Research proposal on employee productivity

Proposal on the effect of employer-employee conflict on productivity

the information gathered showed that 74 respondents were of the view that short term participation has a positive impact on productivity since employees feels recognized and motivated which boost their moral towards productivity whilst 6 respondents were of the view that the time for such events is too short hence has no positive impact on productivity. in a study to examine the impact of quality circles on employees, it was found that ninety percent (90%) of usacorp and seventy six percent (76%) of ukayco employees felt that quality circles gave them greater chance to participate in the way work was done in their sections. and hill [26] define quality circles as semi – autonomous work groups wherein employees can work together and participate in the decision making process. numerous studies all point to the fact that employee involvement or participation in decision making does influence organizational commitment, job satisfaction and effectiveness. employees were of the view that they want to be part of the team in the organization. from the chi square test it was known that there is a positive association between productivity and the various forms of employee participation. theories of participative management advocate that managers share decision making power with employee to enhance performance and work satisfaction. from the 80 respondents, they all stated emphatically that when employees are made to participate in decision making in any form of the decision making process, it helps increase productivity. jl, david av, kirk lf, mark ll, kenneth rj (1988) ‘employee participation: diverse forms and different outcomes. an important element in an organization that determines productivity and gives it a competitive edge is its employees. participation is a formal means where employees can take part in decision making. involvement has been conceptualized as the process of developing a feeling of psychological ownership among organizational members and has been implemented via the participation of employees in information, decision making and problem solving [15]. on the effect of employer-employee conflict on productivity in an organization14 pagesproposal on the effect of employer-employee conflict on productivity in an organizationuploaded byajayi oyebola  connect to downloadget docproposal on the effect of employer-employee conflict on productivity in an organizationdownloadproposal on the effect of employer-employee conflict on productivity in an organizationuploaded byajayi oyebolaloading previewsorry, preview is currently unavailable. the correlation between employee participation and job attitudes were consistently positive and significant for the total sample within the six separate plants. ways are employed in making employees participate in decision making? ee, mohrman sa, ledford ge (1992) employee involvement and total quality management.

Research Proposal Cover Sheet

allowing employees participate in decision making process also helps widen their views of the organization. relationship between supervisor and employees should be good to enhance easy consultation and free flow of information in an organization. employees were of the view that the good relationship with their supervisor makes it easy in consulting their supervisors on their job when faced with challenges. they were of the view that the good relations create a good environment for work and free flow of information which in return helps increase productivity. research examines the relationship between participation in decision making and employee productivity among staff in Naara Rural Bank and Builsa Community Bank. is the form of participation where employees have a high influence on the decisions made. the basis of the findings from the study, it is recommended that employees must be made to participate in decision-making so as to promote creativity and innovation. with a strong in a strong personal relationship with superiors, employees can indirectly make some contributions on decisions taken by management. white and ruh [29] looked at participation in work decisions by surveying 2775 employees in six manufacturing plants in midwest. research examines the relationship between participation in decision making and employee productivity among staff in naara rural bank and builsa community bank. markowitz also makes it known that giving employees decision making power boosts their moral and commitment to the organization, which aids productivity. from the data gathered, 67 of them were of the view that representatives had influence on the decisions taken therefore has 68 respondents were of the view that it affects productivity positively whilst 13 respondents were of the view that representatives had no influence on decisions taken hence 12 out of the 13 noted that it does not motivate them to work harder towards productivity since their views are not taken into consideration. apostolou [22] explains that employee involvement in decision making is waste of time, lower efficiency, weakens the effectiveness of management. order to get the in-depth view of the topic under study the managers of both banks were interviewed on participatory decision making and employee productivity. findings from the study indicated that when employees participate in decision making in the various forms, decision implementation becomes easy, creates a good working environment, increases commitment and satisfaction on decisions taken and also increases employees moral since they feel recognized and as part of the team in the organization and the direct consequence of all this improved productivity. on the effect of employer-employee conflict on productivity in an organization14 pagesproposal on the effect of employer-employee conflict on productivity in an organizationuploaded byajayi oyebola  connect to downloadget docproposal on the effect of employer-employee conflict on productivity in an organizationdownloadproposal on the effect of employer-employee conflict on productivity in an organizationuploaded byajayi oyebolaloading previewsorry, preview is currently unavailable.

