain the Best Talent: Participatory management is one of the most effective strategies to retain the best talent in the industry. It gives employees a sense of pride to have a say in organizational decision making process. Once they are valued by their seniors, they stick to the organization and become management’s partners in meeting specific goals and achieving success. * To Increase Industrial Productivity: In today’s competitive world, motivation, job security and high pay packages are not enough to increase industrial productivity. Leadership, flexibility, delegation of authority, industrial democracy and employee say in decision making are important to increase annual turnover of any organization. * To Maintain a Proper Flow of Communication: Two-way communication plays an important role in the success of any organization. Employee participation in decision making ensures proper flow of communication in the organization. Everyone contributes their best and tries to strengthen the organization by contributing their best to improve business processes. Participative management is beneficial to organization as well as employees. It gives employees a higher degree of enjoyment at work place that drives them to work harder. It is equally rewarding for the management as it ensures tremendous improvement in work culture within the organization as well as increase in its productivity. 5. Features of Participative Management: Employees have always been bossed around their managers and told what they are supposed to do. They never had the authority to decide things in the company. Gradually, times are changing and employees are encouraged to participate in organization’s decision making process. Management motivates them to come up with ideas and suggestions that can make organizational processes far more efficient. The main idea behind adopting participatory form of management is to work together, achieve targeted goals in minimum possible time and stay ahead of competition. Some of the features of participative management are given below: * Ethical Dimensions: Participatory management has ethical dimensions and based on morals, principles and values. In this form of management, everyone is treated equally when it comes to organizational decision making. It is based on employee empowerment, responsibility sharing and delegation of authority. Proper Channel of Communication: Participative form of management encourages two-way communication. It is not only management that decides what employees need to do but it also encourages employees to participate in decision making and give ideas and suggestions to make organizational processes better and more efficient. They are allowe d to share their problems, views, ideas and feedback with their managers. * Empowers Employees: Participative style of management gives employees a chance to participate in management processes. They are encouraged to come up with their views. This provides a higher status to employees as they also have a say in decision making. Recognition of Human Dignity: In this form of management, all employees are treated equally irrespective of their designations when it comes to giving ideas and suggestions for organizational decision making process. Employees are no more the servants of managers but are the most important assets of an organization. * Psychological Satisfaction to Employees: Most of our lives are spent at workplace. It is important for everyone to have psychological satisfaction as far as our employment is concerned. Commitment from the organization, respecting the dignity of individuals and co-determining the company policies are some of the features of participative manage ment that provide psychological satisfaction to employees. Participative Management is a universally recognized concept but still most organizations hesitate to adopt it. Through this style of management, both the parties, employer and employees, are satisfied. It brings management and employees closer and thus, should be adopted open heartedly. 6. Pre-requisites of Participative Management: Participative management can best be described as a style of decision making that ensures that involvement of stakeholders at all levels. This operates at three levels, Problem analysis, strategy formulation and final implementation of the solution. There are certain prerequisites to be met before participative management can be put to work. Participative management requires following pre-requisites: Willingness from the managers to give up some charge to the workers: Managers must share some level of their authority with the workers and they must in turn be in a position such that the successful participation of all is ensured. It cannot be successful i n any organization unless is carefully planned, timed and well thought upon. * Change in the employee’s idea: The change must come in the organization culture and certain other style of decision making to participative style. * Attitude of the top and middle management: Top management needs to approach employee involvement with a receptive and open mindset. This encourages participation. They must be open to new ideas and innovations. Since decision making is based on inputs of one and all, therefore its success also depends on the degree of participation of employees. In certain organizations despite obvious proofs, the employees decide not to participate or make contribution. In yet another organizations the employees are not skilled enough to make meaningful contributions to the final decision making process. This can be overcome by imparting the right kind of training and by the manager himself by ascertaining the individual strengths of his team members and asking for relevant contributions based upon the same. 7. Preparation for Participative Management: Participative management in itself does not ensure success and should not be seen as tool to create magic within no time. There is certain ground preparation required before an organization can decide for implementation of the management style. The following things need to be taken care of: * Clearly defined objectives: Each party mainly the management and the employees must have clearly defined objectives. Operationally there should be no clash between the objectives of the two. * Clear Communication: There should be clear and timely communication between the management and the workers or the employees. This helps in building trust between the two parties. Workers also gain a sense of responsibility increasing their stake in their work and in the organization as a whole. * Choosing the Representative: It is important for the workers to choose their representative from among themselves and not any person from outside the labor union. This is important for two reasons. First, the person is able to better understand the problems of his colleagues and report the same to the management. Second, the management is keener to talk and listen from a person who works within the organization. * Training the Workers: Training and awareness regarding the usefulness of participative management is required to make it more effective. Further training is required to ensure that every person at every level knows his