The success of an organization heavily depends on their staff and the relationship they have with
their supervisor and leadership. exceptional managers are ready and to help you learn and grow
your skills, is a role model, supports and has an authentic interest in your well-being, outstanding
motivator and is a participative manager. A participative manager "consults with their employees.
consulting them on problems and decisions encouraging they work as a cohesive team,
involvement, contribution and responsibility" (Newstrom, 2015, Pg. 220) from the employee.
Participation has excellent potential for developing employees and edifice teamwork, this does
pose some difficultly with implementation e and can fail when poorly applied or if executives do
not perceive in its value. When it is effectively implemented, two of the best results are
acceptance of change and a strong commitment to goals that encourage better performance
(Newstrom, 2015, Pg.217)
I employed this specific method as a participative manager/director wellness. I was a consultant
and I was brought in many times to save small assisted living facilities from closing. Many
times, these facilities were on the verge of bankruptcy, in bankruptcy and were not in compliance
with the state. Which means they did not meet the state minimum standards. One particular
facility that I worked at for one year was the first time that it was in compliance with the state. A
whole new management team was brought in and I was in charge of cleaning up, clearing out
and bringing the facility back into alignment and compliance. My approaches were to have a
townhome meeting and asked the employees what worked and what did not. And how could we
as a team bring about positive changes. I made no drastic changes right away as that is not fair to
anyone to give the right impression when you first command and take over a leadership role. I
am very much a hands-on leader but I do not micromanage. An example of this is the 3rd shift
staff would make out their own schedules and when I came to work at the facility and had a
meeting, they handed me the schedule and said this is what we've been doing without having
clear leadership. I asked the questions that I would be required to answer, are all staff on the in
agreement with the schedule? No overtime was required to meet the staffing needs? And most
importantly what reasonable changes could be made to make a better working environment for
them? I found it amazing that they were ready to take the stance and ready to argue why the
schedule worked best for them and to defend their position. I caught them off guard when I said
okay as long as those requirements are met on fine with it. I hate doing scheduling, as above it
says that the executives are not on board it makes it a very difficult process. Our Chief Executive
Officer was trying to do the best that he could and he was