EMPLOYEE PARTICIPATION IN DECISION MAKING AND ITS EFFECT ON PRODUCTIVITY
(A STUDY OF EMENITE NIGERIA LIMITED)    
ABSTRACT
This research work examined Employee Participation in Decision Making and Its Effect on Productivity,. A study of Emenite Nigeria Limited. The objectives of the study include to: find out the extent of employees’ participation in decision making in Emenite Nigeria Limited, ascertain methods of introducing effective employee participation programme in Emenite Nigeria Limited and determine the extent of challenges militating against effective employee participation in Emenite Nigeria Limited. The major instrument of data collection was the questionnaire. The sources of data were the primary and secondary sources. The population of the study was 104 while the sample size of 83was determined using the Taro Yamane’s formula. The data collected were presented in tables, of frequencies, percentages using the five point likert scale. The hypotheses were tested using the chi-square distribution formula. The findings included that the extent of employees participation in decision making in Emenite Nigeria Limited is not significant, there are methods of introducing effective employee participation programme in Emenite Nigeria Limited and there are challenges militating against effective employee participation in Emenite Nigeria Limited. The researcher concluded that employees participation in decision making has a positive effect on productivity and it was recommended that the management of organizations should improve on the participation of employees in decision making process of the organizations, management of organizations should adopt both direct and indirect participation of employees in the decision making process and Management of organizations should also try to overcome the challenges militating against employee participation in decision making.
TABLE OF CONTENTS
CHAPTER ONE
NTRODUCTION
1.1     Background of the Study                        
1.2     Statement of the Problem                        
1.3     Objectives of the Study                         
1.4     Research Questions                            
1.5     Statement of Hypotheses                         
1.6     Significance of the Study                        
    Scope of the Study                             
    Limitations of the Study                        
1.9     Operational Definition of Terms                    
CHAPTER TWO
REVIEW OF RELATED LITERATURE
2.1    Conceptual Framework of the Study                
2.2     Theoretical Framework of the Study                
2.3     Empirical Review                             
2.4 Summary of Review of Related Literature            
2.5 Gap in the Review of the Related Literature         
CHAPTER THREE
METHODOLOGY
3.1    Research Design                            
3.2    Sources of Data                            
3.2.1     Primary Sources                            
3.2.2 Secondary Sources                            
3.3    Area of the Study                            
3.4     Population of the Study                        
3.5    Sample Size Determination                     
3.6     Instruments for Data Collection                
3.7    Validity of the Instrument                     
3.8    Reliability of the Instrument                    
3.9     Method of Data Presentation and Analysis        
CHAPTER FOUR
DATA PRESENTATION, ANALYSIS AND DISCUSSION OF FINDINGS
4.1    Data Presentation and Analysis                 
4.2    Bio-Data                                    
4.3     Data Relating To Research Questions            
4.3.1 Research Question One                            
4.3.2 Research Question Two                        
4.3.3 Research Question Three                        
4.4    Test of Hypotheses                            
4.4.1 Test of Hypothesis One                        
4.4.2 Test of Hypothesis Two                        
4.4.3 Test of Hypothesis Three                        
4.5    Discussion of Findings                         
4.5.1 Discussion Based on Objective One                
4.5.2: Discussion Based on Objective Two                
4.5.3: Discussion Based on Objective Three            
CHAPTER FIVE
SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS
5.1    Summary of Findings                         
5.2     Conclusion                                 
5.3     Recommendations                             
    Contribution to Knowledge                     
    Suggestions for further Research                
List of References                             
Appendix    A                                
Appendix B                                
CHAPTER ONE
INTRODUCTION
    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 (Williamson, 2014:72). 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, than by simply working according to the direction of the boss.  However, with the rise of such theories as “participative management” and with increasing recognition, those 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 decisions affecting them.  The worker on the other hand expects to be asked how he/she feels about his/her job, and what his/her ideas are on how the work can be done better and faster.
     As pointed out by Author (2014:106), the reason for this change in emphasis is that management has discovered that there are tangible business values in soliciting and using the ideas of people at all levels in the organization.  As the main objective of every business organization is long term survival and in addition to having a competitive advantage over and above its competitors, rather than being like the biblical seeds that fell on the way side and perished.  The secret of having this competitive advantage over others then lies on the productivity of the enterprise (Adebayo, 2013:145)
     According to Schweiger (2013:84), the increase in productivity can only be achieved mainly through the organizational workforce.  Increase in work life and productivity in an enterprise starts with the mind.  It starts with the improvement of an individual self-esteem and self worth.  It starts with helping an employee develop a higher degree of self – regard.  In tracing the background of this concept of employee participation in decision making, one can infer it to be a household name in many countries of the world.
