The Impact Of Employee Participation In Decision Making And Organizational Productivity (A Case Of Emenite, Enugu)

Project and Seminar material for Public Administration

Project and Seminar material for Public Administration


The essence of this work ascertains the impact of employee participation on management decision in productivity of the organization. The study method and library techniques and also questionnaire, literature and library materials were used in collecting data.

At the end of the work, it is discovered that although impact of decision making in organizational productivity is a costly exercise, it is indispensable motivational tool that changes performance and productivity when done accordingly.

This paper therefore, recommends that organizations should not neglect the importance of decision making in organizational productivity, ensuring that emphasis is on result rather than programme.

The stand of this work is that decision making is among rare personnel functions that benefit both employer and employee and therefore, should be given adequate attention.

Table Of Content

Preliminary Page(s)

  • Title Page
  • Certification Page
  • Dedication
  • Acknowledgement
  • Abstract
  • Table of contents

Chapter One

1.0 Introduction

  • 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 Hypothesis
  • 1.6 Significance of the Study
  • 1.7 Scope of the Study
  • 1.8 Limitation of the Study
  • 1.9 Definition of Terms

Chapter Two

2.0 Literature Review

  • 2.1 Introduction
  • (Other functions of the topic)
  • 2.2 Factors that influence participation
  • 2.3 Prerequisite for participation
  • 2.4 Forms of employee participation
  • 2.5 Different needs for participation
  • 2.6 Arguments for participation
  • 2.7 Argument against participation
  • References 28

Chapter Three

3.0 Research Design and Methodology

  • 3.1 Introduction
  • 3.2 Research Design
  • 3.3 Sources / Methods of Data collection
  • 3.4 Population and Sample Size
  • 3.5 Sample Technique
  • 3.6 Validity and Reliability of Measuring instrument
  • 3.7 Method of Data Analysis

Chapter Four

4.0 Presentation and Analysis of Data

  • 4.1 Introduction
  • 4.2 Presentation of Data
  • 4.3 Analysis of Data
  • 4.4 Test of Hypothesis
  • 4.5 Interpretation of Result(s)

Chapter Five

5.0 Summary, Conclusion and Recommendation

  • 5.1 Introduction
  • 5.2 Summary of Findings
  • 5.3 Conclusion
  • 5.4 Recommendation
  • References
  • Appendix 1
  • Appendix 2 (Questionnaire)

Chapter One

1.0 Introduction

1.1 Background Of The Study

Decision according to the Oxford advanced learners Dictionary is the action of deciding a conclusion reached and adjustment aimed at.

According to Nkemjika and Erondu 2010 decision refers to “that selected alternative course of action”. Decision from the above definition as the product of decision making exercise adopted for purpose of solving a specific problem either in government organization or private business establishments. It is the selection from among demand needs and inquires from filled officers.

Therefore, decision is the most germane activity of management of organization ranging from small scale organization to corporation. Decision making styles throughout organizations are changing because he task, the environment and the people have changed. We are no longer marching troop into battle. We do not want blind objective.

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 times sees decision as the heart of their job. In that, they must always choose what is to be done, who will do it, where and an most at times now it will be done. It is based on the above that the research wished to access the impact of employers participation in decision making and also on organization productivity in Nigeria public sector organization using Emenite Plc as a case study.

The foundation stone of the company was laid on 3rd October 1961 by late Dr. Hon. M.I Okpara in “the premier of their eastern Nigeria and the company in cooperated on 6th October 1961 with registration No. LC 2712 and with the name Turner Abbestors cement selts Ltd”.

The company was owned by Turners and also all Ltd @ Manchester, U.K based company *0% and the government of eastern Nigeria 20%.

The reason for sitting the company at its location at Emenite- Enugu is due to proximity.

  1. To the cement factory at Nkelogu
  2. To the airport
  3. To railway line
  4. To a river (Ekelu river)

Production started in 1963 with the company manufacturing abesttors, fiber, cement, pipes, roofing and ceiling products. During the Nigeria civil war (1967 – 1970) with the absence of the British management.

Nigeria managed the company under the supervision of Mr. I.A. Oyeani.

Due to the 1973 indigenization decree, the share holding of the company changed to Turners and Newall Ltd 60% and government of eastern Nigeria- 40%. The name of Ore company then changed to Turners Building product (Emenite) Ltd and the company headquarters moved from “Tinubu square lagos to No. 70 old Abakaliki road, mene Enugu”

By 24th March 1988. turners and Newall Ltd transferred 51% of its share holding Eteroutereme society Anonyme of Belgium (Now Etex Group S.A Belgium). The ultimate holding company/technical partners, while Imo Anambra, Abia and Enugu States share the remaining 49% and the company changed its name to the present name Emenite Limited.

Their Achievement

The management of Emenite Limited is aware that having achieved the Nisiso 14001. 2004 standard award is not an end to itself but rather a beginning of a future that will entail a lot of hard work and dedication not only to maintain and improve on the environmental management system to which the company has been certified for the past decade.

Emenite core purpose is the provision of quality building products for shelter at competitive terms and her core values are customer’s satisfaction.

