EMPLOYEE PARTICIPATION IN MANAGEMENT: IMPLICATION

ON WORKERS PERFORMANCE AND ORGANIZATIONAL

PRODUCTIVITY

By

DEEDENWII, BARITURE NEELE

ABSTRACT

This research project was carried to evaluate issue and

development of the employee participation in management:
Implication on workers performance and organizational
productivity. Data were collected through questionnaires from
different companies in Nigeria such as Nigeria Bottling Company
Plc 9th mile Nsude, Anamco Nigeria limited. The data collected were
analyzed using the simple percentage and chi-squares statistical
tool was used in interpretation of the data. The results revealed
that adequate employee, participated in managerial decision
making in Nigeria. Employee should be trained to ensure that the
qualification and experience in the job reflects their position in
managerial decision’ making. This can be done through formal
institution and in the job within or outside the organization.
Employee participation influence management decision making
enhance productivity in organization. Every organization been
private or public ensures that there must be employee
participation, to ensure effective and efficient management of the
organization.
 TABLE OF CONTENTS
TITLE PAGE - - - - - - - -
ABSTRACT - - - - - - - -
CERTIFICATION - - - - - - -
DEDICATION - - - - - - - -
ACKNOWLEDGEMENTS- - - - - - -
TABLE OF CONTENTS - - - - - - -
-
CHAPTER ONE - - - - - - - - - -
INTRODUCTION - - - - - - - - -
-
1.1 BACKGROUND OF THE STUDY - - - - -
-
1.2 STATEMENTOF PROBLEM - - - - - -
-
1.3 OBJECTIVESOFTHESTUDY - - - - - -
-
1.4 SIGNIFICANCEOF THE STUDY - - - - - -
1.5 RESEARCH QUESTION - - - - - - -
1.6 SCOPE AND LIMITATIONS OF THE STUDY - - -
-
1.7 DEFINITION OF TERMS - - - - - - -
CHAPTER TWO
LITERATURE REVIEW
2.1 THE CONCEPT OF PARTICIPATION - - - - -
2.2 FACTORS THAT INFLUENCE PARTICIPATION - - -
2.3 THE CONCEPT OF PERFORMANCE - - - - -
2.4 ORGANIZATIONAL PRODUCTIVITY - - - - -
CHAPTER THREE
RESEARCH DESIGN AND METHODOLOGY
3.1 DESIGN METHODOLOGY - - - - - - -
3.2 RESEARCH STUDY - - - - - - - -
3.3 POPULATION STUDY - - - - - - -
-
3.4 SAMPLE AND SAMPLING PROCEDURE - - - -
-
3.5 SOURCE OF DATA COLLECTION - - - - -
-
3.6 RESEARCH INSTRUMENTS AND METHODS OF DATA
COLLECTION - - - - - - - - -
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
4.1 DATA COLLECTION AND PRESENTATION - - -
-
4.2 DATA ANALYSIS - - - - - - - -
4.3 DISCUSSIQN.OF FINDING OF COLLECTION - - -
-
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
5.1 SUMMARY - - - - - - - - -
5.2 CONCLUSION - - - - - - - - -
5.3 RECOMMENDATIONS - - - - - - -
REFERENCES - - - - - - - - - -
APPENDICES - - - - - - - - - -
AND RECOMMENDATIONS - - - - - - -
-
 CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

Management asserted that managers are people that get

things done through others. This implies that in getting

things done, they have to take series of decision, steps that

will guide the activities of people oriented towards the

attainment of organization goals.

Decision taken must be able to sharpen the character of the

employee in other to achieve the lay down rule and regulation for

better productivity. He further stated that management activities

in an organization ‘are dominated by decision making of the

management.

This implies that decision making in an organization is the

everyday pre-occupation of managers in an organization.

This vain managers are responsible for the day to day

decision making to enhance productivity and growth of

organization.

In support of this view stated that decision making is one of

the crucial activities of management. He further stated that

the necessity to the decide in the everyday pre-occupation of

 management of organization whether small enterprise or

multi-national corporation.

