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Full Project – Employees participation in decision making and its impact on workers performance

Full Project – Employees participation in decision making and its impact on workers performance

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Full Project – Employees participation in decision making and its impact on workers performance

Click here to Get this Complete Project Chapter 1-5

CHAPTER ONE

  • INTRODUCTION

When will talk of decision making, e have to bear certain things in mind? Decision making is the role of a leader.  Some leaders do not allow subordinates to make decision (Authorial Leaders). Some leaders go to the extent of allowing the subordinates to make all decisions. (Igisses  fair leaders) each of the above leadership style has an implication or effect in organizational performance the focus of this study is on the democratic leadership style which allows subordinates participation in decision making and the aim is to discover the effect of such participations on work using Access Bank as a case study.

1.1. BACK GROUND OF THE STUDY

Advancement is the study of management with emphasis on the humanistic approach has strengthened the urge to discover and to know more about the individual interest in the organizational goals.

Concepts like participation when related to performance have attracted the attentions of researchers, management participation, physiologist and sociologist who devoted their time, money and human resources in trying to discover the relationships between participation in decision making and job performances.

Participation is the mental, physical and emotional involvement of person in group situation that encourages them to make their own contributions towards that achievement of goals and sharing of responsibilities.

Davis (1981) defined it as motivational techniques koortz (1983) says that the right lead of participation for enterprise success.

Decision making could be seen as process of selecting from among alternatives of course of actions according to certain set criteria. The dynamics of modern organization place a heavy burden on its manager sometimes see decision making as their central job because they must constantly choose what is to be done.

The primary task of managers is to get people to contribute to the activities that will help in achieving the organizational goals when requited and how required. It could be seen that there has been many identified relationship between participation and work performance some of which centers on the believe that if workers participate in issues concerning them, and their environment, it boosts their morale feelings of recognition and finally motivates them to increase their performance, Maier (1952).

The study seeks to make additional contributions to the impact of employee participation in decision making on work performance, and also to identify motivational impact of the different levels of participation.

1.2. STATEMENT OF THE PROBLEM

Since the concept of participation involved from the field of human relations, it has been misunderstood by many organizations, participation therefore is the act of one taking part in something that’s affects him or her directly or in a special way of delegation in which the subordinates gains control and freedom of choice with respect to his or her responsibilities. Unfortunately, the extent of which participation of workers in decision making is allowed by most managers adopt leadership style that does not permit the opportunity to contribute their own ideas or provide useful information, the employees on ground whose jobs are mostly affected by decision making base on their experience at work. Employees are likely to support a course of action in which it counterproductive in the sense that their moral will be low on the other hand, employees participation in decision making will increase their moral which is return increase their productivity.

The assumption of some managers is that employees will divulge official secrete if allowed to participate in decision making which may seem reasonable in principle. While one does not rule out the possibility that the employees may lack important secret if allowed participating in decision making. We cannot equally overlook the overriding advantage of employee’s participation. The assumptions that subordinate are potentially incapable of making useful contribution in decision making not to be true. Most subordinates by virtue of their experience in a particular job setting are in a very good position to contribute ideas that will prove very useful in decision making.

As a result of this efficient and effective job performance together with reached goals requires creation and maintenance of an environment by which individual work together in groups towards the accomplishment of common objectives. Thus, presenting point of view which create a sense of loyalty and commitment to decision reached.

 

 

1.3. OBJECTIVES OF THE STUDY

The study attempts to achieve the following objectives

  1. To determine the impact of democratic leadership style on employees performances.
  2. To determine the impact of democratic leadership on employees performance.
  3. To discover how laissez faire leadership style affect employees performance.
  4. To find out how autocratic leadership style affect employees performance

1.4. RESEARCH QUESTIONS

This research seeks to know the different levels of participation and the process identify, the different motivational impact of different levels of participation

The following are the research questions

  1. How does democratic leadership style affect employee’s morale?
  2. How does democratic leadership style affect employee performance?
  3. How does autocratic leadership style affect employee performance?
  4. How does laissez faire leadership affect performance?

1.5. SIGNIFICANCE OF THE STUDY

The findings of the study will guide the management of Access Bank in formulating appropriate personal polices

The application of the recommendation of this research will lead to increase employee’s performance in Access Bank and other banks

Furthermore, other researchers also will find the study a useful tool in further research

1.6. LIMITATIONS OF THE STUDY

This research work will be restricted only to a particular bank (access) in owerri.

Academic enterprise traditionally safeness limitations and constraints. The project Failed to, live above this tradition one of the constraints encountered was back of related materials (book) on the topic from most of the libraries. I went given free access by the security men

Another constraint was on the questionnaires’ the respondents could not complete them as required

1.7. SCOPE OF THE STUDY

In other to satisfy the objectives set out of this study, the scope of the study endeavor to cover areas that pertain to the employee’s participation in decision making and its impact on workers performance, policies and practices of Access Bank the critical for determining the type of people or employees that participate in making decision. The study covers the entire staff, senior and junior staff that participates in making decision.

1.8. DEFINITION OF TERMS

  1. a) PARTICIPATION: Participation is defined as a special way of delegation in which the subordinate gain greater control, greater freedom of choice with respect to the responsibility. It could be defined as the act of one partaking in something that affects him or her directly.
  2. b) DECISION MAKING: This is defined as an action conscious taken or chosen from available alternative for the purpose of achieving a desired result.
  3. C) JOB PERFORMANCE: This is an extent in which a work does his or her job in relation to existing standards
  4. d) EMPLOYEES: These are people employed or behavior of a leader while performing his or her administrative functions of planning organizational staffing, evaluating and decision making
  5. e) DEMOCRATIC LEADERSHIP STYLE: This is the leadership style where administrative policy is not deficit. The leader gives the subordinate free hand to participate in decision making.
  6. f) AUTOCRATIC LEADERSHIP STYLE: Here the leader takes unilateral decision (makes decision alone) and impasses them on subordinates to implement, that does any other persons capacity.

1.9 HISTORICAL BACKGROUND OF ACCESS BANK OWERRI

Over the past 26 years, Access Bank plc has transformed from an obscure Nigerian bank into a world class African institution. Today, Access Bank is one of the five largest banks in Nigeria in terms of assets, loans, deposits and branch network, a feat which has been achieved through strong long term approach to client solutions providing committed and innovative advice.

Access Bank has built its strength and success in corporate banking and is now taking that expertise and applying to the personal and business banking platform in acquired from Nigerians international commercial Bank in 2012. The last two years have been spent integrating the business investing in the infrastructure and strengthening the product offer. As part of its continued growth strategy, Access Bank is focused on mainstreaming sustainable business practice into its operation.

 

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Full Project – Employees participation in decision making and its impact on workers performance

Click here to Get The Complete Research Project Chapter 1-5

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