Sheet 70
STAFF PARTICIPATION
1 Denial of Staff Participation
The objectives and scale of activities of organizations are distinctly much larger than those of any individual. The influence and effects brought about by these are similarly much more immense. Perhaps, for this reason, be it the burden oftheir responsibilities or a fear of failure, there is a general tendency among supervisors, to give little credence to the new ideas or initiatives of the staff, and refuse their staff participation in the decision making process. The following are a few common examples of the mentalities of supervisors.
・Staff should obey their boss' directions without objection.
・Supervisors, who bear the ultimate responsibility, should be the ones doing all the thinking.
・Questions and ideas from young and inexperienced members of staff are irritating for supervisors.
・Staff who suggest better ideas than their supervisors are impertinent.
・Good employees are "yes" men/women.
・Random ideas from staff who have no responsibility over action may not be considered seriously.
・Staff may put forward ideas, but supervisors alone should make all the decisions.
・When supervisors were junior members of staff, they remained silent and kept their ideas to themselves. They now believe that their own staff should do the same.
2 Participation and a Sense of "This is My Business"
Human beings feel that matters are their concern if they have participated and joined in at the decision making stage. They may, on the other hand, lack interest in a matter that has been decided by others, even if they themselves are given the task of implementing it. It is therefore important to involve staff in establishing directions at the planning stage, and arrive at the most satisfactory decision after joint discussion. In this way, the motivation of staff towards achieving the goals, or implementing the plans, will be greatly enhanced, and the morale of staff may be raised as a result.
It should be noted that staff will not be motivated if asked to participate (in deciding directions and plans) merely out of formality. It is essential to have real participation from staff throughout the entire process from the stage of deciding goals and plans, to the completion of the task concerned.
For real staff participation, it is essential for supervisors to note the following points.