In today there exist in organization some forms of

Interaction which to a large extent influence the behavior of the

people who work in this organization. Manager and employee in

time interact in their bid to carry out their organization activities

and goals.

Traditional, managers are known to exercise much influence and

specifically their immediate subordinate. This has led the

managers in many instances to continually make decision

unilaterally, even in those that are written the competence of

their subordinate. However in modern management practices the

practice is no longer popular hence, there is need for employee to

have adequate representation in management decision making.

Emphasis now is placed on individual or group participation in

managerial decision making presentation, thus implies .without

going through representation. Here participation as advices or

recommendation of employee should be accepted and taking into

consideration by management in making decision.

In Nigeria today, business organization are spring daily and

rapidly most of their majority employee are Nigerian. As these

organizations expend their organization structure becomes

difficult and different categories of managers are employed to fill

different position. These managers no doubt will be in control of a

number of workers who will be subordinate to them. They will

also in curse of performing their managerial duties takes varieties

of decision concerning work and concerning their subordinate i.e.

employee various exploration were offered as to why other

countries were not doing equally well. Explanation like the

technology gaps, research and development gap and other

economic and efficiency gaps which have been offered. However

none of them could be back up with any wroth while or clear up

evidence. It becomes natural. Therefore to look for the

explanation elsewhere. On the basis of the above argument.

Heller and will part (1981) discovered that American superiority

was as the result of the unique managerial style in contrast to

European industrial autocracy.

The above, then call for one central question regarding the

participation of employees in management decision making.

Morgan (1973) state that the cause of little argument

concerning the motivational assumption that when an employee

is allowed to participate in the decision making process he will

per-form better.

1.2 STATEMENT OF THE PROBLEM

Objectives are objective achieved through organization by

organizational members as employees who play assigned roles.

In participation management requires that employee

participate in deciding what work to do and how they will do it.

One of the problems that come to mind is what level or degree of

participation is necessary in setting overall organizational

objectives.

Organizational objectives set a place for subordinate goals

furthermore, there is a minimum level of order, required to have

stable and or meaningful, organizational structure or standard.

So the challenge of participation management is to set the ban or

tone at which it will begin and the degree to which it will apply

beneficially in the organization and its employees. In Nigeria

Bottling Company (NBC) are employees given the opportunity to

contribute in reading decision affecting them is their areas where

decision making is the sole responsibility of a management.

1.3 OBJECTIVES OF THE STUDY

The purpose of the study will be as follows:

1. To find out whether employee participate in management

decision making in an organization.

2. To identify the determent, if effective participation in

decision making.

3. To determine whether participation by employee in

management decision enhance or dis enhance productivity

in organization.

4. To identify the extent of employee’s participation in

management decision making.

1.4 SIGNIFICANCE OF THE STUDY

This study will disclose whether employee participate in

management decision making, extent of their participation and

their productivity. This study will equally disclose how employees

can be positively motivated through decision making for effective

attainment of organizational goals. It will also go along of

exposing management on the important of given employed the

opportunity in the decision making of the organization

management productivity efficiency.

1.5 RESEARCH QUESTIONS

In cause of this research work, the researchers have been able

to put forward some indispensable questions which are as

follows:

1. What is the problem interest in participatory decision

making and how could they be overcome.

2. In NBC are employees given the chance to o contribute in

reading decision affecting them.

3. Are there areas where decision making is the sources

responsibility of top management?

4. In what way can employee participation affect or improve

decision making in organization.

5. These and many other are the problem which the researcher

attempt to find solution to in this work.

1.6 SCOPE AND LIMITATION OF THE STUDY

The study is going to cover the entire management decision-

making on employee productivity in an organization in this

regard necessary information needed will be used in respect to

the important of employee participating in decision- making of

the organization. The study will based on Nigerian Bottling

company, furthermore the take of selecting particular production

company as a case study was as issue due to tack of

management employee availability in their department. However

the adequate and unfriendly responds from the respondents who

were given questionnaires and interview oral make the work

difficult also individual in position of authority was not

encouraging because they thought if they say anything it may be

used or quoted against them there by endanger their position.

