Employee Participation In Decision Research Articles

Effect of Employee Participation in Decision Making on Performance of Steel Sector Companies in Jharkhand

This study looked at how certain companies in Jharkhand performed when their employees were involved in decision-making. With the use of a questionnaire, information was obtained from ten (10) owners and eighty (80) employees of the selected companies that were chosen randomly from Ghato, Ramgarh & Bokaro. Descriptive and inferential statistical techniques were used to statistically analyse the obtained data. The findings demonstrated that, on average, staff involvement in decision-making significantly improved organisational performance in companies, with (β = 0.512, t = 6.257, P<.01). This research suggests that the companies who have previously disregarded HRM techniques while operating their companies are realizing the importance of employee participation in decision making of the organizations.

Maximising Productivity through Employee Motivation

The paper provides a comprehensive examination of research on how to enhance productivity in the workplace by motivating employees. First, the paper introduces the concept of employee motivation and its impact on output. The article then delves into several theories, including Maslow's hierarchy of needs, Herzberg's two-factor theory, and expectation theory, to better understand what motivates workers and how these factors can increase employee engagement. The paper also discusses various approaches and practices that have proven effective in boosting morale and productivity in the workplace. These include goal-setting, rewards and recognition, and employee participation in decision-making. Furthermore, the paper highlights the importance of strong leadership in fostering an inspiring workplace. Leaders play a crucial role in establishing the direction, communicating it clearly, and promoting an environment that encourages teamwork and constructive criticism. In addition, the paper summarizes studies that have examined the efficiency of different forms of motivation. The results suggest that proper goal setting, feedback, and appropriate rewards and recognition significantly benefit employee motivation and performance. The paper stresses the need for regular assessment and improvement of incentive strategies to ensure their long-term efficacy. The paper concludes by pointing out specific gaps in the existing literature and offering suggestions for further study. Given the significance of teams in contemporary businesses, the study suggests that more research is needed on team-level motivation than has been conducted.

Effects of Labour Broking on Employee Morale – A Case Study of Fert, Seeds & Grains (FSG) Superfert Pvt Ltd, Bindura, Mashonaland Central, Zimbabwe.

The critical goal of this research study was to examine the effects of labour broking on employee morale at Superfert (Pvt) Ltd. A Case study design and quantitative and qualitative research methods were used. Questionnaires and interviews were administered to a sample of 43 casual employees hired from Headhunters Labour Brokers by Superfert (Pvt) Ltd and 2 key informants who were selected. A thematic approach was used to determine the effects of labour broking on employee morale. Data was analysed using the SSPS software and presented using tables and figures. The major findings from this research were that employee morale at Superfert (Pvt) Ltd was relatively low. The effects of labour broking on employee morale were found to be employee morale related problems such stress, headaches employee absenteeism; misunderstandings; high employee turnover; high organisational spending on employee recruitment and low productivity. However, there was no positive relationship between employee morale. Research findings showed that Superfert (Pvt) Ltd used the targets strategy and aggressive production approach for enhancing employee performance and the measures to address employee morale were unsatisfactory. The researcher therefore recommended that in improving employee morale and engagement labour brokers should identify the needs of employees such as effective monetary rewards and employee participation in decision-making and satisfy these needs; craft a clear communication framework or policy that minimize disruption and adverse effects on employee morale; conduct professional and occupational training to ensure that the employees have the required skills to complete their jobs. Labour brokers should also offer its employees permanent contracts that enables employees to plan for the future and there is need for government, and its line ministries such as Labour and Social Welfare in Zimbabwe, and other stakeholders to craft the code of conduct specifically for labour brokers and increase focus on tracking their conduct to protect employees from abuse.

