The Participative Model of Organizational Development

To begin with, the correlation between participation and collectiveness should be established in order to define its value to the enterprise. Thus, the participative model of organizational development is primarily focused on allowing employees to take an active part in the life of a company despite their professional status (Chan, 2019). As a result, the enterprise’s staff begins to feel like a team, feeling responsible for their own contribution to the business’s development and establishment in the market. Moreover, while everyone is involved in the process, it becomes easier to outline every slight problem tackling the organization, making it possible to be more solution-oriented in terms of the work process. Finally, when every employee participates in the decision-making process, he or she feels extremely responsible for the area of individual influence, and, as a result, ensures constant development in terms of expertise and competence in the field. Taking everything into consideration, it might be concluded that absolutely all organizations are to pay much attention to the aspects of development within the company while making sure that all of them work in symbiosis to secure even better results in the future.

References

Achterbergh, J., & Vriens, D. (2019). Organizational development: Designing episodic interventions. Routledge.

Chan, S. C. (2019). Participative leadership and job satisfaction. Leadership & Organization Development Journal, 40(3).