There are several limitation that made the research work the

researcher on getting information on time and in the cause of his

transportation due to postponement of listening ears from the

staff as well as security on their check point.

Time was another factor that was not friendly at all there

was no enough time for researcher to scan out enough

information in the work and to travel.

1.7 DEFINITION OF TERMS

For easy understanding of the work by readers the following

technical terms is necessary to interpretative by the write of the

researcher.

ORGANIZATION: This is an association or group of

sixty two or more people moving

co-operatively toward a common

 goal under authority of

leadership.

BUSINESS ORGANIZATION: This is an organization that years

all its researchers or activities

towards economic growth or

incentive.

MANAGEMENT: This is the coordinating of all the

resources of an organization both

materials and human through the

process of planning, organizing,

directing and controlling in other

to attain organization objective.

PARTICIPATION these simply means involving

oneself in achieving something or

it implies recommendation

usually accepted by management.

PLANNING: This is the setting of objective and

techniques for achieving the

objective.

DECISION: This is the selected attractive in

order to achieve a given objective.

DECISION MAKING: This is the process bringing

another way of action in order to

achieve a given objective or

selecting alternative curse of

doing something.
 CHAPTER TWO

LITERATURE REVIEW

2.1 THE CONCEPT OF PARTICIPATION

Decision making embraces all important components of the

management process. The importance of decision making can

never be over emphasized, also is the need for participation of

employee in such organization decision making.

Morgan (1973) asserted that participation may be through

sharing of experience among members of an organization. He

further stated that in management, it is equally necessary to

allow employees to have a voice in shaping policies, procedures

and process that directly or indirectly attract them from the

above view, it can be seen that participation is a sharing tool

among managers and employees, participation which is a tool of

sharing gives employee the confident of unveiling what they don’t

even think they have. In essence they should be given the

opportunity to suppress and participates during this process.

However, in the process of sharing employee must be able to

display and upward section of control over management decision.

According to Guest and Patchett (1974) in a situation where

there is sharing decision making it may be no more, then it

means not more than what management can control. They

further stated that the work force of participation can effectively

take place, the employee exactions of control should always lead

to management alteration of proposed plane that affect the

employee.

Researchers and observation shows that participation of

employee is not related to all organization. Different leadership

style exist in organization in a place where autocratic leadership

style prevails, this is never done for this leadership style is

characterized by the centralization of the decision making

process on the management himself. Being autocratic leaders,

the manager is seen as one who commands and expects

compliance. The dominant force involve is power. However since

the manager views is the only means of getting things done

performance of employee is always minimal. Likest (1961) was of

the view that participation should not be thought as a single

process or activity but rather as whole range of processes and

activities. Tannaenbean and Sehmidt (1985) described

participation as a continue process ranging from the autocratic

leadership style as a free rein management because of its very

little control or influence over group members.

 Davis (1981). Classified form of leadership to benevolent

autocracy and consultative management. A group of managers

view participation as a useful items in their bag of managerial

risks. It is for them a manipulative device for getting people to do

what they want, under condition which delight the participation”

into thinking that they have a voice in decision making.

The idea is to handle them skillful that they come up with the

answer which the manager had in the first place sent behaving it

was their own. The consultative manager on the other side seeks

opinion, ideas of his employees. He capitalizes on the knowledge

and experience of those under him and form expected list of

alternative solution developed by both parties. He then select the

one he regards as most promising.

The participative or democratic manager passes the decision

making itself to his subordinate with himself as a member.

However, Sorfar doing so defines the boundaries within which the

decision must be made. Ikert further assumed that giving or

sharing of opinion is an essential step or weapon in the process

of participation. Where a manager depending on the people under

him and the situation at hand, must vary his participative

approaches. According to Guest and Knight (1974) some observe

had note that while a continuum is a useful way of

conceptualizing participation it does not provides a definition.

