Name: Bhavya V Desai

Roll No: P40012

8-14. Do you think sometimes managers are justified in not taking their employee’s
advice? Why or why not?
Ans. Yes, because sometimes the decision needs to be taken in a very short period of time and
consulting employees may not be an option as it may lead to delay in the process of decision
making. There are many tough decisions which are needed to be taken by a manager which
may be against the employees but are critical for the functioning of the organisation (i.e
downsizing), indulging the employees in making of such decisions may be unwanted as they
may bring their own personal bias and may put self-interest above organisational interest.
8-15 How should managers handle their employee’s dissatisfaction with not having their
advice put into practice?
Ans. The manager should let the employee know that his/her inputs are valued and then try to
give a reason as to why the employee’s advice was not implemented. This would not only make
the employee feel valued but will also motivate him to come up with better alternatives next
time his opinion is asked.
8-16 Which do you think is the most effective form of employee involvement and
participation (EIP) program, participative or representative management? Is it possible
to implement elements of both? Why or why not?
Ans. Representative Management is the most effective form of EIP program as it is not time
consuming as the advice and consent of every employee is not seeked. It also lets only
competent and people who are interested in decision making to enter the process. The
representative group can be elected in a democratic manner. Hence, the representative
management method is governed indirectly by the participative management method.