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PROPOSAL IMPACT OF LEADERSHIP STYLE ON employee's

helms [33] reveals that employees who participate in the decisions of an organization feel like they are part of a team with a common goal, and find their sense of self-esteem and creative fulfillment heightened. in these organizations the decisions taken by top management is however implemented by the lower level of employees. with representative participation, employees participate in decision through their selected executives. regards to how often they meet employees as a general body and representatives, no specific interval was given but they were of the view that whenever there is an issue and there is the need to meet either the entire body or representatives, a meeting was held. with quality circles, employees are made to participate in the group of their strength to be able to make sound decisions. they noted that employees will feel motivated, feel recognized and part of a team working to achieve the goal of the organization and since they are part of the decision making process, they will not feel that decisions are “pushed down their throats”. study revealed that participatory decision making is an effective mechanism to increase productivity. however 4 employees out of the 80 respondents were of the view that because of the good relations, some employees do not work as expected since they of the view that their supervisors will not punish them which reduces productivity. apostolou [22] posits that employee involvement and empowerment is a long term commitment, a new way of doing business and a fundamental change in culture. the response received from respondents on consultative participation, the two banks practiced consultative participation, however, 63 respondents were of the view that management listens and implements their views when consulted which motivates them to work harder in increasing productivity whilst 17 were of the view that management do not implement their views when consulted and also expressed concern that they are not motivated when consulted in finding solutions to problems which does not encourage them to give off their best towards productivity since their efforts are not recognized. quality circles are seen as a group of employees from different levels of a company who meet regularly to discuss ways of improving quality and to resolve problems related to production. however employees should be given the necessary skills needed on specific matters of which decisions are to be made to enhance quality decision making in the process. studies have showed that employee participation is positively related to performance, satisfaction and productivity of an employee [12]. many studies have shown that participative management approach is the best one to choose to stimulate productivity. however, 74 respondents were of the view that involving all employees in decision making is better than through representatives whilst 6 respondents were of the view that it waste time and it is difficult in drawing conclusion hence representative participation is better than all employees participating in decision making. they looked at general employee participation in work decisions, job involvement, motivation and personal identification within work groups in the organization.

1 Research Proposal Understanding Productivity Levels, Dispersion

Participatory Decision Making and Employee Productivity. A Case

research specifically sought to: identify why employees are not allowed to participate in decision making, identify the consequences of not allowing employees to participate in decision making, identify ways of making employees participate in decision making, identify benefits from allowing employees to participate in decision making. sample of eighty (80) employees out of 100 employees was used in the study. those with shares were of the view that they will like to receive higher returns on their shares so it encourages them to be committed towards work to increase productivity. broader purpose of the study is to explore the relationship of participatory decision making and employee productivity. common misconception by management is that participation in decision involves simply asking employees to participate or make suggestions. main objective of the study is to investigate participatory decision making and employee productivity using naara rural bank and bulsa community bank as case study. the table above, 74 respondents were of the opinion that all employees participating in decision making as an effective tool to increase productivity since employees will feel recognized, encourage creativity and innovation and employees will be committed to the decisions taken [34]. with regards to whether there is a criteria/qualification to be met before an employee can participate in decision making, it was made known that there was no criteria for participatory decision making but they intimated that the practice has been to invite only middle and senior managers to participate in decision making.’ employees feel as being part of the organization and this raise their degree of worth importance within the organization. the report shows that employees are more involved, motivated with a higher degree of participation regardless of any differences in actual participation.: abdulai ia, shafiwu ab (2014) participatory decision making and employee productivity. consultative participation is seen to have a positive impact on the success of an organization through job satisfaction, commitment, productivity and other array of a company. when employees are given the best salaries and working conditions and are not allowed to participate in decision making process, they become unsatisfied hence low commitment towards productivity. also, employees are committed to the decisions taken which has had a positive impact on productivity. the extent to which employees are made to participate in decision-making to enhance commitment towards productivity is not practiced in many organizations. examples given were when the board and management wanted to draft the bank policy all employees asked to contribute in the draft through participation and during directors and staff durbar where employees views on production and other fields are heard.