what contribution he/she has to make. * Confidence: Both parties workers and the management need a trust to develop between the two. Participation should not be perceived as intimidation to the position of any. If workers think that their status will be adversely affected, they refuse to participate. Similarly, if managers suspect that they will lose their authority, they will decline to participate. * Increasing Workers Participation: Workers participation needs to be increased at each level in order to encourage them to contribute meaningfully. Further, their suggestions and recommendations need to be treated with dignity and respect. Nothing can be more motivating than seeing your recommendation being put to practice. * Ensuring ROI: Participation should not be at the cost of the values of the organization. It has to be carefully planned; employees should devote a certain time for participation and the rest upon their own specific area of work. Participative management may be a solution for each and every type of organization. It is a big challenge in big organizations with big employee size. The implementation needs to be carefully planned and implemented gradually. 8. Importance of Participation: The greatest and widely accepted benefit of participation is the increased work ownership of employee. An employee is better able to relate himself/herself with his or her work and this improves performance and efficiency at work. Concepts by John Newstrom and Keith Davis worked extensively upon the subject. They identified three variables that lead to increased performance. These variables are a part of participative management. According to them, the three variables that collectively enhance performance are: * Removing conditions of Powerlessness: This implies empowering the employees to take decisions on their own, be enterprising and take more risks. This requires a wholesome change in the entire organizational structure and culture. Then leadership becomes a crucial aspect. The choice of a leader who can inspire, motivate and delegate with equal efficacy assumes importance. The reward system needs a revamp. Psychologically empowerment connotes increased responsibilities in the mind of an employee, a hike is required. Finally, participation should result in either job enrichment or job enlargement. Job enlargement means expanding the job responsibilities – adding task elements horizontally. Job enrichment on the other hand means that the job becomes more rewarding – monetarily and otherwise. * Enhance Job Related Self Efficacy: Increase in responsibilities also demands increased efficiency at work. This is achieved by providing training helping an employee achieve job mastery. Laying down benchmarks for a certain set of responsibilities by the use of role models (those who have already accomplished tasks in similar capacities under similar workload) also benefits. * Perception of Empowerment: Employees often misunderstand the idea of participation. There may be a certain group of employees who participate aggressively and in the process their own work gets affected. These perceptions need to be taken care of otherwise they may be well the undoing of all the good work. Empowerment means more competence and value addition to work. It means that individual accepts the responsibilities with humility and fulfills them with grace and efficacy. It calls for increased use of talent. It is in wake of this that the concept of talent management is fast evolving. 9. Benefits of Participative Management: There are few benefits that have been associated with participative management and these are follows: * Innovation and increased efficiency: The problem solving process and openness to new ideas can result in innovation. Apart from this as mentioned above there is also knowledge sharing amongst the workers and the managers. This means that those who are part of a certain process at the ground level give inputs for improved efficiency of the same. This has dual implications, helping improve the quality of product and curtailing the cost of manufacture. Timeliness: There is improved communication between the managers and the workers and between workers across different units. A loophole or flaw is reported in time. * Employee satisfaction and Motivation: Empowering the employees increases their ownership or stake in their work. This increases efficiency and productivit y. Consequently there is decreased absenteeism and less employee turnover. This also works in attracting more people towards the organization and the job. * Product quality: A say in decision making means that workers can immediately pin point and suggest remedial measures for improving the efficiency of the process they are a part of. This means that quality control in product or service is exercised for the lowest level. Less supervision required: There is greater focus on management of self with due emphasis of widening one’s skill set. One of the major benefits of this is that there is a lesser need of supervision and support staff. * Better grievance handling: Increased communication paves way for reduced number of grievances and quick and effective resolution of dispute (often on the spot). * Flexibility: Flexibility is increased as a result of cross training. Increased coordination among team members also offers a comfort zone for the newly hired. Participative managem ent thus results in overall increase of the ownership of work of an employee. This empowerment can lead to increased efficiency, better productivity, improved morale and job satisfaction. But the fact the participative management requires an overall change in the organizational culture, the implementation of the same, especially when there is a bureaucratic style of decision making in place, can be a major challenge. 10. Limitations of Participative Management: Participative management is undoubtedly one of the better approaches to management. But like any other style of decision making there are certain limitations. These limitations arise either externally or internally. The following are certain limitations of participative management: * The employee’s right of not participating: An employee has the right to not participate. Certain people do not believe in the usefulness of participation and therefore opt out of the same. Some labor unions for example question the usefulness of participation reasoning that participation offers the management deep insights into the workers and they may then use it against the latter. * Manipulation: Managers may sometimes use participation to manipulate employees. This may be both conscious and subconscious. Similarly, representatives of the labor unions may also exploit the workers in the name of participation. * Workers Psychology: An existent psyche amongst the employees, that they are the workers and their primary purpose is to serve their masters (management) prevents them from participating. It is therefore of little interest to such people. General Bias: Resistance to change inside the organization as mentioned earlier is the biggest hurdle to participative management. Managers decline to share power or to delegate apprehending that they may lose authority by doing so. Workers similarly show disinterest in the participation presuming everything to be well in ord er. * Trade Unions: Trade unions are integral to the success of participative management; they may be equally detrimental to the success of the same. Most of the trade unions engage in politics and are little bothered about participation. Add to it, the approach of representatives or individuals is also not very favorable. Workers join trade unions for personal rather than organizational reasons. 