Vision and Mission

PARTICIPATIVE MANAGEMENT REFERS TO AS AN OPEN FORM OF MANAGEMENT WHERE STAFF IS ACTIVELY INVOLVED IN MANAGEMENT’S DECISION MAKING PROCESS. THE CONCEPT IS APPLIED BY THOSE WHO UNDERSTAND THE IMPORTANCE OF HUMAN INTELLECT AND SEEK A STRONG RELATIONSHIP WITH THEIR STAFF. THEY UNDERSTAND THAT THE TEACHERS ALONG WITH THE NON-TEACHING AS WELL AS HOSPITAL STAFF ARE THE FACILITATORS WHO DEAL DIRECTLY WITH THE STUDENTS OR PATIENTS AND ACHIEVE THE FAVOURABLE OUTCOMES. TO ENHANCE THE QUALITY OF WORK ENVIRONMENT, THIS FORM OF MANAGEMENT HAS BEEN ADOPTED BY US. WE WELCOME THE INNOVATIVE IDEAS, CONCEPTS AND THOUGHTS FROM THE STAFF AND INVOLVE THEM IN DECISION MAKING PROCESS.
 
THE IDEA BEHIND STAFF INVOLVEMENT IN DECISION MAKING IS ABSOLUTELY STRAIGHT. OPEN AND HONEST COMMUNICATION ALWAYS PRODUCES GOOD RESULTS BOTH FOR MANAGEMENT AS WELL AS WORKERS. FREEDOM AND TRANSPARENCY IN MANAGEMENT’S OPERATIONS TAKE IT TO THE NEXT LEVEL AND STRENGTHENS THE BASIS OF THE ORGANIZATION.
 
PARTICIPATIVE MANAGEMENT IN ITSELF DOES NOT ENSURE SUCCESS AND ISN’T SEEN AS TOOL TO CREATE MAGIC WITHIN NO TIME. WE BELIEVE THAT THERE IS CERTAIN GROUND PREPARATION REQUIRED BEFORE WE DECIDED TO IMPLEMENT THIS MANAGEMENT STYLE.
THE FOLLOWING THINGS FORM THE GROUND THAT ARE A MUST TO BE FOLLOWED IN ORDER TO MAKE PARTICIPATIVE MANAGEMENT A SUCCESSFUL IDEA:
CLEARLY DEFINED OBJECTIVES:EACH PARTY TO DECISION MAKING CALLED AS THE PARTICIPANTS NAMELY THE MANAGEMENT AND THE STAFF MUST HAVE CLEARLY DEFINED OBJECTIVES. OPERATIONALLY THERE SHOULD BE NO CLASH BETWEEN THE OBJECTIVES.
CLEAR COMMUNICATION:THERE SHOULD BE CLEAR AND TIMELY COMMUNICATION BETWEEN THE MANAGEMENT AND THE STAFF. THIS HELPS IN BUILDING TRUST BETWEEN EVERYONE. STAFF ALSO GAINS 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 STAFF TO CHOOSE THEIR REPRESENTATIVE FROM AMONG THEMSELVES AND ONE WHO IS ACQUAINTED TO ALL. 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 STAFF: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 STAFF PARTICIPATION:STAFF 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.
STRICT ACTION AGAINST THOSE ERRING:SINCE PARTICIPATIVE MANAGEMENT REQUIRES STRUCTURAL AND CULTURAL CHANGE WHICH TAKES TIME, THERE IS RESISTANCE TO CHANGE OFFERED BY THE WORKERS ESPECIALLY THOSE WHO PERCEIVE IT AS A THREAT TO THEIR STATUS AND AUTHORITY WITHIN THE ORGANIZATION. IF ALLOWED TO TAKE SHAPE A NATURAL SPEED, IT WILL TAKE TIME TO SHOW RESULTS. THEREFORE, SOME LEGISLATIVE ACTION IS REQUIRED AGAINST THE ERRING EMPLOYEES.
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 A BIG ORGANIZATION LIKE OURS I.E. THE ONES WITH BIG EMPLOYEE SIZE. THE IMPLEMENTATION  NEEDS TO BE CAREFULLY PLANNED AND IMPLEMENTED GRADUALLY.