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Impact of Office Design on Employees' Productivity: A Case study of

it involves formal and direct means where employees participate in decisions concerning the organization directly. to klein [23], he proposed that there are three models of the psychological effects of employee ownership. employees were also asked how they will feel if they are not made to participate in any of the decision making process: all 80 employees were of the view that they will be discouraged since management do not recognize their skills. ma (2002) an exploratory investigation of learning culture theory and employee participation in decision making. the last model is the “extrinsic satisfaction model” which suggests that employee ownership increases organizational commitment and productivity thus employee ownership is financially rewarding to the employee. were of the view that allowing all employees participate in decision is best but leads to waste of time when employees are not having the necessary skills needed in order to make their participation effective as clearly noted by debrin [7] they therefore noted that employees should be given the necessary training to enable them participate positively on decision making. it involves making employees to be part of the financial owners of the organization usually through equity shares. with regards to short term participation, even though the time involve for the participation of employees is limited, employees feel motivated since they are recognized. ownership is one of the formal ways of making employees participate in decision making. empowerment is seen as providing an extension to employee authority by allowing workers to take decisions that were previously the preserve of their line managers and to assume responsibility for the consequences. it is for this reason many organizations are employing methods for employees to participate in decision making process which has led to setting up of organizations within, such as industrial and commercial workers union (icu) as representatives for employees during decision making and other methods. investigate the association between productivity and each form of participatory decision making, a chi-square analysis was used to test their association with productivity. with increasing competitiveness among organizations, employers must ensure that their firms or organizations are able to tap the necessary human skills needed to increase productivity. the research explained that quality circles give employees on the lower management to submit new ideas which leads to creativity and innovation, and also gives a high pride for team members to participate. dirks and ferr [28] indicate that trust can play a huge role in satisfaction of employees and that the type of work environment determines whether or not trust will be expected to result in a positive outcome. there was a smaller percentage improvement in lateness, absenteeism and employee grievances.

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Impact of training and development on employee performance

participation is where employees elect executives or some members to represent their interest in management meetings. management involves management treating the ideas of employees with respect and consideration in decision making process. majority of the respondents were however of the view that it has positive impact on productivity since employees can freely consult their supervisors when faced with difficulties on the job and it also remove fear and panic from employees. he said employees who have been trained, empowered and recognized for their achievements see their jobs and their companies from a different perspective. l (2006) ‘the link between the quality of the supervisor-employee relationship and the level of the employee's job satisfaction. employees were asked to rank the various forms of participation from highest to lowest in order to know the type of participation that has greater impact on productivity, employees were of the view that participation in work decision has the greatest impact on productivity followed by informal participation, employee ownership, representative participation, consultative participation and short term participation respectively. kj (1987) ‘journal of applied psychology monograph - employee stock ownership and employee attitudes: a test of three models. this research is to identify ways of increasing productivity in an organization through participatory decision making and also suggest practical solutions to management problems. impact of leadership style on employee's productivity in an organisation1 pagesproposal impact of leadership style on employee's productivity in an organisationuploaded bytemitope falala  connect to downloadget docxproposal impact of leadership style on employee's productivity in an organisationdownloadproposal impact of leadership style on employee's productivity in an organisationuploaded bytemitope falalaloading previewsorry, preview is currently unavailable. for example, the strike action of staff of barclays bank occurred as a result of employee dissatisfaction with the decisions of management and the board of directors involving employees and it was seen as a disadvantage to their welfare, growth and survival of the organization (ghana news agency, 2006). by allowing employees to be participating in decision making helps improve communication, increases commitment level hence increases productivity. this will help employees execute their responsibilities without any difficulty. the quantitative analysis indicated a significant association between productivity and the various forms of participation, using chi-square test of independence at 95% significance level. the second model is the “instrumental satisfaction model” of employee ownership. informal participation was seen as and a good medium to increase productivity since it provides a good working environment and also allows for free flow of information. decision making process create an avenue for employees’ to be involved in decision making process as they are pushed down to the lowest level of an organization.