They further stated that its definition does not use a concept

such as control then some of the approach falling on the

continuum could be classified as genuine participation.

2.2 FACTORS THAT INFLUENCE PARTICIPATION

Morgan (1973) outlines three factors that influence

participation. These are the organization itself, the manager and

the employee.

1. The organization: For effective participation to take place, the’

organization must provide psychological climates conducive for

participation.

This means that he must establish and encourage a two-way flow

of communication.

If Information flow only one way down then no meaningful

understanding between management and employee can take

place.

Secondly, the organization anticipation. As a way of encouraging

the employee to participate effectively, he must be made to feel

that his opinions and ideas mean “something” that is valued both

to feel that as a person and an employee.

 Megregor (1960) states that as a general rule theory X

management philosophy tended to stifle participation whereas

theory Y approach encourages it. He further established that

participation which grows out of the assumption of theory It

offers substantial opportunity for ego satisfaction for the

employee and this can affect motivation towards organization

effort to encourage participation and must be sincere. If employee

participates programmes are conducted as a means of need of

using personal employee opinion or suggestion to influence

decision. It became meaningless and often does more harm than

good.

According to Tannaechanm et al (1958) problem may arrive

when the manager uses a “democratic” facade to conceal the fact

that he has already made a decision which he hopes the group

will accept as its own.

They added that the attempt to make them think it was

their Idea in the first place is indeed a risky one finally, the

organization must established or put in place guidelines as to the

freedom managers could allow employee in making decision

concerning work in their departments.

The Manager:

Managers must operate in a two-ways communication

channel. The effort to encourage participation must be sincere

and the freedom he can allow employee in making decision

concerning work in his department and this does not exceed the

guidelines established by the organization. He must be made to

understand that participation does not reveals, relieve him of

authority or his responsibility for making decision because the

last work rest on him.

Also, as a manager, he must realize that he has a dual

responsibility.

One to his organization and the other to his employee. Therefore

the desires and wishes of the employee must be assured against

goods and objective of the organization.

The Employees:

The degree to which an employee is allowed to participate in

decision making depends to a great extent on his background

and training. This is to say that if the employee is not

knowledgeable of the problem, this his opinions and suggestion

will have little values. On the other hand if the employee has

considerable experience and training, his allowing the

experienced and in experienced employee to parts apart both

with feeling that they have some control over their work.

2.3 THE CONCEPT OF PERFORMANCE

The concept of performance has been emphasized by many,

as the outcome that result due to organizational input and a

subsequence transformation when individuals and organization

interest with each other, the result can be described as

performance. Szilagy and Wallance (1980) described performance

as an outcome that occurs as functions of individual organization

behavior.

ORGANIZATIONAL PERFORMANCE

The result of research on high or low performing

organizational characteristic have been largely documented in

management literature. It also assert the level f rigorous input

towards understanding the functioning dynamics of firms in

order to achieve the goal of profitability, market share reputation,

Increases competitive advantage and maximization of share

holders wealth among others.

Similarly, organizational performance has also in some

dosage while giving it theoretical and practical attention attracted

several definitions and measures. All these variation no doubt

which also Implies lack of scholastic consensus is often ascribed

to the nature of multidisciplinary perspective that management

sciences is characterized Strabel (1998:53). Theorized that

organizational performance refer to the effectiveness of

organization in fulfilling its purpose. He further noted that

returns on financial benefits to shareholders as it purpose can be

said to be a performing firm like wise those with non-financial

benefit who meet service goals are equally acknowledged as

performance.

Each organization concerned about the performance

assessment of staff and is done through specific methods are

often based division of supervisors in order to identify the overall

efficiency of the staff, in order to identify aspects of the

development in performance. It would assess the performance of

not only the definition of the worker level of performance but also

influence the level of performance in the future “and other

researchers say that the evaluation of performance” means the

assessment of the efficiency of workers for their work and their

behaviour in it, and that a formal system designed to measure

and evaluate the performance, behaviour, results, during certain

time periods and unknown.

