Spontaneous Decision Making In The Work Place And Gender Differences

Project and Seminar Material for Psychology

Spontaneous Decision Making In The Work Place And Gender Differences


Abstract


This study was carried out to examine spontaneous decision making in the work place and gender differences using ABR technologies limited, Ethiope West local government, Delta State, Nigeria. Specifically, the study aims to determine the extent of employees involvement in spontaneous decision making among companies in Ethiope West local government, determine whether there is gender disparity during employees involvement in spontaneous decision making among companies in Ethiope West local government, ascertain the factors associated with gender disparity on employees involvement in spontaneous decision making among companies in Ethiope West local government and determine the impact of gender inequality on the quality of spontaneous decision among companies in Oghara local government. The study employed the survey descriptive research design. A total of 30 responses were validated from the survey. From the responses obtained and analyzed, the findings revealed that the extent of employees involvement in spontaneous decision making among companies in Ethiope West local government is low. The study thereby recommend that Organizations should be weary of the decision made in a spontenous manner as it could have huge effect on the productivity of staffs in the workplace. Also, gender discrimination should be avoided and shuned in a work environment as it could breed resentment among employees which could have an impact on the organization.


Table of Content


  • Title Page
  • Certification
  • Dedication
  • Acknowledgement
  • Table of Content
  • List of Tables
  • Abstract

Chapter One:

Introduction

  • 1.1 Background of the Study
  • 1.2 Statement of the Problem
  • 1.3 Objective of the Study
  • 1.4 Research Questions
  • 1.5 Research 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:

Review of Literature

  • 2.1 Conceptual Framework
  • 2.2 Theoretical Framework
  • 2.3 Empirical Review

Chapter Three:

Research Methodology

  • 3.1 Research Design
  • 3.2 Population of the Study
  • 3.3 Sample Size Determination
  • 3.4 Sample Size Selection Technique and Procedure
  • 3.5 Research Instrument and Administration
  • 3.6 Method of Data Collection
  • 3.7 Method of Data Analysis
  • 3.8 Validity of the Study
  • 3.9 Reliability of the Study
  • 3.10 Ethical Consideration

Chapter Four:

Data Presentation and Analysis

  • 4.1 Data Presentation
  • 4.2 Analysis of Data
  • 4.3 Answering Research Questions
  • 4.4 Test of Hypotheses

Chapter Five:

Summary, Conclusion and Recommendation

  • 5.1 Summary
  • 5.2 Conclusion
  • 5.3 Recommendation
  • References
  • APPENDIX
  • QUESTIONNAIRE

Chapter One


Introduction

1.1 Background of the Study

Men’s and women’s conduct has an impact on not just ordinary life, but also business concerns. Women, for example, are thought to be more intuitive and risk-averse than men. Intuition, experience, and emotive reactions are used to make decisions. Analytic, computational, rational, and deliberative systems are offered for the other systems. The intuitive, experiential affective system is also considered to be responsible for modifying or nullifying biased choices made by the rational, deliberative system (Evans, 2008; Kahneman, 2003). Deliberation and analysis are used to make “good” (i.e., unbiased) judgments in these dual process models. Reyna’s (2004) fuzzy trace theory, on the other hand, indicates that excellent judgments come from a more intuitive, experienced approach. Those with more experience have a larger knowledge base, allowing them to employ gist-based processing (i.e., focusing on the most important information) and make faster judgments, whereas those with less experience may have to be more deliberate and slower in their decision-making. Others have proposed that the decision-making process be better understood as an interaction between three overlapping systems (deliberative, experiential, and emotional), emphasizing that decision-making processes do not necessarily occur in isolation (Strough, Karns, & Schlosnagle, 2011). Other critiques of dual-process theories exist (e.g., Keren & Schul, 2009), with current focus on whether data supports the existence of two separate systems (Evans & Stanovich, 2013; Frank, Cohen, & Sanfey, 2009; Keren, 2013; Kruglanski, 2013). Although dual-process models have been challenged as insufficient, they have acted as a guide for most of today’s decision-making research and so provide a helpful means of organizing past work.