  In the words of Locke( 2012:69), employee participation is a special form of delegation in which the subordinate gain greater control, freedom of choice with respect to bridging the communication gap between the management and worker.  It refers to the degree of employee involvement in organization’s strategic planning activities, Managers provide opportunities for participation of subordinates in decision making on the basis of their merits.  The advantages of employee participation in an organization include that it increases employee’s morale and enhances the productivity of the organization.  It provides employees the opportunity to use their intellect which will lead to better decisions for the organization (Horenzi, 2012:162).  Employee participation contributes to trust and self control, employee participation in an organization, maximizes the view point and give diversity of perspectives and as a result of employee participation, resources required to monitor employees can be minimized.
     To Hellriegel (2013:7), productivity is the performance measure encompassing both efficiency and effectiveness.  High performing and effective organization possess a culture of encouraging employee participation.  Therefore, employees are more willing to get involved in decision making process, like goal setting, problem solving activities which results in higher performance.  Unfortunately, many companies in Nigeria, do not allow their employees to participate in decision making to a high or reasonable level.  It is based on this anomaly that this research has decided to examine employee participation in decision making and its effect on productivity with Emenite Nigeria Limited as a case study.
1.2 Statement of the Problem
     Some managers feel that the decision making process is their sole prerogative and as such should be protected.  The effect of not allowing employees to take part in the decision making process has led to decrease in employees’ morale.  Lack of trust and sense of control, lack of diversity of perspectives and inability of employees to use their intellect ability, leading to poor decisions for the organization.
Decrease in employees’ morale: When the employees are not allowed to take part in the decision making process of the organization, they may feel that they are not part of the organization and this is likely to demoralize them.  
     Lack of trust and sense of control: When employees do not take part in the decision making process of the organization, they are likely to lack trust in the management of the organization and this may lead to industrial conflict.
Lack of diversity of perspectives and inability of employees to use their intellectual: When employees are not allowed to take part in the decision making process of their organization, the management can only take their decision based on the perspective of the management without considering the decision based on the perspective of the employees, this can lead to negative workforce diversity.
1.3 Objectives of the Study
     The general objective of the study was to examine employee participation in decision making and its effect on productivity.  However, the specific objectives include:
    To find out the extent of employees’ participation in decision making in Emenite Nigeria Limited.
    To ascertain methods of introducing effective employee participation programme in Emenite Nigeria Limited.
    To determine the extent of challenges militating against effective employee participation in Emenite Nigeria Limited.
1.4 Research Questions
     Based on the objectives of the study, the following research questions were raised:
    What is the extent of employee’s participation in decision making in Emenite Nigeria Limited?
    What are the methods of introducing effective employee participation programme in Emenite Nigeria Limited?
    What are the challenges militating against effective employee participation in Emenite Nigeria Limited?
1.5 Statement of Hypotheses
     Based on the research questions, the following hypotheses were formulated.
Hypothesis One
H0:     The extent of employees participation in decision making in Emenite Nigeria Limited is not significant.
H1:     The extent of employees’ participation in decision making Emenite Nigeria Limited is significant.
Hypothesis Two
H0:     There are no methods of introducing effective employee participation programme in Emenite Nigeria Limited.
H1:     There are methods of introducing effective employee participation programme in Emenite Nigeria Limited.
Hypothesis Three
H0:     There are no challenges militating against effectives employee participation in Emenite Nigeria Limited.
H1:     There are challenges militating against effective employee participation in Emenite Nigeria Limited.
1.6 Significance of the Study
     This study will help management and administrators of corporate business organization as a guide in implementing an effective employee.  Involvement in decision making.  The findings of this research work will also serve as reference material to lecturers and students and also help the public who would want to know about some advantages and disadvantages (if any) of employee participation and its effect on organizational productivity.
1.7 Scope of the Study
     This study will cover the extent of employee participation in decision making, the methods of introducing effective employee participation programme the challenges militating against effective employee participation in decision making and the solution to those challenges.  The organization covered by the study is Emenite Nigeria Limited.
1.8 Limitations of the Study
     The researcher encountered some impediments in the course of carrying out this research work.  Among them were time, finance and unco-operative attitude of the respondents.
Time: The researcher missed some lectures in the course of carrying out this research work, as part of the research was done during lecture hours.
Finance:  The researcher spent some money surfing through the internet and printing out relevant materials related to the research.
Uncooperative attitude of the respondent: The respondents of Emenite Nigeria Limited were initially economical with information but when they confirmed that the research was purely for academic purpose, they gave out useful information necessary for the research work.
1.9 Operational Definition of Terms
Participation: Joint consultation in decision making, goal setting, profit sharing team work and other such measures through which a firm attempts to achieve organizational performance.
Decision Making: The process of chosing a particular course of action among alternatives.
Productivity: This is the amount of goods and services that is produced in a given amount of time.  It is given by the formular, productivity = Value/Time  
Performance: The accomplishment of a given task measured against present knows standards of accuracy, completeness, cost and speed.
Organization: A social unit of people that is structured and managed to meet a need or to pursue collective goals.