 The comprehensive performance assessment that a periodic

report shows the level of individual performance and the type of

behaviour compared with the tasks and duties of the job

entrusted to it. This helps the officials to find out the weaknesses

and strength in the activity of that individual. The goal is to

address the weaknesses, if any, promoting aspects the force.

The focus of this concept to the actual performance under

the requirements of the job, and standardized achievement that

is expected of them performed.

The performance system evaluation criteria vary from

company to company, according to the philosophy adopted by the

company, and in particular whether the administration

philosophy is the philosophy of Sufficiency (sufficiency) or the

philosophy of efficiency (efficiency), or the philosophy of

effectiveness (effectiveness).

Objectives of performance in the office or an organization:

1. Use the evaluation to promotion, transfer, maintenance and

termination of service.

2. Planning, training programs and other development.

3. Planning of human resource

4. To identify the strengths and weaknesses in performance.

5. Tanning needs assessment at the individual level and at

Institutional level.

6. The use of evaluation results to make decisions in respect

remuneration and compensation and incentives.

Assessment by the philosophy of sufficiency: This

assessment focuses on how to comply with the laws and

regulations and resolutions, in line with the so-called

governance laws (MBL) and often depends on the following

criteria.

a. Personal characteristics: Personal qualities may be

directly, such as truthfulness, honesty, loyalty, discipline,

commitment and intelligence or work-related, such as

productivity and the ability to self-development, and

others.

b. Rates of performance: This standard is talking about

standards of performance, and works to compare the

performance of the group on the light of these rates, the

criticism of him that performance of accurate

measurements.
 The method relies on identifying the goals of group, and

evaluation is measuring the extent of achievement of the objective

set.

This standard, with recognition of its importance, is difficult

to apply, particularly with regard to the objective of the specific

nature it also focuses on the achievement of goals and by, that is

what make it a method of partially does not deal with all the

variables that should be taken into account in the form of the

organization “company” integrated This shows how an employee’s

performance or staff performance brings achievement of

organizational goals as follows:

1. The highest quantity/higher productivity performance.

2. The best quality/excellence.

3. Less time/efficiency

4. Less expensive

2.4 ORGANIZATIONAL PRODUCTIVITY

Every organization or company consists of individual people

are the driving force behind products, marketing, advertising and

success. Employee motivation plays a tremendous role in the

productivity level of any organization, for the simple reason that

motivated individuals are likely to diligent, focused and efficient.

These employees are more likely to stay with the reason for

working. If the reason for working is a good one, employee will

perform better then employee who do not have a good reason or

motivation for their work.

The achievement of organization goals depend on the

effectiveness of employees productivity in organization.

Performance and productivity of organization. The product or

service produced by these employees are the backbone of the

organization, and the company is only strong as its weakest

product.

Highly motivated individuals producing goods and services

in both high quality and high quantity drive the strength and

success of any company.

Effect of Employee Attitude On Other Employee: Any

employee or group of employees, who lack motivation and drive to

accomplish set tasks and goal will drive down the productivity

and unmotivated employees can spread their attitudes, so even a

single unmotivated employee can produce devastating effects on

the organization and the effectual accomplishment of the

company mission. Productivity suffered when employee are

indifferent unsatisfied and inefficient.

Motivating employees: The correlation between employees

motivation and productivity is clear. Motivate employee by

explaining how their tasks contribute to the overall mission and

vision of the organization. Being given a role, even a small role, in

fulfilling and important goals is a motivate factor employees who

demonstrate diligence, creativity and efficiency.

2.5 EFFECT OF WORKERS PARTICIPATION ON

PERFORMANCE ORGANIZATIONAL PRODUCTIVITY

Highly motivated, efficient and productive workers are the

building blocks of any organization. The product or service

produced by these employees are the backbone of the

organization, and company is only as strong as its weakest

product, which, which means the needs for individual

performance cannot be over emphasized by which participation is

a continuous process of ranging from autocratic Leadership. The

voice of the employee which is a tool to know what an employee

have in mind should be encourage in other to increase

productivity because so many employee who are well trained and

educated tends to display or show area of concentration when

given the opportunity to participate in decision making.

