Significance of Human Resource Management and Participative Management Style

This paper discusses the significance of human resource management and the use of participative management style in decision making. It also covers the advantages and disadvantages of autocratic and participative management styles. The paper answers questions related to a case study.

Running head: Human resource management
Human resource management

Human resource management
Table of Contents
Introduction.................................................................................................................................................3
Answer 1.....................................................................................................................................................3
Answer 2.....................................................................................................................................................4
Answer 3.....................................................................................................................................................5
Conclusion...................................................................................................................................................6
References...................................................................................................................................................7
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Introduction
The primary motive of this paper is to outline and explain the significance of human resource
management. The paper also discusses that how the company uses participative management
style to make unique and effective decisions within the organization. Here is the discussion about
the advantages and disadvantages of the autocratic and participative management styles. The
paper answers the questions related to the given case study.
Answer 1
Yes, I think the company participative management will succeed after so many years of
autocratic management. It has been found that autocratic management style is not effective and
good in modern management. The autocratic management style creates confusion and doubts
among the workers and managers as well. The Autocratic rule and policies lead to a ample of
burden on the manager or the leader. Since mangers and leaders take full responsibilities and
authorities for team decisions evaluation of a team’s work that can lead to high confusion,
tension, stress and health issues also (Amanchukwu, Stanley and Ololube, 2015). This can affect
the business activities and operations of the firm. Beside this, autocratic management style is bad
for motivated and high skilled employees as it also reduces team performance and productivity.
It also leads to ego clash and disputes that can affect the productivity of the employees adversely.
Along with this, managers are considered poor and ineffective motivators and workers are failed
to show their judgment and creativity. It may affect morale and loyalty of the workers adversely.
Due to autocratic management style, employee retention and employees turnover issues are
raised at the workplace. In the given case study Azlan can use participative management style to
motivate and encourage the workers for performing tasks and duties effectively (Parikh, 2016).
The participative management style is also known as democratic leadership style. It is one of the
popular management styles that helps in decision making process. This management style invites
leaders to participate in the decision making process. In the given case study CEO uses autocratic
leadership style that was not appropriate for the modern business world. This management style
could also affect the efficiency and effectiveness of the workers. If the CEO uses participative
management style then ample of advantages can be taken while initiating the business activities
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Human resource management
and operations internationally. If CEO hires two foreign managers then it will help in
diversification and innovation. The company can use their high skills and talents to perform tasks
and roles globally. With the help of participative management style, workers are aware of what is
happening in the company and hence they take interest to produce more and more in the
workplace (Pichon Sr, 2010). Aside this, this management style helps the subordinates or
workers to get full opportunity to use their efficiency and capabilities. This management style
renders employees more opportunities to improve and enhance their income through good and
effective performance. It gives chance to the workers to determine the future success and
progress of the firm (Giltinane, 2013). This management style increases creativity in the
workplace and it also improve employee retention and reduce the cost of turnover within the
organization. It also improves and enhances the morale and loyalty among the employees. The
level of satisfaction would be high if participative management style is used by the company. In
this management style, there is fewer need of supervision and more emphasis is laid on the
abilities and skills (Khan et al, 2015).
Answer 2
Although, participative management style will lead to teamwork and collaboration still it will
create various issues in the workplace. In the given case study, if CEO uses participative
management style then decision making process definitely will slow down, feedback and inputs
will start pouring down from each side it. Security issues can also be raised if the company uses
participative management style because people get to know all the information and facts. Thus,
there would ample of information and facts be leaked out. If the company appoints two foreign
managers then this management style will not be effective and dynamic because it takes lot of
time and requires long discussion. In this management style, everyone tries to have their say and
mould conditions according to their linking that hinders success and progress. Although,
participative management style is an effective tool for making effective and dynamic decisions
but it affect the productivity and performance of the workers adversely. It increases resistance to
change issues within the organization. The participative management style calls for managerial
and organizational changes in the workplace. Thus, most of the employees resist the changes and
they do not welcome it (Pichon Sr, 2010). It also requires lot of training and development
coaching thus it is time consuming and expensive process. In the case study, the company hires
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two foreign general managers to manage and control the global business therefore; the company
will have to conduct training and development sessions to teach them the work process
effectively. It also has a direct and negative impact on the outputs and effectiveness of the firm
(Saeed et al, 2014).
Along with this, participative management is unable to take one stop solution for ample of issues
and disputes. In addition, the managers or leaders are unwilling to give away some
responsibilities and authorities to their employees that slow down and choke the process of
decision making process (Goleman, 2017). Beside this, managers are failed to understand and
know that participative management is not the same as exercising or allocating the roles and
responsibility. They fail to understand that democratic style also includes considering
recommendations and suggestions of the workers with dignity and self respect. All these will
affect the long term objectives and goals of company. If the organization recruits foreign
managers then the firm will have to face culture and language issues. These issues cannot be
reduced with the help of participative management style. Due to participative management style,
the company is unable to handle the foreign general managers and their staff. In this way,
participative management can affect the long term mission and vision of the corporation
negatively (Hewison and Kitirianglarp, 2010).
Answer 3
There are ample of steps can be taken by the company to handle and manage the issues related to
existing employees and new managers. Some of the steps have been discussed below.
 It has been found that strong and unique communication skills are essential for managing
and controlling the foreign workers. The company should write clear and effective emails
when communicating and collaborating with foreign workers and managers. It will help
in reducing and controlling the various issues and disputes related to the foreign workers
(Cardona and Morley, 2013).
 The organization should clear avenues for the free flow of collaboration and
communication and along with this; the firm should set a clear and dynamic chain of
command.
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 The organization should also focus on the cultural differences to manage the overseas
employees. In addition, the firm should provide training and development coaching to the
workers to learn the culture and language of the different countries (Certo, 2018).
 Apart from this, CEO should motivate the workers by providing rewards and incentives
to them. Some programs and sessions related to motivation must be held by the company
to improve and enhance the performance and productivity of the employees. Moreover,
the CEO should include managers to make effective and unique decisions within the
organization. Participative management style shall be implemented by the CEO to attract
and retain maximum number of employees towards the work (Saks and Haccoun, 2010).
 Furthermore, the firm should make a plan for reintegration and the managers should
develop innovative ways to share knowledge from the assignee’s experience in the
workplace.
 Effective and sustainable human resource management shall be used by the organization
to assist and guide the workers in the international market. It will help the firm to
maximize the productivity and outcomes (Drucker, 2012).
 Unique and dynamic policies, strategies and plans must be made to guide the workers to
perform tasks and duties effectively and smoothly. This will also help the organization to
expand and flourish the business globally (Beierle, 2010).
 A performance management system must be implemented by the top management and
CEO to analyze and monitor the performance and capabilities of the workers. It also
helps in gaining competitive benefits in the international market.
 The company should conduct training and coaching to accept the managerial changes
within the organization (Berger and Berger, 2011).
 Various leadership theories should be explained by the company to promote and
encourage the workers. It will also help to strive and cope up with rivalries in the global
market.
Conclusion
From the above mentioned analysis it can be concluded that HRM plays a significant role in each
and every company to make unique and effective policies for the welfare of the workers. It has
been noted from the given case study that participative management style must be initiated by
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the company to appoint foreign managers and employees. At the end, some recommendations
have been given to handle and control the issues and conflicts related to the workers.
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References
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