ABSTRACT
This
study is primarily concerned with findings out The Effect Of Employee
Participation In Decition Making On Productivity . Six research questions were
constructed to guide the study. The subject consisted to Chief Executives,
Middle and operational level managers of private and public organisations.
The
questionnaire used for the survey contained twenty-two questions. The data
collected were analyzed, Using Yaro Yamane and burleys proportional allocation
formula.
The result of the research revealed
that high productivity has a great effect on worker over – all behaviours and
productivity. It was clearly dis – covered that high productivity schemes in
organisations have a great effect on worker lateness to work, absenteeism,
employee hospital bill, teamwork, initiative and work efficiency, among others.
The implication of the research
included among other things that employees of labor should pay more attention
to high productivity programs since they contribute sufficiently to optimal
productivity of organisations. It is strongly recommended that organisation are
yet to introduce high productivity programs should do so without further delay.
The summary of this work also recommended a further research in an attempt to
finding a total disclosure of organizational reward on the productivity of
workers In Nigeria.
TABLE
OF CONTENTS
CHAPTER
ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
1.2 STATEMENT
OF THE PROBLEM.
1.3 OBJECTIVE/PURPOSE
OF THE STUDY
1.4 RESEARCH
QUESTIONS
1.5 RESEARCH
HYPOTHESIS
1.6 SIGNIFICANCE
OF THE STUDY
1.7 SCOPE OF THE STUDY
1.8 LIMITATIONS
OF THE STUDY
1.8 DEFINITION
OF TERMS
REFERENCE
CHAPTER
TWO
REVIEW
OF RELEVANT LITERATURE
2.1 THEORETICAL FRAMEWORK OF THE STUDY
2.2 CONCEPTUAL FRAMEWORK
2.3 HISTORICAL BACKGROUND OF NIGERIA BOTTLING
COMPANY, IMO STATE BRANCH
2.4 CURRENT LITERATURE ON THEORIES POSTULATED
ABOVE
2.5 FACTORS WHICH AFFECT THE PERFORMANCE OF
INDIVIDUAL EMPLOYEES.
2.6 HIGH PRODUCTIVITY FOR PROMOTING
WORKERS
2.7 PROVISION OF GOOD INFRASTRUCTURAL
FACILITIES
2.8 WAYS EMPLOYEES CAN PARTICIPATE IN DECISION MAKING FOR HIGH PRODUCTIVITY
2.9 SUMMARY OF REVIEW
REFERENCES
CHAPTER THREE
3.0 RESEARCH DESIGN AND METHODOLOGY
3.1 RESEARCH DESIGN
3.2 SOURCES OF DATA
3.3 POPULATION OF THE STUDY
3.4 SAMPLE DESIGN AND DETERMINATION OF SAMPLE
SIZE
3.5 METHOD OF DATA COLLECTION
3.6 METHOD OF DATA COLLECTION
3.9 METHOD OF DATA ANALYSIS
REFERENCES
CHAPTER FOUR
DATA PRESENTATION AND
ANALYSIS
4.1 DATA RESEARCH
4.2 TESTING OF HYPOTHESIS
REFERENCES
CHAPTER FIVE
5.0 SUMMARY, RECOMMENDATION AND CONCLUSION
5.1 SUMMARY OF FINDINGS
5.2 CONCLUSIONS
RECOMMENDATIONS
BIBLIOGRAPHY
APPENDIX
CHAPTER
ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
It should be
recanted that a decision is a choice where by a person forms a conclusion about
a situation. Costello, and zalkind, (1963:334), confined the term decision
making, to a choice process, choosing one from among several possibilities.
However, decision
theory in Costello, et al (1963: 387) largely considers decision making as the
process of making a single choice among course of action at a particular point
in time, this depicts a course of behavior about what must be done or vice
versa. Decision is however, the point at which plans, policies and objectives
are translated into concrete actions. Planning engenders decisions guided by
company policies and objectives, procedures and programmes. The aim of decision
making is to channel human behavior towards a future goal.
Decision-making is
however, one of the most germane activities of management. It has been the
preoccupation of all the management of multifarious organization ranging from
small-scale organization to multinational corporations.
Decision in an
organization involves the process of taking action by some official person or
body to approve, modify or reject a preferred position on an issue or group of
issues. This could in the form of enactments of legislation or an issuance of
an executive order in an organization. This process involves the art of day -to
-day decisions that are applied in the running of an organization.