 According to Leket (1961) state that participation should not

be thought as a singular process but rather as a whole range of

process and activities.

There are no basic procedure for an individual to participate

in decision making because individual employee are. Gift and

with different experience exposure so participation should be a

thing of equality to both the educated trained and the

uneducated or unskillful one.

Management usually capitalized on ideas and opinion of

employee on issues relating to productive and the effectiveness of

the organization. Welfare is another thing that management

should take serious on the side of employee because personal

view or idea may be triggered up when employee welfare are been

properly taken care of.

 CHAPTER THREE

RESEARCH DESIGN AND METHODOLOGY

3.1 DESIGN METHODOLOGY

This part of research deals with the report expertly, head

the research would be specified, it does with how the data to be

collected should be specified, the sources of data location and

methodology of data collection are treated.

This section focused on the research design area of study

population of study sample and sample technology, the

instrument used for data collection, method of data analysis.

3.2 RESEARCH STUDY

This research work is based on the effect of participation in

management decision making on- employee productively, using,

NBC Enugu as the areas of study all data’s and finding are based

on this area of study.

3.3 POPULATION STUDY

In this study, the staff of Nigerian bottling company Enugu

was used from the study as the population. And their

appreciation with the effect of participation in management

decision making on employee productivity in obtaining the

required result of the total sizes of the population was 92.

3.4 SAMPLE AND SAMPLING PROCEDURE

Due to time factor and financial constrain, the researcher

have decided to unite herself to the manager at the middle level

and employee’s enhance effective and reasonable result. The

simple method as the sampling is the statistical presented by

Yaro Yamans Formular method.

Sample size determination using Yaro Yamans

N=N

I+N (E) 2

Where

N = sample size =?

N = population size = 92 E = margin of error = 5%

N=92

1 + 92 (0.05)2

=92

1 + 92 (0.05)2

=92

= 1.23

= 74.79

Therefore, 75 questionnaires were shared to cover the sample

size.
3.5 SOURCE OF DATA COLLECTION

The research instrument used to all at relevant data was

gotten from appropriate sources and there are one or two major

sources as stated below.

1. PRIMARY SOURCE OF DATA

The major instrument of primary data used one the questionnaire

and oral personal interview bearing in carefully strutted

questionnaires was administered and to the respondent who

supplied the necessary information required

2. SECONDARY SOURCE OF DATA

The researcher made use of the secondary sources in research,

secures include textbook journals, magazine and published

books.

2.6 RESEARCH INSTRUMENT AND METHODS OF DATA

COLLECTION

The researcher collected data to generalize the result after

distributing a total of 20 questionnaires to official staff of Nigeria

bottling company of Nigeria in Enugu 9th mile pant of used. They

were filled and returned.

1. METHOD OF DATA ANALYSIS

The techniques used by the researcher to analyze the data on the

chi-square (X2) test techniques.

The chi-square is area parameters inferential statistical tool also

in hypothesis testing; it may restive assumption about the

distribution form which the sample is taken.

2. THE FORMULA FOR CHI-SQUARE (X2)

X2 = E (O-E)2

Where O = observes frequency of any value

E = expected frequency of any value

E= summation sign

The observed frequency in gotten from the questionnaire

complete by the respondents which the respected percentage

3. DETERMINATION OF EXPECTED FREQUENCY (E)

𝐄 = 𝐑𝐌. 𝐂𝐌
𝐆𝐓

Where RM = RON marginal

CM= column marginal

GT = grand total

4. DETERMINATION OF DEGREE OF FREEDOM (V)

V = (R-1) (C-1)

Where R = number of rows

 C = number of columns

5. OPERATIVE ASSUMPTION USED

I. Level of significance, the researcher used 5% level of

significance (i.e.) 98% confidence unit) in all hypothesis.

