Top-down business practices vs democratic workplaces--which is better?

Democracy, according to classical principles, raises the concept of individual from that of a subset of a group, to a recognized actor whose input is critical to the group’s functioning (Manville & Ober, 2003).  Inherent in this definition are the notions of collective action and mutuality, implying trust and respect, as well as a sense of responsibility toward the collective (Manville & Ober, 2003).  Juxtaposed to these ideals is the recognition of the significance of diversity, manifested not only as individual differences but also as the aggregate of  unique entities whose collaborative efforts can represent a more holistic approach to problem solving that that offered by a hierarchical structure (Levine, 2003).  While these definitional aspects represent an idealized set, they can be useful in establishing a basic set of norms for bringing democratic practices into the workplace.  Diversity as a construct within which individual abilities and talents are recognized and valued, leads to a couple of democratic principles as logical extensions. The first is self-determination, meaning that individuals are encouraged to develop their unique qualities and talents within the organizational structure; the next is participation in the decision-making.  In this essay, I will define individuality and collective action as democratic principles and explain how they are synergistic components of diversity in the workplace.

Self-determination and collective action     

            The concept of self determination includes not only autonomy and the right to choose, but includes in a democracy implications of “authorship of decisions” that influence one’s environment and a sense that one’s ideas are regarded as significant-- and one’s participation is important as well(Post, 2005).  In an organization that values diversity, individuals are encouraged to participate in the decisions that shape their ability to function within the organization; Gratton (2005) has described this as engaging in a mutually respectful relationship with the organization wherein an individual’s right to participate in the definition of the relationship is recognized (p. 577).

            Collective action is the other facet of a diverse organization and involves what Manville and Ober (2003) have described as a democratic “practice of process,” that is, deliberately creating an environment within which individuals gather and deliberate decisions, offering their solutions with the expectation that they will be considered as viable alternatives.  This can only occur in an environment that encourages transparency and accountability; group members are allowed full access to relevant information, including the manner in which final decisions are reached, and hold themselves and each other accountable for full participation and maintaining high personal and ethical standards in the process (Manville & Ober, 2003).

            Both autonomy and collective action as democratic principles function best within an environment that recognizes the importance of diversity and the multiplicity of perspectives it offers. Intrinsic to this, though, is the assumption of a set of shared values, of mutual trust and desire to reach objectives that are significant to the group as a whole (Gratton, 2005; Manville & Ober, 2003). Hence, individuality and collective action are synergistic and central aspects of democracy.

Conclusion

            Diversity in the workplace can be more than recognition of the aggregate of individuals that populate it.  First is the recognition of the unique perspectives brought by each individual and the concept that this uniqueness is intrinsic to democratic functionality.  One can construct, therefore, a model of diversity in the workplace as appreciation of the multiplicity of perspectives.  Furthermore, this model would necessitate honoring the autonomy and self-determination of individuals.  Finally, it would mean creating an environment where this diverse collection of autonomous individuals can express their opinions and deliberate, within a transparent and mutually enforcing environment, so that decisions reached benefit the collective. Implicit within this ideal are personal and group accountability, as well as agreed upon ethical standards and norms. These tenets promote democratic workplaces, an ideal that some feel is a logical development in the near future.