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1. Usman, M., Ghani, U., Cheng, J., Farid, T. and Iqbal, S., 2021. Does Participative Leadership Matters in Employees’ Outcomes During COVID-19? Role of Leader Behavioral Integrity.

2.Usadoolo, S., 2021. The Influence of Participative Leadership on Agricultural Extension Officers’ Engagement - Sam Erevbenagie Usadolo, 2020. [online] SAGE Journals. Available at: <https://journals.sagepub.com/doi/full/10.1177/2158244020947435> [Accessed 10 November 2021].

3. Clement, B. and Themba, M., 2021. The effects of participative leadership on organisational commitment: Comparing its effects on two gender groups among bank clerks..

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It is dominant in our NGO because:
1-We are a group with different speciality backgrounds thus it helps us collaborate information from multiple fields in reaching out goals.
2- We also have interns and students who are not yet fully qualified professionals. This leadership style makes it easy for them as subordinate to feel free to suggest their opinions with out pressure.
3- The work out NGO does is very demanding thus having a good environment where the responsibilities are shared helps decrease stress.
4- Motivated- Having a leader who regularly motivates you helps you work more harder and improve your skills
5- All wins are for the team and so are the losses. No one is overly blamed or praised for the outcomes

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1- Communication skills workshop- Regular communication training is required to maintain peace and avoid conflict in the team.
2- Equal distribution of information- Information should be shared equally and fairly to all members so everyone can make an informed contribution.
3- Fair treatment- leader must always remain fair and unbiased to all members. Must not have favourites but consider everyone’s opinions.
4- Avoid Embarrassing team members in front of the team as it will make it hard for them to engage in future conversations. If you feel a team member is not as engaging, approach them in private.
5- Encourage team members to develop- Allow members to identify their own weaknesses and provide them with skills to improve. They Will feel more empowered and gives them an opportunity to provide themselves with internal feedback to improve

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1- Cognitive trust- promotes confidence and reduces uncertainty to leader from the team to leader with out fear as the leader recognises their efforts.
2- Affective trust- when the team feels like they are treated with dignity by the leader they feel obligated to reciprocate such behaviour and emotional attachments
3-Organisational citizenship behaviour- the team members become confident that the organisation will look after their interests and advance their careers
4-Continuous Commitment-  with good working conditions employees are able to calculate and analyse the organisation risks and benefits but still purposefully choose to stay with the program
5-Reduction in change resistance - change is suggested, decided upon and implemented by the whole team thus chances of resistance is slim.

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It is effective as we can learn from Usadolo’s article titled “The Influence of Participative Leadership on Agricultural Extension Officers’ Engagement” as it:

1. Facilitates and encourages free flow of ideas from everyone as it gives subordinates a share in decision making.
2. It decreases unhealthy competition -as there is less concern about original ownership of an idea but all ideas put  together helps the whole  team.
3. Improves working environment- People feel more valued and a part of the organisation. There is less pressure to be forced to stand out.
4. Helps accelerate decision making- knowing that everyone contributed it helps the team be more confident in decisions making.
5. Promotes collaboration- Team members are provided with flexibility to work together to achieve the same goal while improving communication

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Also known as democratic leadership is a leadership style that encourages participation and involvement of all team members to achieve the organizations aims and goals.
As per an article written by T.Mjoli and C.Bell titled “The effects of participative leadership on organisational commitment “ it is a leadership style where everyone’s  views and opinions are collaborated in decision making.
The leader functions as a coach that facilitates all employees to openly demonstrate their ideas while eradicating all obstructions and threats to achieve set goals
It works well for our NGO because not only does it improve morale it also creates a pleasant and motivated working environment and improves retain.
It helps shares the challenges and achievements of the organisation while making no one feel sidelined.

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What is the dominant management style in the organization?

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What is the dominant management style in the organization?

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Leaders are made not born. People become great leaders by observing, learning and teaching others.
our organization is managed by a combination of coaching and transformational leadership but participative leadership remains dominant.