11. Ways of participation of employees in decision making: Participation of workers in decision-making process has resulted in successful value creation in many organizations. Though the extent to which employees should participate in organizational decision making is still a matter of debate. Some say that workers’ union should participate with management as equal partners while some believe in restricted or bounded participation, that is, participation of employees or workers to a limited extent. However, there are a number of ways through which employees can participate in decision-making process of any organization. Participation at the Board Level: Representation of employees at the board level is known as industrial democracy. This can play an important role in protecting the interests of employees. The representative can put all the problems and issues of the employees in front of management and guide the board members to invest in employee benefit schemes. * Participation through Ownership: The other way of ensuring workers’ participation in organizational decision making is making them shareholders of the company. Inducing them to buy equity shares, advancing loans, giving financial assistance to enable them to buy equity shares are some of the ways to keep them involved in decision-making. Participation through Collective Bargaining: This refers to the participation of workers through collective agreements and by deciding and following certain rules and regulations. This is considered as an ideal way to ensure employee participation in managerial processes. * Participation through Suggestion Schemes: Encouraging your employees to come up with unique ideas can work wonders especially on matters such as cost cutting, waste management, safety measures, reward system, etc. Developing a full-fledged procedure can add value to the organizational functions and create a h ealthy environment and work culture. * Participation through Complete Control: This is called the system of self management where workers union acts as management. Through elected boards, they acquire full control of the management. In this style, workers directly deal with all aspects of management or industrial issues through their representatives. * Participation through Job Enrichment: Expanding the job content and adding additional motivators and rewards to the existing job profile is a fine way to keep workers involved in managerial decision-making. Job enrichment offers freedom to employees to exploit their wisdom and use their judgment while handling day-to-day business problems. * Participation through Quality Circles: A quality circle is a group of five to ten people who are experts in a particular work area. They meet regularly to identify, analyze and solve the problems arising in their area of operation. Anyone, from the organization, who is an expert of that articular field, can become its member. It is an ideal way to identify the problem areas and work upon them to improve working conditions of the organization. Employees can participate in organizational decision making through various processes mentioned above. However, there are other ways such as financial participation, Total Quality Management, participation through empowered teams and joint committees and councils through which they can contribute their share in making the organizations a better place to work. 12. Advantages and Disadvantages of Participative Management: There exist both advantages of and disadvantages of participative management. 12. 1 Advantages: Increase in Productivity: An increased say in decision making means that there is a strong feeling of association now. The employee now assumes responsibility and takes charges. There is lesser new or delegation or supervision from the manager. Working hours may get stretched on their own without any compulsion or force from the management. All this leads to increased productivity. * Job Satisfaction: In lots or organizations that employ participative management, most of the employees are satisfied with their jobs and the level of satisfaction id very high . This is especially when people see their suggestions and recommendations being implemented or put to practice. Psychologically, this tells the individual employee that, ‘he too has a say in decision making and that he too is an integral component of the organization and not a mere worker’. * Motivation: Increased productivity and job satisfaction cannot exist unless there is a high level of motivation in the employee. The vice versa also holds true! Decentralized decision making means that everyone has a say and everyone is important. * Improved Quality: Since the inputs or feedback comes from people who are part of the processes at the lowest or execution level. This means that even the minutest details are taken care of and reported. No flaw or loophole goes unreported. Quality control is thus begins and is ensured at the lowest level. Reduced Costs: There is a lesser need of supervision and more emphasis is laid on widening of skills, self management. This and quality control means that the costs are controlled automatically. 12. 2 Disadvantages: * Costs: Participative managem ent increases cost. If workers are to take important management roles, then they must be trained on many complex issues. Many workers may feel dissatisfied, since the promises of democratic management are often not connected to results; hours are longer, debates can get fierce, and the workplace can become divided. * Time: If the very long workday is to be avoided, then council meetings would have to take place during work time. This means lost labor hours, lost productivity and endless distraction. Many managers would not want to constantly referee debates over firm issues when the council members are debating. * Union Objections: Independent labor union representatives are concerned that organizations will use employee participation or involvement programs to deter employees from using the independent union representation. â€Å"The law should continue to prohibit companies from setting up company dominated labor organizations. * Decision making slows down: Participative management stands for increased participation and when there are many people involved in decision making, the process definitely slows down. Inputs and feedback start pouring from each side. It takes time to verify the accuracy of measurements which means that decision making will be slowed down. * Security Issue: The security issue in participative management also arises from the fact that since early stages too many people have been known to lots of facts and information. This information may transform into critical information in the later stages. There