For decision to be
assumed to be effective there must exist competing alternatives. Before
effective decisions are taken some
proposals will be rejected, others accepted,
still others modified. The differences will be narrowed: bargains will be
struck until ultimately, in some instances, the decision will be only a
formality. In other words, the question will be in doubt until the votes are
counted or the decision is announced.
Managers many at
times consider decision making to be the heart of their job in that they must
always choose what is to be done, who will do it, when, where and most of the
time how it will be done.
Traditionally,
managers influence the ordinary employees and specifically, their immediate
subordinates in the organization. This has resulted in managers making
unnatural decision even in areas effecting their subordinates.
In Germany, around
1951, a law enacted which provides for code termination and requires labour
membership in the supervisory board and executive committee of certain large
corporations. However the participation of labour in decision making process
resulted to relatively and peaceful labour management relations.
Additionally, the
Japanese management uses decision making by consensus in which lower-level employees
initiate the idea and submit it to the next higher-level unit it reaches the
desk of the top executive. If the proposal is approved, it is returned to the
initiator for implementation.
It is in this
context, that the researcher wishes to assess the impact of employees
participation in decision making on organizational productivity in Nigerian
public sector organizations, using Nigeria Bottling Company imo State Branch as
a case study.
1.2 STATEMENT OF THE PROBLEM.
There has been
lots of controversy as to whether an employee should participate in decision
making or not. Some writers argued that employees should contribute in making
decision more especially where it affects them or their jobs. It is expected
that such participation will serve as training and testing ground for future
members of upper management.
In Nigeria,
experts that refuted the above assertion see the arrangement as a symptom of
mal- organization. They maintained that, qualified, reasonably, honest and
company oriented individuals are not available at these lower organizational
levels. But, the big question is, are qualified individuals really available?
All these underlay the need for an investigation study.
1.3 OBJECTIVE/PURPOSE OF THE STUDY
The general
purpose of this empirical study is to assess The Effect Of Employee Participation
In Decision Making On Productivity in public sector organization in Nigeria
with reference to Nigeria Bottling Company Imo State Branch.
The specific
objectives are:-
To assess the
impact of employee participation in management decision – making of Nigeria
Bottling Company Imo State Branch.
To ascertain the
impact of employee participation or non-participation in management decision on
productivity of the organization.
To make
recommendations based on the research findings.
1.4 RESEARCH QUESTIONS
In a view to
accomplishing this research work effectively the research poses the followings.
Do management
staff make decision without pre and post discussion and consultation with
employees?
Do management
change decision when rejected by employees?
To what extent do
employee participate in decision making?
How often do
employees meet to discuss with managers?
1.5 RESEARCH HYPOTHESIS
The researcher
formulates the following hypothesis based on the objectives and problems of
this research work.
HYPOTHESIS I
Ho: Management
staff makes decision without prior discussion and consultation with employees.
Hi: Management
staff make decision with prior and consultation of the employees.
HYPOTHESIS II
Ho: That the
management of Nigeria Bottling Company imo State Branch does not change
decisions when rejected by employees.
Hi: That the management of Nigeria Bottling
Company imo State Branch change decisions when rejected by employees.
1.6 SIGNIFICANCE OF THE STUDY
This research work
will be relevant to the mangers and employees of Nigeria Bottling Company imo
State Branch. It will also be beneficial to other public sector organization in
Nigeria- it will also be of prodigious importance to government, academicals
potential and future researchers on the issue of employee participation in
managerial decision making.
This empirical
study is also germane to the researcher since it is a partial requirement for
the award of B.sc. Degree in Business Administration.
1.7
SCOPE OF THE STUDY
Economic
development activities are usually hampered in a country with high rate
oflabour disagreements; since productivity/national output will be low,
inflation and rate of unemployment will be high while there will be an increase
in social vices. Since labour disagreements originate from the exclusion of
employees in decision making in matters that affect them, such disagreements,
can be prevented through the adoption of a personnel management
approach(whether direct or indirect) that guarantees employees participation in
decision making in matters that affect them.
1.8 LIMITATIONS OF THE STUDY
A work of this
nature is not easy to consummate or accomplish. And, as a result of financial
problem, time constraints, apathy on the part of respondents and bureaucratic
procedures involved in releasing data seriously affected the study.
1.8 DEFINITION OF TERMS
1. WAEC -
West Africa Examination Council
2. NECO – National
Examination Council Organization
3. ANAMMCO –
Anambra Motor Manufacturing Company
4. CKD –
Completely Knocked Down
5. B.SC. –
Bachelor In Science
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