WCI Participatory Management

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Woodward Communications, Inc. embraces the management philosophy pioneered by Alfred J. Marrow in the late 1940s. Essentially, Marrow discovered that on matters which workers know best -- their own jobs, the working conditions, operation of equipment, etc. -- they have far more informed opinions than top managers who lack first-hand experience. Employees, he found, are very capable of making practical suggestions to cut costs, simplify procedures, and increase revenues because they have direct experience and knowledge of their jobs.

Participatory Management is an approach or style of WCI's culture that encourages participation from every person in the organization, unit or group who is, or will be affected by a problem situation, the solution to the problem, or a decision. Whenever possible, decision-making is pushed to its lowest effective level, thus empowering all employees to take their share of responsibility for the success of the organization.

Typically, before a decision is made or course of action taken, those individuals who will be asked to carry out the decision or who will be affected are to be consulted for their input.

With this change in corporate culture, WCI embarked on a progressive journey toward the re-definition of its shared purpose, goals and Mission Statement.

WCI took this management philosophy one step further in 1992 when it gave employees part ownership in the company through an Employee Stock Ownership Plan. The ESOP ensures that employee owners now share, not only in the making of decisions, but also in the rewards resulting from those decisions.