TABLE
OF CONTENTS
APPROVAL …… …..…………………………………………………………… i
CERTIFICATION ….……………………………………………………………. ii
DEDICATION …….…………………………………………………………….. iii
ACKNOWLEDGEMENTS …………………………….…………………….… iv
LIST OF TABLE ……………………………………….………………………… v
ABSTRACT …………………………………………………………………….. vi
CHAPTER
ONE
INTRODUCTION
- Background of the Study ……………………………………………….. 1
- Statement of the Problem ………………………………………………. 5
- Objectives of the Study …..……………………………………………… 6
- Research Questions ..…………………………………………………… 7
- Research Hypothesis …………………………………………………… 7
- Significance of the Study ……………………………………………….. 8
- Scope of the Study ………………………………………………………. 9
- Limitations of the Study ………….……………………………………. 10
- Definition of Terms …………………………………………………….. 11
Reference
……………………………………………………………….. 12
CHAPTER
TWO
THE
REVIEW OF RELATED LITERATURE
Introduction
2.1 Conceptual
Framework ………………………………………………… 13
2.1.1 Definition of
Employee Participation …………………………………. 13
2.1.2 Forms of
Participation …………………………………………………. 16
2.2 Theoretical
Framework for the Study ………………………………… 16
2.3 Empirical
Framework ………………………………………………….. 18
2.3.1 Job Satisfaction
………………………………………………………… 18
2.3.2 Employee
Productivity …………………………………………………. 19
2.3.3 Employee
Commitment/Performance ……………………………….. 20
2.4 Enhancing
Productivity through Participation ………………………. 24
2.5 Effects of
Employee Participation in Decision Making on Organizational Productivity
………………………………………………….. 27
2.6 Methods of
Involving Employees in Decision Making ……………… 30
2.7 Summary of
Related Literature ……………………………………….. 35
Reference
……………………………………………………………….. 36
CHAPTER THREE
RESEARCH METHODOLOGY
Introduction
3.1 Research
Design ………………………………………………………. 39
3.2 Source of
Data Collection ……………………………………………… 39
3.3 Area of the
Study ………………………………………………………. 40
3.4 Population of
the Study ………………………………………………… 40
3.5 Sample Size
…………………………………………………………….. 40
3.6 Sample
Technique ……………………………………………………… 41
3.7 Instrument
for Data Collection ………………………………………… 41
3.8 Validity of
the Instrument ……………………………………………… 42
3.9 Reliability
of Instrument ……………………………………………….. 42
3.10 Method of Data
Presentation and Analysis …………………………. 43
Reference
……………………………………………………………….. 44
CHAPTER
FOUR
PRESENTATION, ANALYSIS AND
INTERPRETATION OF DATA.
4.1 Distribution
of Questionnaires ………………………………………… 45
4.2 Personal Data
of Respondents ……………………………………….. 46
4.3 Data
Presentation and Analysis based on the Research
Questions ……………………………………………………………………… 49
4.4 Test of
Hypothesis ……………………………………………………… 60
CHAPTER
FIVE
SUMMARY,
CONCLUSIONS AND RECOMMENDATIONS
5.1 Summary of
Findings ………………………………………………….. 64
5.2 Conclusion
……………………………………………………………… 65
5.3 Recommendations
…………………………………………………….. 66
5.4 Suggestion
for Further Studies ………………………………………. 67
BIBLIOGRAPHY ………………………………………………………..
68
APPENDIX 1 …………………………………………………………….
72
APPENDIX 2 …………………………………………………………….
76
LIST OF TABLES
4.1 Distribution of Questionnaires ………………………………………… 44
4.2a Sex Distribution of Respondents ……………………………………… 45
4.2b Marital Status of Respondents …………………………………………45
4.2c Age Distribution of Respondents ……………………………………… 46
4.2d Educational Qualification of Respondents …………………………… 46
4.2e Management Level of Respondents …………………………………. 47
4.2f Length of Service of Respondents …………………………………… 48
4.3a Employee Participation in Decision Making in Organization ………. 48
4.3b Frequency of Employee Participation in the Decision Making in
Organization …………………………………………………………………… 49
4.3c Assessment of Employee Participation in the Decision Making in
Organization …………………………………………………………………… 50
4.3d Employee Participation Existing in Organization …………………… 51
4.3e Employee Participation Desired in Organization …………………… 51
4.3f Employee Job Satisfaction ……………………………………………. 52
4.3g Employee Job Satisfactions and Involvement in Decision Making . .52
4.3h Relationship between Respondents Job Position and Involvement in
Management Decision Making ………………………………………………. 53
4.3i Non Involvement in Decision Making and Organizational Output … 54
4.3j General Level of Employee Performance …………………………… 54
4.3k Impact of Employee Participation on Employee Performance ……. 55
4.3l Level of Organizational Productivity …………………………………. 56
4.3m Impact of Employee Participation on Employee Performance ……. 56
4.3n Organizational Level of Productivity …………………………………. 57
4.3o Decrease in Productivity and Non Involvement in Decision Making. 58
4.3p Impact of Employee Participation on Productivity ………………….. 59
4.4a Chi-square Hypothesis test Extent of Employee Involvement in
Decision Making ……………………………………………………………….. 60
4.4b Chi-square Hypothesis test of Impact of Employee Participation on
Job Satisfaction ……………………………………………………………….. 61
4.4c Chi-square Hypothesis test of the Effect of Employee Participation
on Employee Performance ………………………………………………………. 62
4.4d Chi-square Hypothesis test of the Effect of Employee Participation
on Organizational Productivity ………………………………………………….. 63
ABSTRACT
This
research work is centered on the employee participation in decision making and
its impact on productivity: an appraisal of government printing press and two
other private firms in Enugu and Lagos. Research into leadership style has
exposed employee’s desire for involvement in decision making in their
organizations. Employees are at the same time important elements in
organizational goals. But there is no democratic participation of employee in
most of our organizations and employee are forced to cope with autocratic style
of government and leadership. The research adopted the survey research method
and is highly descriptive and inferential in nature. This involved the use of
tables and simple percentages as basic statistical tool employed to analyze the
raw data. The raw data was consequently subjected to Chi-square test as a major
tool for hypothesis test and analysis .All the alternative hypotheses of the
four hypothesis postulated were all accepted showing that the extent of
employee’s involvement in decision making process of the organization is low,
employee participation in decision making has an impact on job satisfaction, it
also has an effect on employee performance and finally employee participation
in decision making has an impact on organizational productivity .Findings
revealed that among other things that the non involvement of employee in
organizational decision making impacts heavily on the organization’s
productivity .it was concluded that the management in Nigerian work enterprises
are not favorably disposed towards granting employee significant measure of
involvement in management decision making. Hence a lot is needed to be done to
change the current negative disposition of the Nigerian companies/
establishment management towards employee involvement in management decision
making .Finally it recommended among other things that for employee
participation to be effective, the commitment of both employers and employees
are required to facilitate its initiatives.
