TABLE OF CONTENTS
Title
page
Certification
Dedication
Acknowledgement
Abstract
CHAPTER
ONE
1.0
Introduction
1.1 Background of the study
1.2
Statement of the
problem
1.3
Scope of the study
1.4
Objective of the
study
1.5
Purpose of the study
1.6
Definition f key
terms
CHAPTER
TWO
2.0
Literature review
2.1 Concepts of participation
2.2
Types of
Participation
2.3
Models of
participation
2.4
Importance of
participation
2.5
Participation
process
CHAPTER
THREE
3.0
Summary and
Conclusion
3.1 Summary
3.1
Conclusion
References
CHAPTER
ONE
1.0
INTRODUCTION
1.1 BACKGROUND
OF THE STUDY
People can be the firm’s
most important resources to manage. They(employees) can also be the most
challenging resources to manage well. There is a popular adage, which says that
two heads are better than one. Employees who are motivated by participating in
decision making of an organisation will increase effort, which subsequently
improves efficiency and productivity. It reduces the cost of monitoring
employees and it leads to increased commitment (Doucouliagos 1995).
Moreover, in the business
world, managers are faced with a lot of problems and tasks to be performed in
organisation. Although, it has been argued that the effect of size on levels of
employee participation is unclear(Heller et al,1998),most findings shows that
larger organisations adopt more participative management practices than do
smaller organisation. The previously mentioned longitudinal survey of employee
involvement found a significant positive relationship between organisational
size and employee participation practices (Lawler et al,1995).
The importance of employee
participation as a business strategy was first stressed in the late 1920s and
early 1930s. The Hawthorne studies (Mayo,1933;Roethlisberger and
Dickson,1939)gave rise to an increasing interest in the human determinant of
productivity. The ‘human relation’ approach to management emphasized the
importance of communication between employees and their superiors.
The lack of strong empirical
support for these theories, however turned initial enthusiasm into mild
skepticism (Anthony, Perrewe and Kacmar,1993).Due to human limitations the
study of management has advanced into more humanistic aspect of life and this
has further being strengthened by the
urge to discover and know more about the individuals working in an
organisation.
As a result of certain
concept like participation especially as it relates to organisational
performance have attracted the attention
of many psychologists, sociologists and management parishioners. Shokan
O.O,(2000) defines participation to mean having a say in the matters affecting
their job and destiny.
In conclusion,from my own
point of view of this study,managers and the organisation must understand that
participation of employees in an organisation even in the decision making of
the organisation is a major motivating factor to improve organisation
productivity. A final contribution of this study is that it provides support for
the conclusion of Cotton et al (1988) and Black and Gregersen (1997)that
participation should be studied as a
multi dimension construct.
1.2 STATEMENT OF THE PROBLEM
The concept of employee
participation has been misunderstood by many since the involvement from the
field human relations.
In view of this, the problem
of this study is to examine the extent to which employee participation can be
used as a motivational factor for organisational growth. This is because many
organisations are ignorant of the fact that employee participation could even
be more important than money in motivating people to work willingly and well.
1.3
SCOPE
OF THE STUDY
The area of concentration
for this research work is to identify different levels of employee participation
and process of identifying the importance employee participation even in
decision making of the organisation.
1.4
OBJECTIVE
OF THE STUDY
The
objective of the study is to know;
[1] The relevance of employee participation in the decision making of
an organisation.
[2] What organisation derives or benefits for allowing participation
of employee in an organisation.
[3] What employees derive or benefit when they are allowed to
participate in decision making of the organisation.
[4][ How participation brings out the best out of the employees.
[5] How employees participation contribute to high level of
productivity.
1.5
PURPOSE
OF THE STUDY
The purpose of this study is to know;
[1] To know organisation factor that influences the participation of
employees.
[2] To know the effect of employee participation in an organisation.
[3] To know the relationship that exist between employer and
employee.
[4] How an organisation can achieve its aims with the support from
the employees.
[5] To know whether employee participation is the degree to the
organisation productivity.
1.6 DEFINITION OF KEY TERMS
1.
MOTIVATION:
This is the ability to do something
2.
PARTICIPATION:
Having a say in the matters affecting their job and destiny.
3.
ORGANISATION:
This is a process of dividing work into convenient tasks or duties of grouping
such duties in the form of posts of delegating authority to each post.
4.
MANAGER:
A manager is a person who controls people and other activities in an
organisation to achieve a set predetermined goals.
5.
EMPLOYEES:
These are group of people working in an organisation.
6.
INCENTIVES:
This is a form of encouragement given to employees to increase their
performance.
7.
NEED:
A need is the lack of something. The gap between what is and what one desires.
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