Article: Study of Leadership and Stakeholder Participation
Published: May 2008
A Field Study on Stakeholder Leadership and Participation:
The main focus of the study is to give a deeper insight into organizational communication in collaboration with inter-organizational relationship in the non-profit making sector of the economy. The main purpose of this study includes the following:
- Showcase the mutual process of stakeholder presence and participation required to sustain collaborative action in inter-organizational relationship.
- Give researcher an understanding on human relationships that nurture collaborative relations in different organizations.
- Research further describes the relationship between social issues existing in communication and IORs past economical, resource-founded theories dominant in the past.
Research Questions/Hypotheses
The research questions include:
- Is collective action prevalent in organizations? The theory tries to establish the importance of organizational communication on mutual interests of members of an organization and gains from the whole process.
- Does participation have an effect on productivity? Is it measurable?
- What is the relationship between participation and empowerment?
Research Methods
The Study used qualitative method of participatory observation, interviews which were semi-structured to interpret communication in leaders and stakeholder involvement in collaborative inter-organizational relationship.
Analysis of data collected
- The study used Data mining as one of its analysis techniques which includes study of past researches carried out to back theories leveled.
- Perception mapping of responses made by those interviewed.
Results of study
- There is considerable proof on experiment to relying on theory on participation beyond the study carried out.
- Participation has small effect on productivity which can be correctly measured but has a significant effect on employee gratification. The most evaluated results in participation study are productivity and satisfaction. (Locke and Schwieger in 1979 carried out a research on participation and was one of the earliest to be undertaken).
- There is a direct relationship between empowerment and participation with respect to satisfaction and performance in the workplace. In the book collective action in organizations, Marshall and Stohl, page 137 key out empowerment as one main factor of participation.
Conclusion
Participation and organizational communication are closely related in literature study and review as supported by Marshall & Stohl, 1993. Workplace democracy and employee involvement are also inter-related whereby the former defines the organizational culture which would include employee involvement as one of its approach. Employee involvement is an organizational approach in leadership where employees are brought on board policy formation and decision making. Participation is important in present times as human resource is concerned. Each and every firm in its individual hierarchical and operational structure is trying to involve all persons from various levels. This is important in collaborative inter-organizational relationship which is underlying in participatory systems that require bringing on board of various stakeholders to define processes and other functions in the firm. It is a credible operation in establishing a strong collaborative work force that is inspired to deliver up to expectation and meet the set targets by the organization.
The study will be helpful in giving an insight on the dependence and relationship of all these variables namely; communication, Participation and Employee involvement to the human resource and stake holders of a firm.
Work cited
Alan, Koschmann. Communication in Collaborative Inter-organizational Relationships: A Field
Study of Leadership and Stakeholder Participation. Carlifonia: Cambridge University Press
Bradley, Brian. Jansen, Polyester., & Silverman, L. The nonprofit sector's $100 billion
opportunity. Harvard Business Review, 81(5), 94-103.
Marshall, Stohl. Collective Action in Organizations. New York: Free Press, 1993. Print.