is thus a greater apprehension of information being leaked out. 13. Conclusion: Participative management is an effective decision making tool. It is often the managers who implement it the wrong way. Participative management calls for a change and this change can not come overnight. You require patience and consistency before employees realize the usefulness of the management style. Participative Management is a universally recognized concept but still most organizations hesitate to adopt it. Through this style of management, both the parties, employer and employees, are satisfied. It brings management and employees closer and thus, should be adopted open heartedly. There are other problems that often arise with the managers. The problems may arise because of the following: Managers often view it as the ends and not as a tool. There is confusion if whether participative management means democratization. Managers sometimes manipulate the process for their own advantage. Finally it can be said that there are positives and negatives of participative management, but the company should allow some kind of participation from its employees in the decision making process. References: 1) http://business. yourdictionary. com/participative-management 2) http://www. academia. edu/467403/Why_should_Employees_participate_in_management_decisions_The_advantages_of_participative_management 3) http://www. ehow. com/info_8526128_disadvantages-participative-management. html 4) Lawler III. , Edward E. 1996. From the Ground Up: Six Principles for Building the New Logic Corporation. San Francisco: Jossey-Bass Publishers. P. 22. 5) http://www. managementstudyguide. com/participative-management. htm How to cite Participative Management, Papers Participative Management Free Essays string(88) " have a share in the reaching of managerial decisions in the enterprise†Ã¢â‚¬Ëœ \." [pic] ARCHANA KASHYAP (42) SUMEDHA SONAL(53) SHRADHA KUJUR(59) CONTENT 1. INTRODUCTION†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. We will write a custom essay sample on Participative Management or any similar topic only for you Order Now PAGE-3 2. EVOLUTION OF PARTICIPATIVE MANAGEMENT IN INDIA†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦PAGE-5 3. DEFINITION OF PARTIPATIVE MANAGEMENT†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦PAGE-7 4. CHARECTERISTICS†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦PAGE-9 5. NEED OF PARTICIPATIVE MANAGEMENT†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦PAGE-11 6. IMPORTANCE OFEMPLOYEES PARTICIPATION IN MANAGEMENT†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦PAGE-13 7. HURDLES IN PARTICIPATIVE MANAGEMENT†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. PAGE-16 8. BIBILIOGRAPHY†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦PAGE-19 INTRODUCTION The meaning of the concept ‘Participative Management’ needs to be understood in the background of its historical evolution from the beginning of this century. It has been developed and improved in different forms in different countries to suit the requirements of the political system and economic structure of the countries concerned. In this chapter, the meaning of the concept of Participative Management as it is understood in recent years has been explained. It is followed by a discussion of some important definitions of the concept, as defined by the prominent experts in the field. Since the concept of Participative Management is mainly developed and being implemented in the western industrialized countries, an attempt is also made in this chapter to present the historical evolution of the concept in most of the developed countries. The experience in the socialist country, namely U. S. S. R. is also outlined briefly. The experience of some of the developing countries too, are discussed. The evolution and the development of the concept ‘Participative Management’ in India, are then analyzed. Participative (or participatory) management, otherwise known as employee involvement or participative decision making, encourages the involvement of stakeholders at all levels of an organization in the analysis of problems, development of strategies, and implementation of solutions. Employees are invited to share in the decision-making process of the firm by participating in activities such as setting goals, determining work schedules, and making suggestions. Other forms of participative management include increasing the responsibility of employees (job enrichment); forming self-managed teams, quality circles, or quality-of-work-life committees; and soliciting survey feedback. Participative management, however, involves more than allowing employees to take part in making decisions. It also involves management treating the ideas and suggestions of employees with consideration and respect. The most extensive form of participative management is direct employee ownership of a company. Four processes influence participation. These processes create employee involvement as they are pushed down to the lowest levels in an organization. The farther down these processes move, the higher the level of involvement by employees. The four processes include: 1. Information sharing, which is concerned with keeping employees informed about the economic status of the company. 2. Training, which involves raising the skill levels of employees and offering development opportunities that allow them to apply new skills to make effective decisions regarding the organization as a whole. 3. Employee decision making, which can take many forms, from determining work schedules to deciding on budgets or processes. 4. Rewards, which should be tied to suggestions and ideas as well as performance. EVOLUTION OF PARTICIPATIVE MANEGEMENT IN INDIA Participative management is a constitutional in India under article 43-A of the constitution of India. The concept of employee’s participation in management was first postulated by Mahatma Gandhi who believed than an organization is a joint enterprise of labour and capital in which both the owner and the employees have a share. Participative management in India began with the industrial Disputes Act, 1947, with the constitution of the works committee. In 1956, the Industrial Policy Committee consisting of representatives of management and employees recommended the constitution of joint consultation to ensure industrial peace and harmony between labour and capital. In 1956, the Tata Iron and Steel Company Ltd, Jamshedpur signed a comprehensive agreement with the union for setting up various joint committees towards closer association of employees with management. In 1983, a new and comprehensive programme was initiated, which was applicable to public sector undertakings. Around 100 public sector organisation implemented the scheme as per the report of the Labour Ministry (1987-88). However, the scheme as on date remains non-statutory in character and therefore the government introduced a bill in 1990 for creation of shop floor councils and establishment councils with equal number of representative from the management and employees. In 1997, TISCO at Jamshedpur set up joint councils. Joint departmental council operates at the level of every department or a combination