ABSTRACT
This project work was written in attempt to give a unique touch on Employee participation in decision-making and organizational commitment. It deals with the nature of organizational participation in decision making and also the commitment of the employee in the organization good accomplishment as a result of their participation in the organization decision.
LITERATURE REVIEW 13
Reference 29
CONCLUSION 31
Bibliography 40
INTRODUCTION
This project presents a brief review of employee participation in decision-making and organizational commitment. It is intended be to investigate the types, structure and organization of the Institute of Management and Technology (IMT) Enugu in general. In view of this the importance is based mainly on the believe that such organizations or institutions are likely to facilitate the development of a broader base, increase regional spread of activities, indigenous decision making for the organization. In addition, the promoting of employee participation in decision making in organizations is seen as a major factor for boasting organizations development and this creates room for a good relationship between workers and their superiors.
To crown it all, suggestions would be made with regard to the technique, which could be adopted on the future to promote the existence of Employee participation in decision making and organizational commitment and with the last section, which consist of the recommendation, conclusion and suggestions for further study.
Before going into the subject matter proper, let us first of all know what this topic is all about. Who is an employee? An employee is somebody being employed into an organization to work towards the achievement of the organizational goals and objectives participation on the other hand means to take part or to have a share in something. Decision making refers of selecting among available alternative solution organization commitment refers to a task that must be done.
Therefore, employee participation in decision-making and organizational commitment refers to how the employee can take part in the task that will be done in the organization. Decision making involves three distinct stages namely; intelligent stage which is expected from top management, design stage which refers to various methods used in order to arrive as a good decision and choice stage refers to choosing from available decision which can solve the immediate problems in the organisation in both short and run plane.
If one should ask why should employees be allowed to participate in decision making, if it has any effect on the organization? Some may say, “Yes” while some or others say “No”. We discovered that the employee has to be considered in the decision making in the organization. This is why the human relation approach to personnel management. This is a decision-making process where workers discuss. With their supervisors and influence decision that affects them. It explores the feelings and opinions of workers about their jobs with the use of participative management; every group is consulted before any change is initiated. Through this system every worker develops a sense of participation, which results in high productivity.
In an institute like Institute of Management and Technology (IMT) Enugu, decision-making is very vital in order to attain the objective of the institution. In arriving at decision of the institution, the employee should not be left out. As it is, employee participation has been defined as mental and emotional involvement of persons in-group situation that encourage them to contribute to group goals and share responsibility for them. As the employee participate, there they are certain organizational commitment that they discharge. And organizational commitment represents an agreement on the part of the employer with the goals and objectives of the employers are more favourably disposed towards giving off their very best as it concerns the overall aspiration of the organization if they are giving the opportunity to participate in decision making process of an institution like IMT Enugu.
Brief background of the Institute of Management and Technology (IMT) Enugu.
The Institute of Management and Technology Enugu came into life as a result of the merging of two schools. The Institute of Administration and the college of Technology in April 1972. In October of the same year a provisional council of the proposed new institute was appointed by then East Central Government. The council when commissioned was determined and recommended to the government the appropriate structures of an autonomous institution that would produce high quality technologists as well as professional managerial man power in the subject – area directed by the state and national needs. The council submitted it’s reports in early April 1973. On 31st May 1973, Edict No. 10 of 1973 tited “The Institute of Management and Technology Edict took effect 1st July 1973 which is the birth day of the Institute of Management and Technology (IMT) Enugu.
1.2 The institution started admission with 550 students in addition to the 300 second year students inherited from formal collage of Technology making it a total of 850 students. The institution started with 20 senior staff including the registrar, the academic staff and 4 administrative staff. It started with eleven departments grouped into three divisions, the division of Business studies, and the division of general studies and division of technology. Presently the institution has grown to a large extent both in the number of students, number of personnel staff and number of department.
In a county like Nigeria, the cry that average Nigerian workers’ commitment in his work and organization and often feel indifferent and less concerned to the goals and objective of the organization where he works is an unfair development. This gives double mind for those who are genuine lovers of Nigeria and would love to see it properly founded on a fantastic economic pedestal or foundation.
Lack of organizational commitment is a problem, which is problem, which is in no small measure threatening organizations that expence it. Nothing goes as expected due to the ill disposition of employees towards the demands of their various responsibilities. However, Institute of Management and Technology IMT, Enugu like other organizations/institutions that obviously need a good committed work force for it to achieve its set goals and objectives. And this commitment can prevail under a condition whereby the employees are allowed to participate in the organizational decision making directly as it affects them and hence perceive and have their priority needs and expectations fulfilled by the organization. The main thin is to know what employee participation is all about?
It is imperative therefore, to find answer to the questions below in attempt to define what employee participation in decision madding and organizational commitment means. That is, is there a relationship that exists between employee participating in decision-making and organization commitment if there is, what is the nature of such relationship? How can employee participation be achieved such that goals of the organization will be reached? Giving answers to the questions is what this project work is intending to arrive on.
There are set number of problem which are to be solved or reached in this project work. However, the specific aims of this research include:
1.3.1 To determine the extent to which lack of employee participation in decision-making has been instrumental to the level of low productivity in the Institute of Management and Technology (IMT) Enugu.
1.3.2 To make some relevant contributions towards the study of organizational behaviour in our country.
1.3.3 To recommend to modern managers alternative programme to employee participation.
1.3.4 To portray the need for managers to always allow proper degree of employee participation.
1.3.5 To find out if employee participation might be positively related to employee commitment.
The importance of this project work is apparently needs not to be over emphasized. Participation is a very important theory that works in a varity of jobs. It ensures that worker views on matters that affect them are sought to enable them reasonably satisfy the top four needs of Mashow’s hierarchy theory as well as improve the psychological health of works as citizens. These needs are those of safety and security, belongingness and affection/social, ego needs and needs for self-actualisation and fulfillment. The satisfaction of he needs correlates positively with employee organizational commitment. An organization cannot accomplish its set goals and objectives if it does not have committed employees that cannot utilize their potentials to the fullest. As a matter of fact, employee participation can be applied to characterize very tall organizational structure with the features of a flat decentralized organization, such as giving a subordinate more opportunity to do the job his own way allowing him/her to use more of his initiative, permitting him to satisfy his egoistic needs, that is, needs for knowledge, achievement, competence, independence, self respect, recognition, respect from others, etc. There features, as explained above also correlate directly with organizational commitment. To this, view, this project work is significant in exposing such errors in motivation strategy in organizations. It will be reasonable that the management of IMT will use the findings of this project work in order to put organizational conditions and methods of operations for employees, to achieve their own goals best by directing their own efforts towards the objectives of the organization/institution in which they work.
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