Participation in Decision-Making, Career Development, and Organizational Commitment

Employee participation in decision-making is a key factor in an organization's success, significantly influencing career development and organizational commitment. This study underscores the ethical and strategic imperative for management to empower employees in decision-making processes, a vital component of human resource management. Focusing on municipal officers from the Lampung regional province, the research employed a survey method to gather data. Analysis of 70 valid responses using SmartPLS software highlighted the substantial impact of budgetary participation on both career development and organizational commitment. Moreover, the findings revealed a direct correlation between budgetary participation and organizational commitment. Employees involved in budgetary decisions demonstrated greater dedication to fulfilling the organization's objectives. The study emphasizes the significance of involving employees in budgetary decision-making processes, which directly affects career progression and commitment to the organization. Contributing to the expanding body of literature on budgetary participation in the public sector and emerging economies, this research offers insightful implications for organizations and managers aiming to enhance employee engagement and loyalty.
 Keywords: career development, emerging countries, organizational commitment, participation in decision-making, public sector

“A Study on Effect of Dispute Management with Special Reference to Employee Performance at Indigo Blues (A Unit of Gokaldas Exports Limited), Doddaballapura.”

This research paper studies the effect of conflict management on employee performance conducted in textile industry in indigo blues. The study investigates how efficient conflict resolution techniques affect staff productivity in businesses. Significant discrepancies in ideas on teamwork, a clear code of conduct, and dispute resolution techniques were also discovered by the study. Conflicts were shown to be exacerbated by heavy workloads, ineffective leadership, and insufficient employee participation in decision-making. The study makes suggestions for how organizations can enhance their dispute resolution practices, such as promoting open communication, creating clear policies and procedures, encouraging teamwork, offering conflict resolution training, setting up a formal grievance redress process, and guaranteeing fairness. Future surveys may involve corporate companies on a larger geographical scale, and include additional number of workers, for the purpose of attaining more reliable results. KEY WORDS: Employee performance, in effective leadership, insufficient employee participation

Fostering organizational commitment through employee participation in decision making

The present study was carried out among bank staffs in Warri and Abraka, Delta State. The study seeks to ascertain the effect of employee participation in decision making on organizational commitment of bank staffs in Delta State. The population of study comprised employees of banks in Warri and Abraka, Delta State. The sample for the study was given as 240. Out of the 240 questionnaires administered to the participants only 220 were returned while 20 were not returned. The data obtained from the questionnaires were analyzed using descriptive statistics such as frequency count, percentage, mean, and standard deviation to answer the research questions. The hypotheses developed was tested using regression analysis. The findings show that there is a significant positive relationship between employees’ participation in decision making and organizational commitment. The study, therefore, recommends among others that the management of the institutions should continue to allow employees to participate in the decision-making process for increasing employee commitment.

EFFECTS OF EMPLOYEE VOICE ON ORGANISATIONAL COMMITMENT OF OIL AND GAS COMPANIES IN LAGOS STATE NIGERIA

The study examined the effect of employee voice on organisational commitment of oil and gas companies in Lagos State Nigeria. The type of survey research design method employed for the study was cross sectional survey research design. The population of the study consists of 1724 employees of three selected companies in Lagos State. Krejcie and Morgan (1970) sample size calculation table was used to estimate the sample size of 313 employees. Simple random sampling was used for the study. Copies of validated structured questionnaire were used for data collection. To establish the reliability of the instrument, a test-retest method was used. The statistical techniques of data analysis employed includes: descriptive statistics, and multiple regression analysis. Findings showed that workplace meetings (? = 0.408, P < 0.05), employee participation in decision making (? = 0.126, P < 0.05) and supervisor-subordinate mutual relationship (? = 0.368, 0.05) has positive effect on organizational commitment. Findings showed that 61% of the change in organizational commitment can be explained by the variables of employee voice. The study concluded that employee voice significantly predict organizational commitment of oil and gas companies in Lagos State Nigeria. The study recommended amongst others that companies should encourage a culture where employees feel comfortable expressing their opinions and ideas. Foster an environment where employees feel empowered to share their perspectives and engage in discussions with their colleagues and superiors.
 Keywords: Employee Voice, Organisational Commitment, Oil and Gas Companies, Lagos.