Employee performance research paper

with regard to the positive effect of employee participation on decisions, another 67 respondents were of the view that they do influence the way their jobs were structured which serves as a form of motivation and its consequential effect on overall productivity. the study also shows that when employees are made to participate in decision making, it makes them feel more responsible for their actions and see themselves as stakeholders of their firms or organizations., we therefore reject the null hypothesis and conclude that there is a statistically significant association between productivity and the various forms of participation. the 27 who had no shares were consulted to know their views of how committed they will be if they had shares and the response was positive towards productivity. empowering employees and employee participation increases employee satisfaction, motivation, innovation and decreases inefficiency. with consultative participation, respondents acknowledged that recognizing employees’ effort and forming them in groups to find solutions to problems serves as a form of motivation which drives them towards productivity. with this form of participation, employees input and grievances are made known through their representatives. j, vanormelingen s (2009) the impact of training on productivity and wages: firm level evidence, discussion paper no. the research revealed that allowing all employees to participate in decision making is best and help increases commitment level of employees as well as promoting creativity and innovation in the organization.: there is no significant relationship between productivity and employee participation in decision making. employees should also be willing to participate in decision making process.[24] argued that there is significant relationship between employee commitment and participation in decision making and the former is manifested in positive job attitudes. simple random sampling technique was used to obtain a sample of 80 employees for the study. the first is the “intrinsic satisfaction model” of employee ownership which suggested that the mere fact of employee ownership increases employee’s commitment and satisfaction which leads to positive impact on productivity. dissatisfaction emanating from decisions taken by management has led to many actions taken by employees including strike actions. we reject the null hypothesis and conclude that there is a statistically significant association between productivity and the various forms of participation.

A Workplace Design That Reduces Employee Stress and Increases

the practice of employee participation was not practiced seriously until the mid–1980s when major works such as lawler [13] started to emerge and made some significant impact on both academic and business cycles. the association between productivity and the various forms of participation. though the results were mostly positive, approximately five percent (5%) of the firms experienced levels employee turnover and one percent (1%) decline in work quality whilst the majority of the companies surveyed felt that esops had a positive influence in work place. this form of participation is noted to yield higher positive impacts since employees are directly involved in the decision making process. employee ownership was also seen as one of the major tools to enhance participatory decisions in work decisions. employees will only be able to make the right decisions if they have acquired the right skills and knowledge concerning those decisions to be made. it was known from the research that because of the good relationships that exist between the employees and their supervisors, it creates room for easy consultation and suggestions on the work. have shown that allowing employees to participate in decision making process through ownership and other forms offers various benefits which include commitment, job satisfaction and employee productivity. organizations have experienced the lack of commitment by employees towards implementation of decisions taken by top management which undoubtedly has serious repercussions on organisational success. it is known that employees may not participate in decision making process because they lack the necessary skills or knowledge. the study, though 12 people were of the view that representative participation does not enhance positive impact on productivity, majority of the respondents were of the view that in decision making where all employees cannot participate, representative participation is best and has positive impact on productivity since their grievances and views will be channeled through their representatives. he noted that high levels of trust results in more positive attitudes, higher levels of cooperation and superior levels of performance which shows trust within an organization results in positive work ethics and productivity. they noted that when employees participate in decision making, they feel motivated, see themselves as recognized in the organization.’s empowerment makes employees’ feel they are part of a team with a common goal, find their sense of self – esteem and it also increases creativity and innovation in the organization. respondents were of the view that they become committed towards productivity and eliminate laziness and absenteeism of work since the eagerness of them to receive higher returns strives them to work harder towards productivity. bevandam [4] posits that opportunity, adequate authority and leadership are among a myriad of factors that influence employee satisfaction and commitment.

proposal on the effect of employer-employee conflict on productivity

Factors effecting motivation and productivity related to job satisfac…

making in many organizations are done by top management team without considering the input of the employees at the other managerial levels. with employee empowerment, employee is given a chance to be enterprising, take risks without compromising with the organizational goals, vision and mission. in some instances, employees are rewarded for their work which boosts their moral to work harder towards productivity. researchers think involving employees in decision making is a risk on the organization. the data gathered, there had been some unusual events where employees were asked to participate in the decision being taken at the time.• influence: depends on the amount of participation power given to employees by management. impact of leadership style on employee's productivity in an organisation1 pagesproposal impact of leadership style on employee's productivity in an organisationuploaded bytemitope falala  connect to downloadget docxproposal impact of leadership style on employee's productivity in an organisationdownloadproposal impact of leadership style on employee's productivity in an organisationuploaded bytemitope falalaloading previewsorry, preview is currently unavailable. to avoid waste of time and unnecessary comments with participatory decision making, employees should be first trained to have a full control and idea of what the work is all about so that he will be able to contribute positively towards his field this view is validated by colombo and stanca [30], sepulveda [31] and konings and vanormelingen[32]. [24], beaty 2007) employees were also of the view that they will be more committed since they were part of the team in making those decisions. it has been identified in law enforcement agencies some of the critical problems that contribute to low morale, stress and high turnover stems from the lack of employee participation or involvement in decision making process [20]. employee ownership as a form of participatory decision making serves as an intrinsic and extrinsic form of motivation. management or managers who want to practice participatory decision making must provide employees with the necessary training, information or knowledge so they can make effective and efficient decisions. employee participation in decision making help in innovation and creativity as well as achieving organizational goal? two sets of instruments were used in the study: a questionnaire consisting of 40 items of both open-ended and closed questions on the various employee participation scenarios and an interview guide consisting of ten items. consisted of thirty nine (39) employees from builsa community bank and sixty one (61) from naara rural bank employee totaling hundred (100) employees. regular meetings should also be held to solicit the views of all employees to make them feel part of the organization.

