THE ROLE OF EMPLOYEE PARTICIPATION IN DECISION MAKING IN A N ORGANIZATION

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

Decision making is defined as the process of selecting among alternatives. Decision making is implicitly aimed at picking on alternative solution, which when applied, can solve a given problem. It involves three district stages, namely: intelligence stage which comprises attempt to identify and understand the nature of a solution. The design stage which involves formulating and assessing alternatives. And the choice phase which only entails selecting among possible alternatives.
In organization, particularly business organizations which PHCN is one, decision making is not properly carried out with the result that organizational goals and objectives are not being effectively met. Managers tend to formulate, assess and choose alternatives all alone without the contribution of their employees who have the duty of implementing whatever alternatives they have chosen. The implication is that they disregard certain needs of the employees which must be fulfilled in the decision making process. These needs include performing a worthwhile task, continual personal growth and enjoying self-fulfillment, sharing a in group effort, sharing in setting their objectives, sharing in rewards of their effort. If managers allow employees to play a part in making decision that directly affect them, the employees will show more commitment to carry out the details of these decisions since the decision will generally suit their level of aspiration and this will go well with them.
This study will examine the extent of which employee participate in decision making, organizational commitment and favourable work attitude in PHCN district Ughelli. Employee participation in decision making and organizational commitment have two key concepts in this study, which refers to managerial approach whereby workers or employees are allowed to take part in making decisions which affect them in an organization. Employee participation has been defined as mental and emotional involvement of persons in group situations that encourage them to contribute to group goals, objective and share responsibility for them. It spots light on the degree of authority enjoyed by the employee in decision making process. It should be noted that management styles are as follows; autocratic, benevolent autocratic, consultative participative and radically participative. The later organizational commitment represents an agreement on the part of the employees with the goals and objectives of the organization and a willingness to work towards these goals. But employees are more favourably disposed towards giving off very best as it concerns the overall aspiration of their organization. The terms will however be more explained afterwards.

1.2 STATEMENT OF THE PROBLEM
The unending cry all over the country is that the average Nigeria workers commitment to his work and organization often feels indifferent and less concerned to the goals and objectives of the organization where his work is an unfortunate development that should worry the likes of those who genuinely love Nigeria and would love to see it properly founded in a sound economic pedestal. Poor organizational commitment is a problem that invariably threatens any organization that experiences it. Nothing works the way it should be because of the ill disposition of employees to the demands of their various responsibilities. PHCN is an organization that obviously needs a highly committed work force for it to achieve its set goals and objective. And this commitment can only be achieved under a condition in which the employees are allowed to take part in making decisions that directly affect them and hence perceive and have their priority needs and expectations fulfilled by the organization. This condition is simply what employee participation is all about. Therefore, the need to find answers to the following questions becomes pertinent.
Does any relationship exist between employee participation in decision making and organization commitment?
If it does, what is the nature of such relationship? How can employee participation be worked out such that the goals of the organization will be met?
It should be noted that providing answers to these in mind bugging questions is what this study is intended to establish.