The moderating role of workplace ostracism between employee training, employee participation and organizational commitment among bank employees

PurposeThis study aimed at investigating employee training, employee participation and organizational commitment (OC) and the moderating effect of workplace ostracism among bank employees.Design/methodology/approachThe study used a descriptive and cross-sectional design with the aid of a standard scale constructed into a questionnaire. Cluster, convenience and simple random sampling techniques were used to select 1,067 respondents, of which 870 were deemed fit for the study. The theories underpinning the study were the social exchange theory (SET) and social identity theory (SIT). Four hypotheses were developed and tested using hierarchical multiple regression analysis, and moderation using PROCESS macro.FindingsThe study found that employee training and employee participation had a significant positive relationship with organizational commitment, while organizational ostracism had a significant but negative relationship with organizational commitment among bank employees. The study also found that workplace ostracism moderated the relationship between organizational climate and organizational commitment The study recommended that organizational commitment requires management training their workforce, allowing employee participation in decisions, and minimizing or outrightly eradicating the practice of organizational ostracism. It is, therefore, concluded that workers place great value on training and participation in decision-making and frown at organizational ostracism.Originality/valueThis paper fills in the gaps left by the paucity of empirical investigation of the moderating role that workplace ostracism plays between employee training, employee participation and organizational commitment – a feat that is lacking in developing countries. It serves as a reminder to management to prevent or entirely eliminate workplace ostracism to allay an employee's impression of being a threat to an organization when commitment is low.

Internal Communication Practices Impact on the Institutional Brand During Institutional Transition

Progressive higher education institutions, in a competitive environment, evaluate brand positioning to navigate through communication, economic and globalization challenges. Literature in Sub-Saharan Africa hardly interrogates how public universities manage institutional brand for competitive advantage (Sulkowski, Wozniak, & Seliga, 2019) from an internal communication perspective. In Kenya, rapid university expansion and funding reduction enhanced competition. In a complex and dynamic context, vibrant institutions align corporate strategy to internal communication and position institutional brand. Thus, this study interrogates how the internal communication practices of an emerging university in Kenya impact institutional brand during transformation. A total of 153 Questionnaires were administered and 18 in-depth interviews were undertaken. Data as collected from 18 middle-level management who were purposively selected and the 153 self-administered questionnaires using stratified random sampling were administered on MMU faculty and administrative staff. The findings suggest that effective communication be through employee participation in decision-making (90%), conflict management (73%), brand management (mean 3.3), and corporate storytelling for institutional memory. However, management communication practices did not effectively communicate corporate objectives, marketing and branding strategy during university transition which negatively influenced image building and employee trust. The study recognized the importance of an internal communication policy, during transition, to provide a systematic and structured process which incorporates employee participation and empowerment. Employee participation strategy that integrates induction, interpersonal activities and interactive channels such as social media to communicate institutional strategic elements and enhance relationship management. Empowerment contributes to institutional brand management through mid-manager training, information inclusion, diversity management through internal stakeholder sessions, the use of mediated communication embracing social media, intranet and website to sensitize institutional management and employees. Upcoming public universities, like organisations, are expected to survive and thrive, through strong corporate branding to counter progressive forces arising from global, curricular, policy, technological and generational transformations. The study recommends an internal communication policy and management practice for effective communication of institutional messages to enhance employee participation and empowerment to improve brand positioning during institutional transformation.