[33] explains that through training, development opportunities and information sharing, employees can acquire the conceptual skills needed to become effective managers and also increases the commitment of employees to the organization and the decisions they make. the research, out of the 80 respondents, 24 people representing 30% were officers whilst 56 employees representing 70% were clerks. also, 67 of the employees were of the view that they do not have influence on their job decisions thus eventually reducing their commitment level. in order for good decisions to be made by employees during decision making process, effective programs must be undertaken to ensure efficient and effective decision. most researchers such as colombo and stanca [30], sepulveda [31] and konings and vanormelingen [32] shows that training is a fundamental and effectual instrument in successful accomplishment of the firms goals and objectives resulting in higher productivity. are the consequences of not allowing employees to participate in decision making? can be concluded from the research that 76 respondents out of 80 representing about 95% were of the view that making employees participate in decision making affects productivity positively. his research shows that there is significant correlation between high – quality supervisor – employee relationship and job satisfaction which will improve organizational efficiency. e, stanca l (2008) the impact of training on productivity: evidence from a large panel of firms, available at ssrn.• influence: level of influence employees can have is usually determined by their involvement in stock holder meetings. according to the questions posed and the responses, all the 80 employees testified that meetings where all employees’ views can be heard are done and the respondents noted that allowing all employees to participate in decision making process will enhance productivity. most of the researchers studied in the review showed positive correlation between the six forms of employee participation and its impact on the organization. research shows that employees want to be part of a team and they want to be involved with decision making [19]. term participation is seen as an informal participation which mostly consist of rare events in which an employee can participate. they expressed concerns that both banks have experienced these benefits in their institution which has led to the yearly increase in profit since employees are committed to work hard in increasing productivity. they noted that the friendly relations even outside the working environment motivate them to give off their best towards productivity.

[24] though short term participation is not widely used, it shows positive results with satisfaction which will enhance a positive impact on productivity. the data gathered from the survey, it was observed that all the 80 respondents said there were elected employees who do represent the entire employees in meetings where all the employees’ participation is not possible. evidence shows that when employees are involved in decision making, staff absenteeism is reduced; there is greater organizational commitment, improved performance, reduced turnover and greater job satisfaction ‘[10]. in decision making make employees gain self–actualization hence increases employees’ motivation and job performance (likert, 1961). participatory decision making, productivity is expected to increase since commitment by employees towards implementation of decisions to achieve enhanced productivity and overall organizational goals will be high and help reduce agitations, misconceptions and lack of commitment on the part of employees.: there is a significant relationship between productivity and employee participation in decision making. to some it lowers absenteeism, enhance work attitudes [16], higher individual work performance (bush and spangler, 1990), lower employee turnover and increase returns on equity [17], improve organizational learning culture [18]. f (2005) training and productivity: evidence for us manufacturing industries available at ssrn. research therefore seeks to investigate whether allowing employees participate in decision making has an effect on productivity and finding the effect of not allowing employees to participate in decision making process and measures to address them. by this model, employee ownership increases employee influence in decision making which turns to increase the commitment level of the employee. was observed from the study that in order for employees to have the right knowledge and skills to participate in decision making, they should be trained to enable them participate effectively. questionnaires were distributed to employees at the two branches in navrongo and bolgatanga in the upper east district of ghana to ascertain the holistic view and understanding of participatory decision making and employee productivity issues. according to marsh and mcallister [25], 1400 firms were surveyed on employee stock ownership plans (esops) during the years 1975 – 1976. make employees feel part as owners and stakeholders of the organization, employees should be encouraged to own shares in the organization which will promote good attitude towards work to enhance productivity. section focused on employee’s views on participation in decision making in any of the six forms of participation. decision-making (pdm) is the extent to which employers allow or encourage employees to share or participate in organizational decision-making [5,6].

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