Each individual's performance is latter evaluated using the same goals. The self-monitoring procedures help maintain a focus on one's own behavior, provide immediate feedback, and prompt self-reinforcement. Participative management appeared in the 1960s, "in an anti-taylorist context" (Barber, 1989: 6), and represents the "third managerial revolution" (Alutto and Acito, 1974; Jeannerod-Dumouchel, 2014; Preston and Post, 1974). ... 3.4.2.3 Conclusions About Management by Objectives. The style engaged the whole organization or the specific team, with the responsibility of achieving objectives being spread across. ADVERTISEMENTS: (2) It motivates the employees to contribute their maximum and provides an … He concluded the style to be the best in terms of long-term benefits to organizations. Hence it promotes equality amongst the members of the organization. MBO is a management theory that has had a great impact up until the present day. This article provides a practical explanation of Participative Management.Participative Management is a management tool that offers opportunities to all employees to contribute to policy and decision making at work that helps achieve business objectives and promotes job satisfaction..

The business concept of management by objectives (MBO), pioneered in the 1960s, has become a common theme in health management. To be successful, MBO programs should include commitment and participation in the MBO process at all levels, from top management to the lowest position in the organisation. Workers’ participation in management is an essential ingredient of Industrial democracy. Objectives of Participative Management Participative management acts as a force to motivate employees to meet specific organizational goals.

Participative Management is also called Participatory Management. In India, according to the Industrial Policy Resolution 1956, the aim of the government in advocating workers’ participation in management is “a part of its overall endeavour to create a socialist society, wherein the sharing of a part of the managerial powers by workers in considered necessary”. Using Participative Goal-Setting to Teach Self-Management Participative management style Hajzler (2011) characterizes participative management style and freedom at work with these four main features: x commitment - employees voluntarily commit to do their tasks, they are willing to negotiate about the objectives and procedures x mastery, autonomy and meaningfulness - the three needs that create the system. Providing consequences to oneself for performance is another self-management technique.