Work environment, HR practices and millennial employee retention in hospitality and tourism in Bangladesh

PurposeThis study examines the relationship between HR practices and millennial employee retention in the tourism industry in Bangladesh. It investigates the moderating role of the work environment in the relationship between HR practices and employee retention in the industry.Design/methodology/approachThe researchers used non-probability judgemental sampling to collect 384 questionnaires through a survey of millennial employees. Partial least square-based structural equation model (PLS-SEM) was used to analyse the data.FindingsThe results reveal that HR practices included in this paper have significant relationships with millennial employee retention in the tourism industry in Bangladesh, except employee participation in decision-making. In addition, the results show that the work environment only moderates the relationship between two HR practices (compensation, training and development) and millennial employee retention.Practical implicationsThe results suggest that managers in tourism organisations must develop HR practices and foster a positive work environment to retain millennials.Originality/valueThis is the only study that examines the moderating role of the work environment on the relationship between five selected HR practices (training and development, job security, performance appraisal, employee participation, compensation) and millennial employee retention. Previous studies used fewer HR variables.

Participation in Decision-Making and Perceived Organizational Support as Predictors of Psychological Safety among Secondary School Staff

Psychological safety, employee participation in decision-making, and organizational support have become key issues in organizational behavior literature. Consequent to the aforementioned, this study examined employee participation in decision-making and perceived organizational support as predictors of psychological safety among the staff of secondary schools. A quantitative cross-sectional survey and the predictive design were utilized for investigating the direct nexus between the variables. Data were collected from 150 employees working in secondary schools in Awka and Amawbia of Anambra State, Nigeria, using the simple random sampling technique. The participants comprise 78 females (51.8%) and 72 males (48.2%) with a mean age of 30.2 years and a standard deviation of 8.3. Three standardized self-report measures of psychological safety, perceived organizational support, and participation in decision-making were used for collecting the data while regression analysis was used for testing the two research hypotheses via the IBM-SPSS version 23. The result of the study showed that perceived organizational support significantly and positively predicted psychological safety (\(\beta\)= .081, p < .05). Also, employee participation in decision-making was not a significant predictor of psychological safety (\(\beta\)= -.014, p > .05). This implies that an increase in organization support promotes psychological safety, while an increase or decrease in participation in decision-making does not facilitate psychological safety in the organization. Hence, it is recommended that policies governing engagement in management and managerial support should be reformed for employees in secondary schools because of the positive impact it has on psychological safety in the workplace.

DIRECT EMPLOYEES PARTICIPATION IN DECISION MAKING ON PRODUCTIVITY IN ACCESS BANK

Decision-making in organizations has been the domain of top management but without the participation of those on the lower treads of the ranking of management, yet they are the very ones expected to see to the implementation of these decisions, hence this study investigated employee participation in decision making on productivity in access bank. A cross-sectional survey research design was used, and the total population are 80 staff, while the sample size is 69 staff , To provide answers to research questions and the stated objectives, information gathered on all relevant variables were analyzed using descriptive (frequencies, percentage, mean, and standard deviation) and inferential (regression) statistics with the use of SPSS statistical packages version 20. The result of the analysis indicated employee participation influence the target of employees of access bank plc. The results of the analysis indicated that employee of access bank are more productive because they are part of the decision making process in their organization. It was revealed that direct employee participation in decision making has a significant relationship with deposit target with (F= 35.640, pl0.00), The following recommendations were suggested on the basis of the findings of the study and the conclusion agreed upon. Managers of companies in Nigeria should give a reasonable attention to employee participation in decision making because it’s has the ability to provide every opportunity to organization, Organisation should try to listen to their staff to that they can be more committed

Meagreness of Employees Is Symptomatic to Disease: A Case on Healthcare Industry

The main purpose of this study is to examine the existing workplace scenario in the healthcare industry. Furthermore, it analyses the causes and also uncovers the solutions to resolve the attrition problem confronted by the healthcare industry in India. The authors have explored the attrition phenomenon through a conceptual descriptive study conducted with the support of secondary data. The variables that play their noticeable role are lack of work-life balance, the absence of the feeling of achievement among the workers, substantial outstanding burden with nearly less remuneration and furthermore much repetitiveness of work. To conquer such situations, the organisation should work upon their inward strategies including the policies formed in consensus with the employees, increased employee participation in decision making and last but not the least, the organisation ought to introduce the mentoring programme with consistency, which will manufacture the trust among the lower level workers. The results of this study will be of interest to the modern HR world, HR and healthcare students, hospital administrators and to any HR consultant or agency wishing to study and resolve the herculean issue of attrition that obstructs the walls of organisational development.