II. H0 this is the null hypothesis is be selected.

 CHAPTER FOUR

DATA PRESENTATION AND ANALYSIS

4.1 DATA COLLECTION AND PRESENTATION

TABLE 4:1 DISTRIBUTION OF RESPONDENTS ACCORDING

TO SEX

RESPONSE NUMBER OF PERCENTAGE (%)

RESPONSES
Male 30 60%

Female 45 40

Total 75 100%

SOURCE: Field study, 2014

From the above table, 12 respondents were male while 8 were

female.

TABLE 4.2 DISTRIBUTION OF RESPONDENT ACCORDING TO

AGE

RESPONSE NUMBER OF PERCENTAGE (%)

RESPONSES
20-30 20 20%
31-40 20 30%
31-40 20 35%
41-40 20 15%
51-60 15
Total 75 100%
SOURCE: Field study, 2014
QUESTION 2

How often are you allowed to make decision concerning your

individual jobs?

TABLE 4.5

RESPONSE NUMBER OF PERCENTAGE (%)

RESPONSES
Very often 40 90%

Never 35 10%

Total 75 100%

SOURCE: Field study, 2014

From the above table 90% respondent that they are allowed to

make decision on individual job while 10% said never.

QUESTION 3

Is training of staff both HND/B.SC training open to every degree

holder?

TABLE 4.6

RESPONSE NUMBER OF PERCENTAGE (%)

RESPONSES
Yes 40 5%

No 35 40%

Total 75 100%

SOURCE: Field study, 2014

QUESTION 4
Does supervisor use target staff opinion in deterring allocation of

product brands to different districts in NBC?

TABLE 4.7

RESPONSE NUMBER OF PERCENTAGE (%)

RESPONSES
Yes 40 50%

No 35 40%

Total 75 100%

SOURCE: Field study 2014.

From the above table 65% of the respondents agreed while 35%

disagreed.

4.3 DISCUSSION OF FINDINGS

HO: Employee participation in managerial decision-making does

not enhances productivity in an organization.

H1 : Employee participation in managerial decision-making does

not enhances productivity in an organization

Table 4.8

RESPONSE NUMBER OF PERCENTAGE (%)

RESPONSES
Yes 40% 50%

No 35 40

Total 75 100%

Source: Field study, 2014.

 CHAPTER FIVE

SUMMARY CONCLUSION AND RECOMMENDATIONS

5.1 SUMMARY

Based on this research work its importance revelations. This

was oriented toward establishing that employee do participate in

management decision making or not and the determinate of

participation and the effect of such participation employee on

productivity.

Viewing the research analysis the following is the summary

of the finding.

It was discovered that, employee are not allowed to make

major decision in organization for the reason committee of top

executive after due consultation should allow employee take

major decision •and they should freely delegate authority to the

subordinate.

Participation generally, should be made adequate to

employee in an organization which are not adequate in most

cases.

Employee’s suggestion, advice and recommendation should be

given up most priority during decision making in making.

Organization and these will go along to influence decision made.

In organization where employee is satisfied with their work, the

moral are always high and higher output, better quality of work,

great commitment to organization goals are the aim of the

employee. Better acceptances of changes, less absence from duty,

reduce stress organization and greater self-esteem is the possible

effects of employee participation in organization.

5.2 CONCLUSION

From the above finding and recommendation the following

conclusion are made.

Employees participation in managerial decision making in

organization is not adequate with the level, its ensure full

realization of its positions activities toward final attainment.

The several determinant of participation in managerial decision

making in organization are the rank/position of employee

educational qualification and level of experience on the job.

Employee Participation influence management decision

making enhance productivity in organization. Furthermore,

research in being ways of improving employees decision to

increase productivity in the organization performance, this could

not be achieved this participation time the research has in

conduction this participation research to cover a wider area, the

reason is that a study which is expose with many constraints

cannot claim to be exhaustion.

5.3 RECOMMENDATIONS

Based on the findings the research therefore makes

recommendation on the basis of the relevant chapter to ensure

adequate participation of employee in managerial decision

making of final decision.

With this, employee will find more involved in the

management of the organization and this will ensure adequate

participation in organization.

