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Even big companies are embracing a democratic style

What if you could vote on your CEO's performance?

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Imagine a company that:

•Lets you vote on the CEO's performance – and lets you, not your boss, determine your work projects.

•Uses e-mail discussion lists to make critical decisions, practicing full transparency so everyone is kept in the loop.

•Rotates all leadership roles on a regular basis.

Sound far-fetched? It's not. These innovative examples of organizational democracy – and many more like them – are being practiced in companies around the world. And it's not just a fad among startups. It's a growing trend that reflects an inescapable fact: Businesses that embrace a democratic style are building healthier workplaces – and better bottom lines.

Even giant companies are waking up to this reality. Last April, our company, WorldBlu, inaugurated the WorldBlu List of Most Democratic Workplaces. Most were small to midsize firms. But this year, a Fortune 500 company, DaVita Inc., is among the winners. And we expect more in the years to come.

Progress may come slowly. After all, it took thousands of years – and a monumental change in human thought – for nations to cast off command-and-control models of government and replace them with democracies. However, with advances in technology and the Internet, shifting generational views about the need for more collaboration, and growing interest in responsible business practices, democracy may come quicker than we think. Regardless, it's a shift all businesses must make.

Why? Because in recent years the hierarchical corporate model has begun to reveal its weaknesses, leading to a breakdown in transparency, accountability, and integrity. The results – from Enron to the HP spying scandal – speak for themselves.

I've spent more than a decade studying organizational democracy and have come to realize that businesses have an ethical and moral responsibility, as well as a fiduciary duty, to operate democratically. And it's time we close the gap between demanding democracy as the way we want to live – but not the way we get to work.


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