All participate equally of the decision taking. The organization is democrtica' '. When all the ones that are part of the company, exactly that they have operational functions, can think through the dialogue, becoming involved themselves in the quarrels of ideas, the critical one based and the respect to the opinions of the other. This strengthens the participation of the group and can lead to a satisfactory agreement of the involved ones as well as the motivation. Schermerhorn (2007, P. 177) says that ' ' the participation can increase the creativity and the available information for the planning. It can also increase the agreement and the acceptance of the plans, beyond the comprometimento stops with its sucesso' '. Whenever the company perceives that its collaborators can act, not only in the execution of the tasks, but, in the planning giving suggestions, criticizing, etc, all tend to earn.
As much the employee, who goes to develop its potentiality better, as the company, who will have greaters strategies and cohesion. Taking in consideration the formal structure of the organizations, that in elapsing of the years if has kept unbroken for traditional organizations, in accordance with Rangel, (2008, online): Beyond the mannering aspects, the participativa administration also redesigns implies it of the structures. Positions, work groups and the structure as a whole, are organized in way that the participation depends, not only of the attitudes and favorable disposals of the people, but also and mainly of the system of norms and procedures. The structure must stimulate the people to the participation. The participation of the employees in the organizations has left of being only one informal, voluntary and sporadical attitude, to be part of the formal, involuntary and constant system.
The managers have perceived that the differences between the people constitute a powerful force, for the dynamism and the functioning of the group. The decentralization provides agility in the processes, had the sectors to be linked the communication flows more quickly; as well as the power is distributed, allowing the taking of decision in the place that occurs the problem, making with that it does not have breaking in the supply of the product or service to the customer (MINTZBERG, 2003). The participativa management reduces time wastefulness and money, speeding up the conditions of competitiveness of the company, it always is to the front of the competitors. Therefore its processes are not emperrados, but, dynamic and efficient, for being able to count on the ability of all the collaborators. So that it has greater envolvement on the part of the collaborators the necessary organization if to show sensetized in relation to the individual interest of the employees; therefore in such a way it will only obtain to make with that the interest of the company also is valued. Rangel (2008, online) says that ' ' it has greater participation when the interests of the individual and the group are tied, that is, when the integrant ones if know well and can communicate in a reliable climate ' '. The company is formed by human beings and when they will be valued as such, then the manager will have all the collaborators as if they were only one with company. This efficient tool guarantees competitiveness, to the step that can have its motivated collaborators, engaged and involved with the organizacional management.