Effect of Ouchi Theory Z on the Performance of Selected Microfinance Banks in Warri Metropolis in Delta State

The study focused on the effect of Ouchi theory Z on the performance of selected Microfinance Banks in Warri Metropolis in Delta State. The hypothetical aim was to ascertain the type of relationship that exists between the variables. The population covered 50 staff (Senior and Junior) of the selected Microfinance Bank in the area under study. The instrument employed for data collection was through personal (face-to-face) discussion with the respondents. Positive and reliable results were obtained. The data was analyzed through tables and chi-square statistical technique. The findings revealed that negative correlation exists between Ouchi theory Z and performance of Microfinance Bank. Calculated value less than the critical value (0.722 < 3.84) was equally 0bserved. This connotes a negative relationship between the dependent and independent variable. Microfinance banks in the area under study have been operating independently without the application of Ouchi theory Z that encourages workers/employees satisfaction that result in an increase in productivity. The study recommended that team work should be encouraged among Microfinance Bank. There should be employee participation in decision making and strategic planning among Microfinance Banks. Again, constant and continuous communication (CCC) leadership style should be maintained between employees and employers of Microfinance Banks for maximum productivity.

Effect of Ouchi Theory Z on the Performance of Selected Microfinance Banks in Warri Metropolis in Delta State

The study focused on the effect of Ouchi theory Z on the performance of selected Microfinance Banks in Warri Metropolis in Delta State. The hypothetical aim was to ascertain the type of relationship that exists between the variables. The population covered 50 staff (Senior and Junior) of the selected Microfinance Bank in the area under study. The instrument employed for data collection was through personal (face-to-face) discussion with the respondents. Positive and reliable results were obtained. The data was analyzed through tables and chi-square statistical technique. The findings revealed that negative correlation exists between Ouchi theory Z and performance of Microfinance Bank. Calculated value less than the critical value (0.722 < 3.84) was equally 0bserved. This connotes a negative relationship between the dependent and independent variable. Microfinance banks in the area under study have been operating independently without the application of Ouchi theory Z that encourages workers/employees satisfaction that result in an increase in productivity. The study recommended that team work should be encouraged among Microfinance Bank. There should be employee participation in decision making and strategic planning among Microfinance Banks. Again, constant and continuous communication (CCC) leadership style should be maintained between employees and employers of Microfinance Banks for maximum productivity.

National Culture And Employee Participation In Decision-Making In Malaysia: A Conceptual Review

National Culture And Employee Participation In Decision-Making In Malaysia: A Conceptual Review

Employee participation and job satisfaction in SMEs: investigating strategic exploitation and exploration as moderators

The study introduces three forms of employee participation in decision making in SMEs (work role, HR, and strategic) and tests two competing hypotheses regarding their positive and negative relationships with one aspect of employee wellbeing, namely job satisfaction. It further explores if one internal boundary condition – firms’ exploitation and exploration – moderates the three participation-satisfaction relationships. Using multilevel data collected from top managers and employees in Swedish SMEs, the results support positive connotations of participation, with work role participation having the strongest relationship with employee job satisfaction. The results additionally highlight the role of firms’ explorative orientation as an internal boundary condition for the three participation-satisfaction relationships. Specifically, the positive relationships of work role and strategic participation forms with job satisfaction were stronger under high levels of exploration. Surprisingly, participation in HR issues related negatively to satisfaction under the same conditions. The study advances HRM-SME research by discussing these findings, highlighting their implications for practitioners in SMEs, and proposing avenues for future research.

