Research Proposal Cover Sheetallowing 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  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  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.
A Workplace Design That Reduces Employee Stress and Increasesthe practice of employee participation was not practiced seriously until the mid–1980s when major works such as lawler  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  posits that opportunity, adequate authority and leadership are among a myriad of factors that influence employee satisfaction and commitment.
 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 , sepulveda  and konings and vanormelingen  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 . 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.
 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 ‘. 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 , higher individual work performance (bush and spangler, 1990), lower employee turnover and increase returns on equity , improve organizational learning culture . 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 , 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].