IMPACT OF EMPLOYEES PARTICIPATION IN DECISION MAKING IN NIGERIA PUBLIC SECTORS (STRATEGIES OR MODE OF PARTICIPATION)

TABLE OF CONTENT

Title page

Approval page

Dedication

Acknowledgment

Abstract

Table of content

 CHAPETR ONE

1.0   INTRODUCTION 

1.1        Background of the study

1.2        Statement of problem

1.3        Objective of the study

1.4        Research question

1.5       Research hypotheses

1.6        Significance of the study

1.7        Scope and limitation of the study

1.8       Definition of terms

1.9       organization of the study

CHAPETR TWO

LITERATURE REVIEW

2.1 introduction

2.2 conceptual review

2.3 empirical review

CHAPETR THREE

3.0        Research methodology

3.1    sources of data collection

3.3        Population of the study

3.4        Sampling and sampling distribution

3.5        Validation of research instrument

3.6        Method of data analysis

CHAPTER FOUR

DATA PRESENTATION AND ANALYSIS AND INTERPRETATION

4.1 Introductions

4.2 Data analysis

CHAPTER FIVE

5.1 Introduction

5.2 Summary

5.3 Conclusion

5.4 Recommendation

Appendix

 

 

 

 

 

 

 

 

 

 

 

Abstract

In a centralized organization, employees are not allowed to participate in decision making. This is because it is feared that they are not competent and as a result will not contribute meaningfully in decision of the organization. The essence of this project research is to assess the impact of employees participation in decision making in Nigerian public sector and to evaluate their strategies and mode of participation. The study was designed with descriptive survey method. Questionnaire interview including library materials were also used in collecting data. A test technique was used in testing for reliability of instrument. Research questions were posed and the understated hypothesis tested with chi-square method. Employees participation serves as a training and testing ground for future members of upper management, lack of qualified and company oriented individuals undermine employees‟ participation in decision making and the availability of skilled individuals in organizational decision making promotes productivity. However, it was concluded accordingly, that employee‟s participation serves as a training and testing ground for future members of upper management.

 

 

CHAPTER ONE

                                        INTRODUCTION

1.1 Background of the study

Over the years, the practice of organizational management demanded that employer/management would expect that workers will do the work that is set before them. While this was a perfectly typical method of getting results through others in the early days of assembly line and scientific management, it is no longer true of today’s business. The trend has changed in that management expects more from its workers than doing simply what is put before them. It has also changed in that workers expect that more can be got from them by simply working according to the direction of the boss Kuye (2011). However, with the rise of such theories as “participative management” and with increasing recognition that employees often have something valuable to contribute (beyond the accepted units of their normal job duties) . Many companies are now actively seeking ways of getting employees to participate more in decision affecting them. The worker on the other hand expects to be asked how he feels about his job, and what his ideas are on how the work can be done more easily, better and faster. The reason for this change in emphasis that management has discovered that there are tangible business value in soliciting and using the ideas of people at all levels in the organization.  Decision according to the oxford advance learner is the action of deciding a conclusion reached and a judgment arrived at. Therefore, decision-making is the most germane activities of management of multifarious organization ranging from small-scale organization to multinational corporations. Decision-making styles throughout organizations are changing because the task, the environment and the people have changed. We are no longer marching troops into battle; we do not want blind obedience. Competitive advantages are now the result of employee making decision thinking being creative and asking questions. When most managers are honest, they will acknowledge that their employee often have greater knowledge about the work than they do. Clearly, effectiveness can only be achieved with their total involvement management at time, see decision to the heart of their job in that, they must always choose what is to be done who will do it where and most at time now it will be done. In Nigeria, participatory management has come a long way. The Nigeria Military Government in 1977 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 workers have a sense of belonging in their respective organizations.  Both the state and Federal government of Nigeria have in the past involved its citizenry in the management of affairs of the state. Ejiofor and Aniagor (2014) stated that the state represents both enterprise and workers and other social and economic institutions. Based on this argument, the researcher sees the state as representing management while the citizenry represent workers. Everybody is working for the state because everything you do, be in the private or public sector, is contributing to the national development. It is in recognition of the significance of participation that the federal military government of Nigeria sometime invited the entire citizenry to participate in deciding whether Nigeria should accept the IMF loan or not. After a heated debate by “well meaning” Nigerians, the idea was cancelled.   Anyanwuocha (2003) explained that public sector are government or state owned business organizations, which are usually set up by act of legislation, with the main aim of maximizing public welfare. Moving decision making power downward in public sector is at the core of what employee participation is all about. Teams are a potentially powerful way to move power downward. The employee participation have also been implemented in the Nigerian public sectors in order to motivate the employees by involving them with the management for taking serious decisions about the public sector. Research on employee participation begun to provide information on the number and types of programmes that exist, their structure and their effects on a variety of social-psychological, production and economic issues in the public sector.