CHAPTER ONE
INTRODUCTION
BACKGROUND OF THE STUDY
The
concept of employee participation represents a popular theme in the analysis of
the world of work among scholar in the fields of industrial sociology,
industrial relations as well as management (Noah,2002,2).it refers to any
arrangement which is designed to involve employees (workers) in decision making
within the workplace. This implies that rather than saddling only a group
within the enterprise with the responsibility of making decision, all those who
are to be affected by these decisions including the employees or workers would be
involved in its formulation and implementation.
In recent times, scholars have
directed increasing attention to the issue of employee participation and its
broader corollary, industrial democracy. In the United States, industrial
democracy is practiced, employees are encouraged to buy shares in their
companies enabling them to have a say in the management of their organization,
in other developed countries like Britain, Germany and Russia, participatory
management is popular.
In
Britain and Russia, it is known as joint consolation and self management
respectively while in Germany, it is known as co-determination (Mankidy,1984:239,yesufu,1984:20,Adenumi,1993:14,
verma and syha:1991:28) These concerns reflect a growing interest in finding
ways to make work more meaningful and satisfying to the workers.
This
rests on the belief that organizational goals of high productivity and
harmonious industrial relations are best achieved when higher level needs of
human elements (employees) are satisfied. Employee or worker participation
implies arrangements which are designed to involve workers in the enterprise or
organization decision making process. This allows for workers involvement in
the initiation, formulation and implementation of reasons within the organization
the concept can also understood in terms of a new approach to industry and
society in which people want to be interested with the taking decisions which
have direct bearing on them (Eilson, 1986:2)
Macgregor (1960:14) contends that employee
participation consists basically in creating opportunity under suitable
conditions for people to influence decisions which affects them. It is a
special case of delegation in which the subordinate gain greater control,
greater freedom of choice with respect to bridging the communication gap
between the management and the employee. This serves to create a sense of
belonging among the workers as well as a conducive environment in which both
the workers would voluntarily contribute to healthy industrial relations. In
Nigeria, participatory management has come a long way, the Nigerian military
government in 1971 decided to democratize industrial ownership in Nigeria by promulgating
the Nigerian indigenization decree part of which provides that 10 Percent total
equity share of any enterprise on schedule 2 and 3 should be reserved for
workers. This is to ensure that employee have a sense of belonging in their respective
organizational (Damachi, 1990:26).
Damachi (1990:2) also is of the view
that participative decision making can be possible in a sector of economy and
not in all government owned enterprises because of the government intention to
mobilize popular support for development. He
goes further to say that workers participation in the multinational
companies, on the other hand has at best remained elusive most of these
companies are controlled by and depend on their parent bodies abroad for
policies and decision. Among the indigenous employers, particularly the small
and medium sized organization, their attitude to workers is paternalistic and authoritian.
Their
activities are often shrouded in secrecy. They are suspicions of the workers
and therefore cannot afford to share information and decision with them we have
experiences of some managers that fail to delegate, as they do not go on
leaves, where some go, they are on working leave, still attending work, some
while on the leave lock up certain jobs/documents in their drawers, thus making
such pending till they resume, where as participative management involves
nothing more than sharing information with subordinates.
Specifically, the refusal of work organizations to recognize the human factor in industrial production through greater involvement of employee in its management decision making would tend to create several human problems in this setting. An employee is a social being who bring his personality, hopes, aspiration, anxieties feeling and attitude to the work place. He seeks satisfaction and meaning in his work as he does in other spheres of life. Despite this recognition, there has been no much study on employee participation in decision making and its impact on productivity in Enugu and Lagos. This research work attempts to fill this knowledge gap by providing data on the level of the employee Involvement in decision making and factors which will aid or hider the observed level of participation in government printing press and two other private publishing firms.
STATEMENT OF THE PROBLEM
EMPLOYEE PARTICIPATION IN DECISION MAKING AND ITS IMPACT ON PRODUCTIVITY: AN APPRAISAL OF GOVERNMENT PRINTING PRESS AND TWO OTHER PRIVATE FIRMS IN ENUGU AND LAGOS
