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Third, the use of participative management is considered one of the most effective approaches to creating a strong, positive catalyst for change consolidation in any business (Wang, Howell, 2010). Participative management provides the foundation for employees to also have a strong degree of autonomy, mastery, and purpose in their jobs as well (Ramsey, 2010). With all of these factors coordinated, consolidating change within an organization becomes more effective and lasting as a result.
Fourth, for participative management to be effective however, leaders in any company must be willing to be accountable and transparent about their goals, objectives, motivations and plans (Eisenbeiss, Boerner, 2010). Accountability is also the foundation of trust as well, which underscores all approaches to successfully consolidating change (Wang, Howell, 2010).
Fifth, all successful change management strategies also concentrate on providing employees with the opportunity to gain and give greater feedback as well. Studies of successful leaders show that feedback is critical for trust to be attained over time, as two-way communication must be present for this to occur (Eisenbeiss, Boerner, 2010).
Conclusion
References
Eisenbeiss, S., & Boerner, S. (2010). Transformational Leadership and R&D Innovation: Taking a Curvilinear Approach. Creativity and Innovation Management, 19(4), 364-372.
Ramsey, R.. (2010, October). are you missing out on the power of purpose? SuperVision, 71(10), 19-21.
Rijal, S. (2010). Leadership Style and Organizational Culture in Learning Organization: A Comparative Study. International Journal of Management and Information Systems, 14(5), 119-127.
Wang, X., & Howell, J.. (2010). Exploring the dual-level effects of transformational leadership on followers. Journal of Applied Psychology, 95(6), 1134.
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