THE IMPACT OF EMPLOYEES PARTICIPATION IN DECISION MAKING IN NIGERIAN PUBLIC SECTORS.

(A CASE STUDY OF POWER HOLDING COMPANY OF NIGERIA (PHCN) ENUGU)

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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. 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 de 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. Lack of qualified and company-oriented individuals undermine employees participation in decision making. Availability of skilled individuals in organizational decision making promotes productivity.

		TABLE OF CONTENTS






CHAPTER ONE: INTRODUCTION
1.0	Introduction	–	–	–	–	–	–	–	1
1.1	Background of the Study			–	–	–	–	–	2
1.2	Statement of the Problems			–	–	–	–	–	4
1.3	Objectives of the Study			–	–	–	–	–	4
1.4	Significance of the Study			–	–	–	–	–	5
1.5	Scope of the Study		–	–	–	–	–	–	6
1.6	Limitations of the Study			–	–	–	–	–	6
1.7	Research Questions		–	–	–	–	–	–	7
1.8	Research Hypothesis		–	–	–	–	–	–	8
1.9	Definition of Terms		–	–	–	–	–	–	9
1.10	Theoretical Framework			–	–	–	–	–	10
CHAPTER TWO: LITERATURE REVIEW
2.0	Introduction	–	–	–	–	–	–	–	14
2.1	The Concept of Employee Participation					–	–	–	15
2.2	Factors that Influence Participation					–	–	–	20

2.3	Prerequisites for Participation				–	–	–	–	23
2.4	Forms of Employee Participation				–	–	–	–	25
2.5	Different needs for Participation				–	–	–	–	33
2.6	Views Expressed Concerning Participation						–	–	34
2.7	Constraints to Participation			–	–	–	–	–	37
2.8	The Range of Options for Employee Participation							–	39
2.9	Arguments for Participation			–	–	–	–	–	43
2.10	Arguments against Participation				–	–	–	–	44
2.11	Historical Background			–	–	–	–	–	45
CHAPTER THREE: RESEARCH DESIGN METHODOLOGY
3.0	Introduction	–	–	–	–	–	–	–	49
3.1	Design of the Study		–	–	–	–	–	–	49
3.2	Area of the Study		–	–	–	–	–	–	50
3.3	Population of the Study			–	–	–	–	–	50
3.4	Sample and Sampling Technique				–	–	–	–	51
3.5	Instrument for Data Collection				–	–	–	–	52
3.6	Validation of the Research Instrument					–	–	–	53
3.7	Reliability of the Research Instrument					–	–	–	54
3.8	Method of Data Collection			–	–	–	–	–	54
3.9	Method of Data Analysis			–	–	–	–	–	55
CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS
4.0	Introduction	–	–	–	–	–	–	–	56
4.1	Presentation and Analysis of Data				–	–	–	–	56
4.2	Testing of Hypothesis		–	–	–	–	–	–	76

CHAPTER FIVE: SUMMARY OF FINDINGS
5.0	Introduction	–	–	–	–	–	–	–	82
5.1	Summary of Findings		–	–	–	–	–	–	82
5.2	Conclusion	–	–	–	–	–	–	–	84
5.3	Recommendations		–	–	–	–	–	–	85
5.4	Implications of Research Findings				–	–	–	–	88
5.5	Limitations	–	–	–	–	–	–	–	89
5.6	Suggestions for Further Study				–	–	–	–	90
	Bibliography	–	–	–	–	–	–	–	91
	Appendix	–	–	–	–	–	–	–	93

CHAPTER ONE

INTRODUCTION

Employee participation is creating an environment in which people have an impact on decision and actions that affect their jobs. Employee participation is not the goal nor is it a tool, as practiced in Nigerian Public sectors. Rather, employee participation is a management and leadership philosophy about how people are most enabled to contribute to continuous improvement and the on going success of the public sectors.

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.

To date, little is known about the financial condition of the Nigerian public sectors with employee participation in decision making. Although the popular literature suggest that employee participation in decision making has been implemented in the Nigerian public sector in distress and has been effective in restoring financial health.

BACKGROUND OF THE STUDY

It should be recent that a decision is a choice whereby a person forms a conclusion about a situation. Gostell L. Wand Zalkind S.S. (1963) defined the term decision making as a choice process, choosing one from among several possibilities. This depicts a course of behaviour about what must be done or vice versa. Decision however translated into concrete action. Planning engenders decision guided by company policy and objectives, policies, procedures and programmes.

The aim of decision making is to channel human behaviour towards a future goal. Decision-making is however one of the most important activities of management. It has been the pre-occupation

of all management of multifarious organization to multi-national corporations.

Managers often consider decision making to be the heart of their job in that they must always choose what is done, who will do it, when, where and most of the time how it will be done.

Traditionally, managers influence the ordinary employers and specifically their immediate subordinate in the organization. This has

resulted in managers‟ unnatural decisionr e subordinates. In Germany around 1951 a law was enacted which

provides for code termination and requires labour membership in the supervisory board and executive committee of certain large corporation enabling subordinates to participate in decision making process resulted to relatively and peaceful labour management relations.

The basic concept involves any power-sharing arrangement in which workplace influence is shared among individuals who are otherwise hierarchical unequals. Such power-sharing arrangements may entail various employee involvement schemes resulting in co-determination of working conditions, problem solving and decision making.

It is in this context the researcher wishes to assess the “impact of employee participation in decision making in Nigerian public

11 sector” using Powers Company Holding of Nigeria(PHCN) Enugu as a

case study.

STATEMENT OF THE PROBLEMS

There has been a lot of controversy as to whether an employee

should participate in management decision making or not. Some writers argued that employees should contribute in making decision more especially where it affects them or their jobs. It is expected that such participation will serve as training and testing ground for future members of upper management.

In Nigeria, experts that refuted the above assertion see the arrangement as a symptom of mal-organization. They maintained that qualified, reasonable, honest and company oriented individuals are not available at these lower organizational levels. But the big question is, are skilled individuals really available? All these underlay the need for an investigative study.

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