Impact of Employee Engagement on Performance at A Pump Supplier

<em>The study aimed to investigate the impact of employee engagement on performance at a South African pump supplier. The research adopted a qualitative study and a non-probability purposeful sampling technique with a target population of ten employees at the company. It examined the factors that contributed to the development of employees’ engagement and the effect of engagement on employee performance. The research instrument used interview and was analyzed qualitatively. Key findings revealed that the employees at the company are disengaged due to ineffective leadership, poor communication between management and employees, lack of a recognition system, inadequate employee participation in decision-making, and an absence of a strategic and coordinated approach to the employees’ well-being. Recommendations were that the organization should allow its workforce to provide input in the decision-making of the organization, improve effective and transparent internal communication, employee development and empowerment, and an effective recognition system. Leaders should support the effective utilization of employee skills and capabilities. The study showed that there is a relationship between employee engagement and performance due to the lack of employee engagement that lowered employee capability and affected the organization's bottom line. Designing and implementing an effective employee engagement strategy is, therefore, desirable to the employee and organizational performance.</em>

Participation in decision-making and work outcomes: evidence from a developing economy

PurposeAlthough there is general agreement that employee participation in decision-making (PDM) has individual and organizational benefits, an important question remains about the possibility that it may also have certain individual and organizational costs as well. This article presents an “episodic process model” that accounts for both the bright and possible dark sides of participation. The model explains how PDM might boost employee hope and self-efficacy, which in turn may lead to two distinct work outcomes–job satisfaction and behavior.Design/methodology/approachIn order to test the model, data (n = 269) were collected from bank employees in two waves. A variance-based structural equation modeling (PLS-SEM) was utilized to analyze the data.FindingsResults from variance-based structural equation modeling (PLS-SEM) show that employee PDM indeed exerts a positive impact on positive psychological resource capacities: hope, self-efficacy and job satisfaction. Hope, in turn, has a positive influence on job satisfaction and a negative influence on job-search behavior. Bias-corrected bootstrapping analysis demonstrated that the relationship between employee PDM and job satisfaction is mediated by hope.Originality/valueInsights for practitioners in a developing economy and possible areas of future research are highlighted.

Influence of Team Work on Employee Performance in Community Health Center of Pancoran Mas Depok West Java in 2019

Nowadays organizations that use teams to compete become a trend. Working with teams is more effective and efficient than working individually because tasks are more quickly collected, distributed and more focused. The team facilitates employee participation in decisions. So the team is an effective means for management to democratize the organization and increase employee motivation. However, working with a team is not always effective because some staff prefer to work individually. The purpose of the study was to determine the effect of teamwork with the effectiveness of employee performance. This research method is a descriptive survey, which is a research design conducted using a questionnaire and direct interviews with interview guidelines. The number of samples was 30 people from a total of 75 employees. The results of the relationship between teamwork and team effectiveness show a strong relationship (r = 0.624) and have a positive pattern which means that the more effective teamwork, the more effective the team. The coefficient value with a determination of 0.389 means, the regression line equation that we can explain 38.9% of variations in team effectiveness or the obtained line equation is good enough to explain the team effectiveness variable. Statistical test results found that there was a significant relationship between teamwork and team effectiveness. The results of the statistical tests show that there is a significant relationship between teamwork and the effectiveness of Community Health Center staff (p = 0,0005). The conclusion of teamwork has a positive and significant effect on work effectiveness for the Pancoran Mas Community Health Center staff can be seen from the positive linear equation. After conducting the research it turned out that teamwork was quite positive and significant effect on the effectiveness of work on the Pancoran Mas Community Health Center staff this can be seen from the coefficient of determination (R2) of 38.9%. This value indicates the variable X, namely teamwork is able to explain the variable Y for work effectiveness by 38.9%. While the remaining 61.1% is caused by other factors not examined by this study.