Values and Rationales of Key Organisational Members for Participation

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Abstract
Clarification of the term participation is sought through asking key organisational members, (a) why participation is being introduced in their organisation; (b) what are the conditions seen as necessary for its success; (c) what is the likely process in participative meetings; and (d) what are the likely outcomes of participation. Managers in large companies were found to give reasons for introducing participation in terms of increasing opportunities to communicate to employees and to gain acceptance of decisions. Managers in small companies see the benefits of participation primarily in terms of increased employee morale. Endorsement of participation occurs more often in modern organisations (light engineering, trained younger managers and less entrenched unions), where managers see it as a forum for two‐way communication. In traditional organisations (heavy engineering, traditional managers, entrenched unions) participation is seen as a response to political and union pressure and is endorsed only grudgingly.

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