of two or more departments. The joint works council is for the entire works and coordinates the activities of the departmental council. Worker’s participation in management was discussed in the 15th session of the Indian Labour Conference and there was a general agreement that participation should be ensured through legislation, or by general agreement between the employees and employers of selected industrial establishments. DEFINITION OF PARTICIPATIVE MANAGEMENT It is very difficult to define ‘Participative Management’, because commentators differ in their views depending on the socio-economic goals of the countries they belong to. However it is generally agreed that the influence of Participative Management is quite significant indeed. Allport (1945) refers to, â€Å"Participation in decision-making as active (ego) involvement†Ã¢â‚¬Ëœ. Schultz (1951) regards, â€Å"It as a feeling of obligation to work for the best interests of a group†2. Viteies (1953) holds that, â€Å"employee participation in decision-making in a democratic atmosphere created by ‘permissive’ leadership, facilitates the development of ‘internalized’ motivation, and saves to raise the levels of the employee production and ~norale†~. According to Davis (1957), â€Å"Participation may be defined as the mental and emotional involvement of a person in a group situation which encourages him to contribute to group goals and share responsibilities in them . Tarmenbun (1966) defines participation as the â€Å"formal Involvement of members in the exercise of control, usually through decision-making in group meetingsw5 . Lamners (1967) pointed out, â€Å"participation in decision-making may be defined as the totality of such forms of upward exertion of power by subordinates in organisations as are perceived in this sense can be of two varieties i . e. , direct or indirectn6. Sawtell (1968) has described the concept as, â€Å"any or all of the process by which employees rather than managers contribute positively towards the reaching of managerial decisions which affect their work. The International Institute for Labour Studies (1971) describes participation as, â€Å"process whereby workers have a share in the reaching of managerial decisions in the enterprise†Ã¢â‚¬Ëœ . You read "Participative Management" in category "Essay examples" Fox (1971) described participation as a ‘procedural orientation’ and offers the following account of possible levels of the workers Involvement: â€Å"He may seek the right simply to be informed of proposed decisions in the hope that his reactions may be taken in to account; or to protest against decision when made; or to made suggestions before they are made; or to participate jointly, directly or indirectly through representatives, with management In actually making them, or to make them in concert with his fellows and impose them on management†9. Most of the definitions cited above appear to be less explicit, they fail to mention the central theme of participation – joint decision-making by superiors and subordinates. The definitions put forth by Davis, Larmers, Viteles and Fox seem to be more appropriate in the present context. In this research work the concept participation is used according to their definitions. CHARACTERISTICS ? Ethical Dimensions:  Participatory management has ethical dimensions and based on morals, principles and values. In this form of management, every one is treated equally when it comes to organizational decision making. It is based on employee empowerment, responsibility sharing and delegation of authority. ? Proper Channel of Communication:  Participative form of management encourages two-way communication. It is not only management that decides what employees need to do but it also encourages employees to participate in decision making and give ideas and suggestions to make organizational processes better and more efficient. They are allowed to share their problems, views, ideas and feedback with their managers. ? Empowers Employees:  Participative style of management gives employees a chance to participate in management processes. They are encouraged to come up with their views. Gone are the days when employees were bossed around by their managers. Now they are to be treated like co-workers. This provides a higher status to employees as they also have a say in decision making. ? Recognition of Human Dignity:  In this form of management, all employees are treated equally irrespective of their designations when it comes to giving ideas and suggestions for organizational decision making process. Employees are no more the servants of managers but are the most important assets of an organization. Psychological Satisfaction to Employees:  Most of our lives are spent at workplace. It is important for everyone to have psychological satisfaction as far as our employment is concerned. Commitment from the organization, respecting the dignity of individuals and co-determining the company policies are some of the features of participative management that provide psychological satisfaction to employees. NEED OF PARTICIP ATIVE MANAGEMENT ? To Give Psychological Satisfaction To Workers: Participative Management is needed in order to give employees psychological satisfaction. They feel important when their views are taken into consideration. ? Cordial Labor-Management Relations: Participative management is needed in order to establish cordial labor-management relations. The participation of workers in management can act as an effective means for preventing industrial disputes. ? Creating Uniform Approach Of Employers And Workers: Participative management is needed in order to have uniform approach of employer and workers on matters important to both the parties. This avoids disputes. ? To Raise Industrial Production: Participative management is needed to raise industrial production. Employers work with enthusiasm and interest when they are given importance and a chance to express themselves. ? To Create Platform For Direct Negotiations: Participative management is needed in order to create a platform for direct negotiations and collective decisions as and when required. ? To Create Responsible Approach Among Workers: More the employees are involved in the activities of the organization, more they would feel responsible towards the organization. Participative management creates a responsible approach among employees. To Remove grievances Of Employees: Participation of employees is needed in order to remove doubts, misunderstandings and grievances in the minds of employees as regards policies and activities undertaken by the company. ? To Create a Feeling Of Involvement Among Employees: Employee participation is needed for creating a feeling of involvement among the employees. IMPORTANCE OF EMPLOYE E’S PARTICIPATION IN MANAGEMENT The concept of participative management is very important from the employee’s and the management’s point of view. This scheme is very useful to promote industrial and human relations in industry, provided the scheme is implemented honestly and without any reservations. It may help minimising the industrial disputes because both employees and management are the partners in the welfare of the industry. ? Industrial Democracy