Employee should be trained to ensure that the qualification

and experience in the job reflects their position in an organization

in order to ensure effective participation in managerial decision

making. This can be done through formal Institution and in the

job within or outside the organization. The government should

develop a scheme where in Nigeria the stock their companies is

owned by employee who should appoint their own management

working in such organization and they should participate in

performing organization activities and goals attainment and

generally improve economic condition of the nation and the

consequently encouragement foreign and real.

 The benefits of participation cannot be schussed and should

be practiced by any organization that seek to maintain an

atmosphere of trust and confident among its employees. In this

way the Integration of the employee’s personal objective and

organization goals will be achieved and sustained.

 REFERENCE

Allen J.t and when S.I. (1969) “Information flow in Research and
Development Laboratories Administration Science
quarterly vol. 14, No 1.

Appleby RB (1981) Modern Business Administration London

Pitman Publishing CO.R.

Aven S.L. and Colein S.L (1969) information flow in Research and
development lab.

Below R.G. SOTO G.S (1962) Executive Skills New Jersey practice
Hall HC.

Benard C.I. (1958) The Functions of the Executive Cambridge

Harvard University Press.

Brue H.I (1988) A Textbook of Education Technology Owen Toten

Publisher.

Ejoifor P.N.O (1984) The Nigeria Workers Challengers and

Opportunities Lagos, Long man Publisher Nigeria
Limited.

Flippo E.B (1982) personal managemen. York Margrew Hill.

International Gamy, G, (1970) management upward
communication management review Vol iii, No 5.

Hicka H.G (1996) the management of organization, New York

Magarm.

Hills, Book Co. Datz K. and Kaim I. (1978) the psychology of

organization New York.

John killey and sons mc, kountz, H. 0. Daniel and weihtred. H

(1983) management international Books Co Tokyo
McGraw Hill.
Litwin, G.H. and Stinger, R,T (1968) Management A
Contemporary Introduction New York Jersery
Practice Hill.

Magrew Hill, Book Co. Datz K. and Kahril (1988) The Psychology
of Organization, New York.

Meterland D.F (1979): Management Theory and Practice Lagos

Academic Press Limited.

Prichard, R.D (1990) Organizational Psychology Handbook of

Industrial and Organizational Psychology. Consulting
Psychologist Press.
 APPENDIX I

Department of Business Administration

and Management Rivers State Polytechnic
Bori

September, 2014

Sir/Madam,

I am a graduating student of Rivers State Polytechnic, Bori. I am

carrying out a research on “employee participation management:

implication on workers performance organizational productivity”

and using Nigeria Bottling Company (NBC) as a case study.

This research work is carried out as a result of requirement in

partial fulfillment of the Award of National Diploma in Business

Administration and Management.

These research project is mainly for Academic purpose. All

information will be treated with utmost confidentiality.

Thanks for your anticipated co-operation.

Yours Faithfully

DEEDENWII BARITURE NEELE

(Research Student)
 QUESTIONNAIRE

Please tick the appropriate box in each of the question

and comment where necessary.

1. Age? 25-40, 40-50, 5 1-60

2. Sex? Male Female

3. Marital Status? Single Married

4. What class of Labor forces for does your organization found

more useful? (a) Skill worker (b) unskilled workers

(c) Semi-skilled worker

5. How often does management hold consultation with employee?

(a) Away (b) Sometimes (c)Not at all

6. How often are you allowed to make decision concerning your

Individual jobs? (a) Very often (b) often (c)Never

7. Is training a staff both HND/B.sc training open to every degree

holders?(a) Yes (b) No.

8. Does supervisor use target stag opinion in determining the

allocation of production brands to different district? In NBC (a)

Yes (b) No

9. Does employee participation in managerial decision making

enhance productivity in your organization? (a)Yes (b)

No
10. Are Employees opinion and idea given proper attention in

decision making on your organization? (a)Yes (b) No

11. What is the relationship of committee of top managers and

employee like? (a) Friendly (b) Unfriendly