The Organigram Of The Company


According to the organigrammes the number of workers in the company is 380. How many staff in each departments is

  • Management director = 5
  • Human resources = 34
  • Marketing = 43
  • Manufacturing = 175
  • Engineering = 87
  • Finance = 10
  • Procurement = 5
  • Internal auditing manager = 3
  • Environmental health/safety = 3
  • Quality control = 15
  • Total = 380

1.1 Statement Of The Problems

In Nigeria today, there is a lot of controversy as to whether an employee should participate in decision making or not. Many writers argue that employees should contribute in making decision especially where it affects them obtained job. It is expected that such participation will serve as training and testing ground for future members of upper management. The author maintained that qualified reasonably that honest and company oriented individual are not available at these lower organizational level but the big question is are they qualified individuals really available? These underlay the need for an investigation study.

1.2 Objective Of Study

The purpose of this research study is to access impact of employee’s participation in decision making in a public sector organization in Nigeria with reference to Emenite Plc. The main objectives are:

  1. To access the impact of employee participation in management decision making at Emenite Plc.
  2. To investigate the impact of employee participation in management decision on productivity of the organization.
  3. To make recommendation based on the research finding

1.3 Research Question

In all effort to accomplishing this research work effectively and perfectly the research present the following:

  1. To what extent do employee participate in decision making?
  2. Does management staff make decision without pre and post discussion and consultation with employee?
  3. Does management change decision rejected by employees.
  4. How often do employees meet to discuss with manager.

1.5 Statement Of Hypothesis

The following hypothesis shall be tested.

  1. Hi: Management of Emenite consults employees before making decisions.
    Ho: Management of Emenite does not consult employees before making decisions.
  2. Hi: Management of Emenite makes effective decision.
    Ho: Management of Emenite does not make effective decision.
  3. Hi: Effective decision enhances productivity in Emenite.
    Ho: Effective decision do not enhance productivity in Emenite.

1.6 Significance Of The Study

In all aspects, this work will be relevant to the managers and employees of Emenite Plc. It will also be beneficial to other public sector organization in Nigeria.

Also, it will be of great importance to government academically, potential and future researcher on the issue of employee participation in decision making.

This empirical is also germane to the researcher since it is a partial requirement for the award of Higher National Diploma in Public Administration and Management.

1.7 Scope Of The Study

This research focuses on the impact of employee participation in decision making and organizational productivity using Emenite Plc. Enugu as a case study.

1.8 Limitation Of The Study

The result of financial problems time constraint apathy on the part of respondents and bureaucratic procedures involved affected the study and makes the work uneasy to consummate or accomplish.

Chapter Five

5.0 Summary, Conclusion And Recommendation

5.1 Introduction

This chapter summarizes, draws conclusions and implications and makes the recommendations. Readers are interested in the implications of findings; a mere statement of findings is not enough to convey their meaning, it is therefore necessary to highlight the implications.

5.2 Summary Of Findings

With reference to the objective of this study, the findings enumerated below are based on oral interviews and facts gathered from the questionnaires. The data presented and analyzed on table 1 management of Emenite does not consult employees before making decisions.

However, it is appropriate that management consult employee during decision making as this help them make relevant decision more is especially because the employee are more closer to the customer/ public. They can stand in a better position to inform management about customer behavior on their product public view of their product and also furnish management with information concerning their competitors and these will aid management in decision making. The discrepancy between data presented and analyzed in table 1 and 2 above and their correspondence tested that hypothesis may be as a result of enormous information supplied by any of the respondent because management changes more especially when such decision is to the collective determent of the employee and management.

The study also reveals that the extent to which employee participates indecision making of the company is inadequate. It was further highlighted in the study that employees do not always meet to discuss with manager, they do that occasionally (sometimes). The study also review that staff ranks educational qualification and experience are the determining factor for employee participation in decision making.

Therefore, management staff should cultivate the habit of delegating authority freely to the subordinates and any delegation of responsibility to employee must be merged with equal authority to enable the employee carry out the task effectively.

5.3 Conclusion

In conclusion, since companies utilizes rank education and experience in determining who should be involved in decision making there is need to institute and encourage study leave with or without pay and part time programmes to enable the employee acquire qualification, competence and position in the organization.

Also, manager should always remember that participation of employee does not relieve him of authority or his responsibility for making decisions. The last work rest on him. He must realize that he has a dual responsibility to his organization and other employee there, the desires and wishes of the employee must be measured against the legal goal and objectives of the organization.

5.4 Recommendation

In order to improve high productivity and better labour management relations the below recommendation are made;

1. The Organization

The Emenite Ltd should provide a psychological climate conducive for effective employee participation for decision making to take place. It should encourage and initiate a two way flow of information so as to ensure a meaningful exchange between management and employees. As a means of encouraging employee to participate effectively, he must be made to feel that his opinion and idea means “something” and that he is valued both as a person and an employee. Also, the organization effort to encourage participation must be sincere. If employee’s opinion and suggestion influence decision, it becomes meaningless and often does more harm than good. Emenite Ltd should establish guidelines as to the freedom managers could allow employee in making decision concerning work in their departments.

2. The Manager

As a way of encouraging effective participation, the manager must operate a two way communication flow. Its effort to encourage participation must be sincere and the freedom he will give employee in decision making concerning work his department must not exceed the guidelines established by the organization.

3. The Employee

The usefulness of employee suggestions and advice in the growth of the company cannot be over emphasized employee should therefore, be allowed to participate in management decision making the benefits of such participate includes higher output better quality of work higher job satisfaction greater commitment to goal better acceptance of change less absence reduced stress and turnover and greater self esteem. However, the degree to which an employee is to a great extent on his background and training. Therefore, employee should design appropriate method of improving their education and background so as to be able to contribute meaningful decision making process in the organization.

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