Industrial democracy means participation of all parties concerned for management of industries. When employees participate in the management true industrial democracy is established. Their ego will be satisfied and they will contribute something positive in the interest of the industry and of the country. ? Better Understanding In a capitalist economy, employees and capitalists are two groups having different interests. Both of them doubt the integrity of each other because both are ignorant of each other’s problems and often do not bother to be acquainted with the same. ? No Resistance to Change Change is generally resisted by employees because every change is regarded by employees as a threat to stability. But, if employees are given a right to participate in the decision making bodies, they will adjust themselves to the changed environment and once the employees are taken into confidence introduction of change will be much smoother. Increase in Production Cooperation of employees results in increased production. Better understanding and good relations are the pre-requisites of higher and better production. Production and productivity cannot be increased without effective cooperation of the employees. ? Industrial Disputes Eliminated As the employees become the partners of the industry and take par t in the decision making process, they extend full cooperation to the management in carrying out the decision. They develop a sense of loyalty and better understanding. No Outside Intervention Employees become responsible for carrying out the decision and industrial relations improved hence industrial disputes become negligible. No question of outside intervention arises in case of any dispute. But in the absence of employee’s participation, even for small problems, there has to be some outside intervention and such decisions never last long. ? Use of Employees Creativity Participation offers an opportunity to intelligent employees to demonstrate their knowledge, skill, initiatives as well as creativity. Highly capable persons having talent can be easily spotted out and offered due promotion. HURDLES IN PARTICIPATIVE MANAGEMENT Employee’s participation in India has not functioned to the satisfaction of either the employees or the employers. Despite the best intentions and evolution of the various schemes over the last four decades, Some of the reasons or factors that have contributed to the failure of the scheme are listed below. ? Unfavourable Attitude of Management One of the problem pertains to managers who have difficulty in adjusting to participation as it tends to threaten their traditional authority. As employees assume more responsibility and autonomy, there is a blurring of the distinction between the traditional view of manager’s work and an employees work. ? Lack of the Spirit of Participation Lack of spirit of participation is one of the responsible factors of the scheme. The employer looks upon bipartite bodies as substitute for trade unions, while employees regard it as their rival. ? Confusing Management Procedures The procedures do not automatically lead to participation. Rather, the existence of a number of joint bodies – the works committee, joint management council, shop council, plant councils, canteen committee, safety committee, suggestion committee etc. ? Complex Working Conditions In this world of modernization, working has become so complex that specialized employees are required for specialised work roles, making it difficult for people to participate successfully if they go far beyond their specialist. ? Group Dominance It is usually found that employees do not come together in a joint way for getting the participative scheme implemented. The basic reason is that they are divided into groups. Each group of employees tries to build-up pressure on the management in its own way for getting their vested interests served. ? Lack of Understanding Generally, there is a lack of proper understanding between employers and employees regarding the concept, purpose and benefits of the participative management. This is mainly because of dealings which relates to the interests of employees and employers on the basis of gains. ? Absence of Strong Union Absence of strong trade union or the existence of more than one trade union and inter-union rivalry has made the working of participative management somewhat difficult. Even the existence of a number of joint bodies has caused confusion and duplication of efforts as well as wastage of time and energy. ? Delay in Implementation Delay in implementing the suggestions and recommendations of these bodies has often led to the warning of employee’s interests in such bodies. Such delays cause grave damage because the employee’s resentment increases, which pollutes the atmosphere of participative management. BIBILIOGRAPHY ? 1. SITES :- ? WWW. GOOGLE. COM ? WWW. METACRAWLER. COM ? BOOKS:- ? Managing human resources and industrial relations . By Tapomoy Deb. (isbn 9788174466990) How to cite Participative Management, Essay examples

The Impact of Globalization on the Creative Industry free essay sample

The purpose is to enable all students have cultural opportunities that can be used in future study and work. Actually, there are a large number of music education institutions in I-J. For example, Sheffield Music School is registered charity over 30 years. The Job of the school is providing the highest quality music teaching with the lowest cost for young person who interest in music. Meanwhile, the school encourage their students have fun and enjoy the music. The school focuses on teaching chamber music and solo performance.According to the school claimed, most of their students are willing to go to Music College or University o study music in the future (Sheffield Music School, 2012). 2. 12 Production: Production link in the second music value chain, it refers to the process of a product or service produce. The record label is the major player, the Job is to seek musician rite songs and produce CD in plant. We will write a custom essay sample on The Impact of Globalization on the Creative Industry or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page As a consequence of recording label develops, mass of recording studios are emerge in I-J regions. Steelworks Studios located in Sheffield, described as the finest recording studios in the North of England.So far, it received numerous famous stars work there, such as Cline Don, Urethra Franklin, and Take That. Besides, steelwork provides an extensive range of specialize services and equipments, and three studios for different customers to record album Steelworks Studios, 2011). 2. 13 Circulation: companies can apply copyright, make contract with distribution agent and negotiate Ninth live performance activities. On the other hands, promotion the produced music is necessary. The record companies can through the media like TV, internet, radio, and club to promote it. . 