The Effects of Employees Participation in Decision Making on Work Performance
Abstract of The Effects of Employees Participation in Decision Making on Work Performance
This research work was aimed at trying to find out the effects of job satisfaction on employees performance in an organization, and to examine the causes and the extent of job dissatisfaction among workers. The researcher relied on the questionnaires on the employees of the organizations and some information obtained through interview that was held with the personnel manager. At the end of the research work, the researcher discovered that majority of the employees were satisfied with the; work itself, prestige, achievement, advancement, self-fulfillment, growth, supervision, working environment and interpersonal relations. Also, majority of the workers were dissatisfied with their promotion, salary, job security, administration and status. The research reviewed that the organization has an organization and training programme for all categories of staff except the menial staff and typist/stenographers. However, there is still room for improvement in the organizations (First Bank of Nigeria Pic).
The research recommends that management should try as much as possible to give constant attention to issues that can enhance job satisfaction such as creation of avenue for exposure/added responsibility the employees. The employers should have the senses of belonging and job security. There should be profit sharing scheme in the organization and good working condition as well as promoting them as at when due.
The management should review its present salary scale to meet the needs of the workers. This is necessary because a frustrated. Staff who had long been very loyal and sincere in discharging his/her duties can be involved or plan defrauding the organization huge sums of money or even sell the idea on how to execute such frauds successfully instead of exposing fraud.
Chapter One of The Effects of Employees Participation in Decision Making on Work Performance
INTRODUCTION
BACKGROUND OF THE STUDY
There is an adage which states that “two good heads are better than one”, another similar one asserts that “A tree cannot make a forest”, nor a man an Island. Doing to some psychological, economic and biological limitations of the individuals, it becomes unavoidable that individuals should co-operate with one another to be able to surmount the many problems facing them.
Similarly, in the business world the business manager is faced with a lot of problems and task to perform in his organization. Some of these problems are indigenous, that is within the organization, as a responsible must therefore prepare himself in order to compete favorably in the dynamic business environment so as to achieve the set objectives of the organization this has further been strengthened by the urge to discover and know more about the individual in the organizational goal.
According to Mc Gregor (1960) participation is a metal and emotional involvement of persons in group situation that encourages them to make their own contribution toward grove goals and share responsibility for them. Managers sometimes need the assistance of employees in order to function and in order to make decision. They need information in the form of suggestions, view and ideas from both superior and subordinates to prepare the strategic technique and immediate plans of action that affect them when subordinates are involved in the decision making process certain advantages can be expected.
The subordinates will show greater interest in identification with organizational goal. (This should lead to better individual performances).
The quality of decisions will improve as a result.
One of the problems in choosing between alternatives is the anticipation of reaction by subordinates to the decision and by bringing them into the decision making process one is able to learn their reaction before the decision is made.
There will be fewer grievances and a reduced tendency to absenteeism, lateness and labour turnover.
There will be greater willingness to accept authority and a lower resistance to change.
From my own point of view a subordinate wants to feel useful and important participating in decision – making and work performance they want to belong ad be recognized as individuals meaning such that needs can even be more important than money in motivating people to work.
STATEMENT OF THE RESEARCH PROBLEMS
When subordinates are involved in the decision making process, certain advantages can be expected.
One of the problems in choosing between alternatives is the anticipation of reaction by subordinates to the decision and by bringing them into the decision making process one is able to learn their reaction before the decision is made.
There will be fewer grievances and a reduced tendency to absenteeism, lateness and labour turnover.
OBJECTIVE OF THE STUDY
The concept of participation has been misunderstood by many since its involvement for the field of human relations in view of misunderstanding the problem of this study. The study further seeks.
· The extent to which participation of workers in decision making affects work performance.
· To identify the different levels of participation tn decision making on work performance.
· To identify the different motivational impact of the different levels of participation in decision making on work performance,