1.2 Statement of the Problem

The efficiency of labor is mostly determined by the personnel. Depending on gender, organizational choices may have a varied level of efficiency. Gender disparity is a hot topic in the workplace these days. Women’s salaries are lower in many companies. They also have fewer possibilities for advancement. The objective of this essay is to highlight the gender disparities in working and decision-making processes that have an impact on management effectiveness and total organization success. Every day, people are faced with situations in which they must make a decision, whether small or big. Individual variations in decision-making styles or reaction patterns that people report utilizing to make decisions have recently been considered by researchers. Understanding these styles is critical since the way a person makes decisions has been demonstrated to have a significant impact on work performance. The way a person makes decisions may be influenced by their age and gender. Previous studies have looked at different decision-making styles independently using a variable-centered approach. Men and women have been compared in their stated use of intuition, while men and women have been contrasted in their claimed use of reason (Sadler-Smith, 2011; Sinclair, Ashkanasay, & Chattopadhyay, 2010). This sort of research produces mixed results when it comes to age and gender disparities. A person-centered approach to examining decision-making patterns may give a better understanding of age and gender disparities. It is feasible to establish, for example, if people who tend to use reason are also less inclined to use intuition (or vice versa) and if individual variations exist in this particular “combination” of styles using a person-centered approach. The present study looked at workplace decision-making and gender disparities.


1.3 Objective of the Study

  1. To assess if decision making in the work place is based on gender.
  2. To assess the dominant gender in decision making in the work place.
  3. To assess how managements are handling decision making in various company.

1.4 Research Questions

  1. How are decisions made in the work place?
  2. What gender is the dominant gender in decision making in the workplace?
  3. How are managements are handling decision making in various company?

1.5 Research Hypotheses

  • H0: The extent of employees involvement in spontaneous decision making among companies in Oghara local government is low.
  • Ha: The extent of employees involvement in spontaneous decision making among companies in Oghara local government is high.

1.6 Significance of the Study

This study will be crucial because it will provide data that will help a range of organizations and stakeholders, including privately held and publicly traded corporations, determine the extent to which gender differences impact spontaneous decision making in the workplace. It will increase workers’ knowledge of gender differences in decision-making.


1.7 Scope of the Study

The focus of this study is limited to spontaneous decision making in the work place and gender differences. And companies in Oghara local government, Delta state, were used as a case study.


1.8 Limitation of Study

The study was limited given the short duration of the study. Not all companies in Delta state could not be covered and the budget was also a limit for this study.


1.9 Definition of Terms

Decision Making:

Decision making is the process of making choices by identifying a decision, gathering information, and assessing alternative resolutions.

Work Place:

A place where people work, such as an office or factory.

Gender Differences:

Typical differences between men and women that are specific to a particular culture and influenced by its attitudes and practices.


Chapter Five


Summary, Conclusion and Recommendation

5.1 Summary

In this study, our focus was on the spontaneous decision making in the work place and gender differences using ABR technologies limited in Ethiope West local government, Delta State, Nigeria as case study. The study specifically was aimed at highlighting determine the extent of employees involvement in spontaneous decision making among companies in Ethiope West local government, determine whether there is gender disparity during employees involvement in spontaneous decision making among companies in Ethiope West local government, ascertain the factors associated with gender disparity on employees involvement in spontaneous decision making among companies in Ethiope West local government and determine the impact of gender inequality on the quality of spontaneous decision among companies in Oghara local government. A total of 30 responses were validated from the enrolled participants where all respondent are drawn from staff of ABR technologies limited ,Ethiope West local government, Delta State.


5.2 Conclusion

Based on the finding of this study, the following conclusions were made:

  1. The extent of employees involvement in spontaneous decision making among companies in Ethiope West local government is low.
  2. There is a gender disparity during employees involvement in spontaneous decision making among companies in Ethiope West local government?
  3. The factors associated with gender disparity on employees involvement in spontaneous decision making among companies in Ethiope West local government includes:
    1. Race and colour,
    2. Job segregation,
    3. Uneven access to education and
    4. Social status.
  4. The impact of gender inequality on the quality of spontaneous decision among companies in Ethiope West local government includes:
    1. Lower productivity,
    2. Prevents creativity,
    3. Low Morale and Enthusiasm and
    4. Low representation among employees.

5.3 Recommendation

Based on the responses obtained, the researcher proffers the following recommendations:

  • Organizations should be weary of the decision made in a spontenous manner as it could have huge effect on the productivity of staffs in the workplace. Also, gender discrimination should be avoided and shuned in a work environment as it could breed resentment among employees which could have an impact on the organization

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