14 Distribution: Distribution illustrates how the music move to market and sell to customer, it range from retail, live performances and broadcast (Floodlit, 2001). The retail has two forms: formal retail outlets and informal retail network. Actually, the sales from retail networks are greater than retail outlets. Live performances are the most significant contributor to the music industry. Regularly, live performances can promote record sales reach the highest. Certainly, the venue of live performance should be considered.The Motoring Arena is one of the largest entertainment and leisure ensues. It operates by Sheffield International Venues (SIVA), and the aim is to make Sheffield become international cultural centre in the area of entertainment, leisure and sport. The Arena had held many successes live concerts (Motoring Arena, 2009). Broadcast also play important role in music industry. In I-J, the local popular broadcast is BBC. BBC 6 is specialize for music listening. 2. 15 Consumption: ere last segment of music value chain is consumption. It is necessary to know the customers feedback from the new product.So that the music companies can adjust the strategies to meet the customers need, and have idea on next invest plan. However, collecting feedbacks are extremely difficult due to the problem of piracy. 3. 0 Technology Globalization impact on Music Industry: he value chain gives us view about the music framework. As the introduction said: globalization promotes music industry develop and change. One side, globalization contributes to online music value chain. Other sides, globalization effect on each segment of music value chain.Comparing Table two and Table three, it can be noticed that the music value chain change. Table three is traditional music value chain, it features 7 segments from artist composer to consumer. The main problem of this one is produce process trivial. Conversely, with the technology globalization placement like internet, Table two is the newest music value chain, as well as composes by 5 segments. The newest music value chain also called online music alee chain. While, on account of technology globalization develops, the music value chain mechanism has to transform.Table three: Traditional music value chain Source from: Carlyle, Gladiola, Container and et al, 2002) Not only technology globalization updates the music value chain, but also change the Nay of music production and consumption. In Sheffield, Steelwork Studio uses the advanced facilities and equipments to ensure musicians recording are effective. Such as hi-end microphones, preamp, CEQ and compressors (Steelworks Studios, 2011). Ninth the development of internet, online music store are growing quickly recent {ears. It different from actual music file, instead of sell audio files.The online music store also improving and explore distinct kinds of service so that absorb more musicians sell their album in their store without third party. These services mainly focus on take advantages of technology to delivery music. There exist a good example can explain the popular of online music store. Tunes is the largest online he volume of sales from Tunes online store had greater than physical music store. Therefore, the impacts of technology globalization on music industry can be separated into three parts. Firstly, technology globalization updates the music value chain mechanism. Secondly, technology globalization contribution on music produce, it offers advanced facilities to make sure the best recording service. Last but not least, it creative a new consumption pattern that is online music store. 4. 0 Trade Globalization impact on Music Industry: sides the technology, globalization has another key characteristic that is technology. Both of these two characteristics are two major contributors to music alee chain segments change. In the past twenty years, the world trade growth rapidly. Many organizations and commission are engaged in world trade like WTFO. In 2006, the I-J commission published trade policy in Global Europe: competing in the Nor (Parliamentary, 2008). The aims of this policy are achieving trade liberalizing and supporting European countries business. I-J is famous for music industry, as the centre of music industry and the fourth largest music publishing market. In terms of economic benefits, it contributes to 6% GAP and existence 2. Million employees (UK Trade Investment, 2012). Some of foreign investor finds the benefits of music industry, and wants to go to I-J develop their business.So that trade liberalizing convenience for foreign investors invest in UK music industry, and develop music industry. Consequently, more foreign investors existence in I-J. For example, Red Tape Studio in Sheffield absorbs few international stakeholders to develop their training and facilities (Betterment, 1988). On the other hand, trade globalization make the I-J become the second music export country, and follow by Germany (Unite National, 2008). In terms of music export, it mainly happens in Distribution and Consumption music value chain, and through live performances and sell albums.Many of record label companies prefer to sell album overseas. hen it comes to export albums, it usually refers to piracy and copyright issues. Once the new album launch, the piracy will engage in the market at the same time. Some people copy of copyrighted album form internet or other illegal ways, and then sell them with lower price. In this way, record label companies will face deficit. Thats the reason why music industry always regards protection copyright as the most important issue. Thus, trade globalization has impact on music industry via two sides, one is investment and one is export.Trade globalization published a number of trade rules. It is convenience for foreign investors invest in UK music industry. For one thing, they offer rich funds to develop I-J music industry. For another, because of cultural diversity, foreign investors and musicians bring new blood in the UK music industry. For instance, American artist Madonna is popular in ASK, and British artist Spice Girls develops successful in American music market. Moreover, trade libations causes the problem of copyright that music industry market may disorder. Even worse, recording companies may face close down. 5. Conclusion: or sum up, this report analysis the music value chain firstly. The music value chain has five main segments and as follows: beginning, production, circulation, distribution, and consumption. And then discuss the impact of globalization on music Industry. In addition, through technology globalization and trade globalization to update the music value chain, advanced produce facilities, and creative online music store. While, trade globalization promote invest and export on music industry. The investors and musicians are attract by I-J music environment, and they prefer to come to UK develop music business.That can promote music industry economic, and combine diversity cultural. However, trade globalization causes a problem of copyright which is difficult to handle. Therefore, globalization has positive and negative impacts on music industry. As for the negative impacts, it is necessary to take some actives. For example, the government can publish a set of copyright laws to limit illegal copy. The record companies can use technology to change file structure. More importantly, promote customer purchase legal copy. . 0 Reference: Beck, IS. , 1999. What is Globalization?