 

1.2 STATEMENT OF THE PROBLEM

In Nigeria today, there has been lot of controversy as to whether an employee should participate in managerial decision-making or not. And if they are to participate what will be their mode of involvement as most transactions are term secrete or classified. Many writers argued that employees should contribute in making decision especially where it affects them or their job. It is expected that such participation will serve as training and testing ground for future members of upper management. The problem mainly lies on the fact that participation though obtained has not been clearly understood as well as its benefits. Some of the managers feel that the decision making process is their sole prerogative and as such should be protected. Again top management likes to remain aloof from its employee as to build an all important air around themselves. In the light of the above, this study therefore is set to determine the extent of practice of participative decision making in government Press and few other firms and its influence on productivity as well as ascertaining the benefits and problems arising from such practice.

 

1.3 OBJECTIVE OF THE STUDY

The study has one major objective which is further broken down into general and specific objective, the general objective is to ascertain the impact of employee participation in decision making in Nigeria public sectors with emphasis on strategies and mode of participation. The specific objectives ara;

1. i) To examine the impact of employee participation in management decision making
2. ii) To ascertain if there is any significant relationship between employees participated decision and non-employee participated decision in organizations effectiveness

iii) To examine the role played by employees in decision making in Nigeria public sector

1. iv) To proffer suggested solution to the identified problem

1.4 RESEARCH QUESTION

The following research questions were formulated by the researcher to aid the completion of the study;

1. i) Does employee participation has any impact in management decision making?
2. ii) Is there any significant relationship between employees participated decision and non-employee participated decision in organizations effectiveness?

iii) Do employees play any role  in decision making in Nigeria public sector?

1.5 RESEARCH HYPOTHESES

The following research hypotheses were formulated by the researcher to aid the completion of the study;

H₀: there is no significant relationship between employees participated decision and non-employee participated decision in organizations effectiveness

H₁: there is a significant relationship between employees participated decision and non-employee participated decision in organizations effectiveness

 

 

1.6 SIGNIFICANCE OF THE STUDY

It is expected that the study will inform the management of the public parastatals and ministry that to increase productivity and to ensure harmony between management and the workers, there is need for employees participation in decision making in the organization as it is a good motivation factor. It will also help develop and maintain a quality work life, which will provide an opportunity for employees job satisfaction and self-actualization. It will also aid management of government business enterprise of Nigeria to introduce modern schemes for good relationship with their workers, to enable them meet the challenges of change in the future. Finally, this work is also beneficial to the Nigerian Public Sector in general and also important to government, academic potential and future researchers on the issue of employees participation in decision making.

1.7 SCOPE AND LIMITATION OF THE STUDY

The scope of the study covers the impact of employee participation in decision making in Nigeria public sector. In the course of the study, there are some factors that limit the scope of the study;

1. a) AVAILABILITY OF RESEARCH MATERIAL: The research material available to the researcher is insufficient, thereby limiting the study
2. b) TIME: The time frame allocated to the study does not enhance wider coverage as the researcher has to combine other academic activities and examinations with the study.
3. c) FINANCE: The finance available for the research work does not allow for wider coverage as resources are very limited as the researcher has other academic bills to cover.

1.8 OPERATIONAL DEFINITION OF TERMS

Strategy

Strategy is a high level plan to achieve one or more goals under conditions of uncertainty. In the sense of the “art of the general

DECISION MAKING: The selection from among alternative a course of action.

MANAGEMENT: Management can be defined as an art of science of achieving the objective of a business in the most efficient way. It is made up of top and middle level management. Top management include: share holders, Board of Director, Managing Directors or the Chief Executive/General Manager above department level. middle level managers include: level of department manager, deputy and assistant managers.

PRODUCTIVITY: A measure of how well resources are brought together in organization and utilized for accomplishing a set of result.

PUBLIC SECTOR: This is an organization that is owned and managed by Government.

EMPLOYEES PARTICIPATION: This is creating an environment in which people have an impact on decisions and actions that affect their jobs in the organization.

1.9 ORGANIZATION OF THE STUDY

This research work is organized in five chapters, for easy understanding, as follows

Chapter one is concern with the introduction, which consist of the (overview, of the study), statement of problem, objectives of the study, research question, significance or the study, research methodology, definition of terms and historical background of the study. Chapter two highlight the theoretical framework on which the study its based, thus the review of related literature. Chapter three deals on the research design and methodology adopted in the study. Chapter four concentrate on the data collection and analysis and presentation of finding.  Chapter five gives summary, conclusion, and recommendations made of the study.

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