Oxford Dictionaries Word of the Year 2017

Oxford Dictionaries Word of the Year 2017 Oxford Dictionaries Word of the Year 2017 Oxford Dictionaries Word of the Year 2017 By Mark Nichol The Oxford Dictionaries recently publicized its Word of the Year for 2017 and the runner-up shortlist, and the selections, and a comparison of them with those of Merriam-Webster, are intriguing. The Oxford Dictionaries (part of Oxford University Press) and Merriam-Webster, publishers of the predominant dictionaries in the United Kingdom and the United States, respectively, select a Word of the Year (and a shortlist of runners-up) each year, as do other dictionary publishers, and the primary criterion for selection is the same: Visitors to the respective publishers’ online dictionaries looked up the chosen word, and those in the shortlist, significantly more often than most other words. (These words, not coincidentally, tend to reflect the sociopolitical zeitgeist and are likely to have lasting cultural significance.) Two aspects of the shortlists interested me. First, the two lists have no words in common. Second, although I read widely and I was familiar with the circumstances by which nearly all the words on both lists had become so prominent, I had not encountered most of the terms on the Oxford Dictionaries list, though the meanings for some of them are (for me, at least) easily deduced. The top word, according to the Oxford Dictionaries, is youthquake, which reflects the significance of an unexpectedly strong turnout of younger voters in the 2017 snap election in the United Kingdom and an election in New Zealand later in the year. The term, which refers to a significant change prompted by young people, was actually coined in 1965 by Diana Vreeland, then editor of Vogue magazine, but it has maintained a low profile over the past half-century- and similar rumblings have not occurred in the United States on anywhere near the same scale, hence the lack of a concurrent spike in popularity for the term on this side of the Pond. The same is true of most of the runners-up. One strong exception is antifa, a loanword from Germany- a truncation of Antifaschistische (antifascist) dating to before World War II and referring to militant leftist political demonstrators- because of the ubiquity of such protestors at demonstrations in the United States. However, broflake (meaning â€Å"a politically conservative man easily offended by progressive attitudes†) did not make much of an impression in the United States. (The term is a play on snowflake, which in a sociopolitical context refers pejoratively to supposedly oversensitive liberals by comparing them to a very delicate meteorological phenomenon; it substitutes snow with bro, originally neutral slang for brother but here connoting a boorish conservative man.) Nor did the related term â€Å"white fragility,† coined by American academic Robin DiAngelo in 2011 to refer to the general inability of white people to withstand confrontational discussions abou t racial equality. Other terms on the Oxford Dictionary shortlist include kompromat, a Russian loanword derived from â€Å"compromising material† and denoting sensitive personal information that can be used against a political opponent; newsjacking, meaning â€Å"taking advantage of news or current events to promote a brand or product†; and â€Å"milkshake duck,† meaning a social media star who prompts disillusionment when he or she is discovered to have a character flaw- an allusion to being charmed by an internet meme such as video of a duck drinking a milkshake, only to find out that the duck is a racist. Then there’s gorpcore, describing a fashion trend featuring utilitarian clothing associated with outdoor recreation; the term is a play on normcore, which denotes pointedly drab, plain attire and is based on the use of the element -core, derived from hardcore. (Gorp, perhaps deriving from a verb meaning eat greedily, is another word for â€Å"trail mix.†) Finally, unicorn, originally a word for a mythical horned horselike animal (the name literally means one horn), pertains to a product featuring rainbow colors, glitter, and/or other colorful enhancements designed to distract consumers from their mundane lives; the term derives from the prominence of such features in children’s toys and entertainment that feature unicorns. (This sense also supplants the use of unicorn to denote something so rare as to be virtually unobtainable, such as an ideal romantic or sexual partner.) Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Vocabulary category, check our popular posts, or choose a related post below:25 Subordinating Conjunctions225 Foreign Phrases to Inspire YouStarting a Business Letter with Dear Mr.

Tips That Will Help You Spell Better in German

Tips That Will Help You Spell Better in German One wonderful thing about German spelling is that you basically spell how you hear the word. There are not many exceptions. The only trick is that you need to learn and understand the sounds of German letters, dipthongs, and disgraphs, some which are completely different from English pronounciation. (See The German Alphabet.)The following tips highlight in particular spelling traits of German consonants and digraphs, which once understood, will help you spell better in German. Generalities About German Consonants Usually after a short vowel sound, you will find a consonant digraph or a double consonant - die Kiste (box), die Mutter (mother). Be aware of similar-sounding consonants at the end of words, such as p or b, t or d, k or g. One good way to decipher which consonant is the correct one, is to extend the word if possible. For example das Rad (wheel, short form for bicycle)- die Rder; das Bad (bath) - die Badewanne. It will become clear then, which consonant is at the end of the word. When there is a b or p in the middle of a word, it is more difficult to distinguish them from one another. There is no hard and fast rule here. The best solution is to take note of which words contain b and which contain p. (Die Erbse/pea, das Obst/fruit, der Papst/the Pope). The Sound F f, v and ph A syllable that contains an nf sound, will always be written with an f. For example: die Auskunft (information), die Herkunft (origin), der Senf (mustard) Fer versus ver: The only words in German that begin with Fer are: fern (far), fertig (finished), Ferien (vacation), Ferkel (piglet), Ferse (heel). Any words derived from these words will also be written with Fer. -der Fernseher (t.v) The syllable for followed by a vowel does not exist in German, only vor. - Vorsicht (caution). The disgraph ph comes only in German words of foreign origin. (Das Alphabet, die Philosophie, die Strophe/ verse.) When encountering a word that has the sound phon, phot or graph, then the choice is yours to either write it with f or with ph -der Photograph or der Fotograf. The S and Double-S Sound See more... The X-Sound chs: wachsen (to grow), sechs (six), die BÃ ¼chse (a can), der Fuchs (fox),der Ochse (ox). cks: der Mucks (sound), der Klecks (stain), knicksen (to curtsy). gs: unterwegs (on the way). ks: der Keks (cookie) x: die Hexe (witch), das Taxi, der Axt (axe) unterwegs der Weg die Wege The Z-Sound In German words, the letter z will either be written as the only sole consonant in a syllable or accompanied with a t. (besitzen/ to possess; der Zug/ train; die Katze/cat. In German words of foreign origin, you can find a double z, such as in the ever so popular word Pizza.The K Sound K-sound. The k-sound is always written as either ck or k, the former the most prevalent. No double cc and double kk exist in German words, except in those of foreign origin, such as die Yucca.