Impact of employee participation in the decision-making process

Table of Contents

Research questions. 3

Methodology. 3

Issues associated with the research. 4

Timescale. 4

Introduction. 5

The rationale behind choosing the topic. 5

Conclusion. 6

Critique. 6

References. 8

Research plan

Aims and objectives

The research aims to find out the effect of employee participation in the decision-making process of the organizations. Employee participation has always been granted as a positive factor in the running of a business as diverse ideas could be gathered from multiple directions, which can drive innovation and creativity into the business.

The specific objectives of the research can be stated below.

To study the factors that drive employee participation within the organization.
To research the extent of employee participation in the organizations of the current days.
To find out the outcome of employee participation in the decision-making process and the way it has elevated the business.
To research the issues related to employee participation and the reasons behind its discouragement in the organizations.
To investigate the role of leaders in the process of employee participation within the organizations.

Research questions

What is the importance of employee participation in the decision-making process of an organization?
How far is employee participation practiced in the organizations belonging to the current days?
How far has been employee participation useful in generating positive outcomes for the organizations?
What are the significant issues related to employee participation in organizations?
What is the role of the leader in the process of employee participation?

Methodology

In this research proposal, the extent of employee participation in organizations will be investigated and the importance of this process will be analyzed in the context of decision-making within the organizations. In this context, both qualitative and quantitative data will be collected from the employees of the chosen organizations. The qualitative data collection methods will include focus group discussions, observatory techniques, and interviews. Both open-ended and close-ended questions will be asked to the participants to find out their opinions and thoughts. A sample of more than 150 organizations will be chosen for the research and approximately 100 employees will be chosen as participants from each organization.

Both primary and secondary data collection methods will be applied for the research. Data will be collected from primary sources, that is, direct interviews, focus groups, and observatory techniques. All these methods will fetch direct information regarding the employee participation process of the organization. The data analysis will be done through sophisticated software, that is, an excel sheet and SPSS software.

Issues associated with the research

Many issues are associated with the research. The first issue has been the collection of appropriate data and information from the employees of the organization (Tran and Pham, 2019). It has been observed that many employees do not feel empowered in the organizations due to lack of motivation and as a result they are very reluctant about their duties and responsibilities. It has been found out that the employees have not been very confident about themselves and such an attitude has arisen due to the policies and practices of the organisations.

Many employees could not provide appropriate information about their participation in the decision-making process as they are unaware of the decisions made in the organisations. Many other employees have provided false information regarding their participation in the decision-making process as they have the fear of their superiors or bosses. Data analysis also could not furnish accurate data and information as many biased answers have been recorded from the part of the employees (Valverde-Moreno et al. 2019). Subjective answers led to the increase of inaccuracy in the research methods and could not provide accurate answers to the research questions. Along with this, the research has been conducted under a narrow horizon, taking less participants.

Timescale

The timescale for the conduction of the research is given below.

The first step of the research is to generate proper insights of the topic and research the current day organisations about the importance of the problem in the business environment. The duration of this stage will be long as it requires extensive research about the topic. The stage will last till 4 weeks.
The next step will be choosing the appropriate organisations for carrying out the research procedures. A region will be selected and most of the organisations belonging to the region will be sampled out for the purpose of the research. The idea behind selecting the region is to randomly carry out the research without any bias. The process will require 2 weeks.
The shortlisted organisations will be visited following a specific sequence and valuable data and information will be collected through the stated techniques. Both qualitative and quantitative data will be considered for the purpose of this research. The step will require a long duration of 4 weeks.
The collected data and information will be sorted out and analysis will be done with the help of software. This stage will require 2 weeks.
Finally, results will be published within a span of 2 days.

Introduction

The research will undertake an investigation of the employee participation in the decision-making process of the organisations. Employee participation is regarded as a process through which employees participate in important meetings of the organisations discussing about the strengths and weaknesses of the current system and recommendations for improving the current functioning of the business. Employee participation is always considered a key to success as it generates a factor of motivation and empowerment in the minds of the employees and they would feel recognised and appreciated within the organisations. This will also decentralise the power between the people and everyone would feel important to be a part of the system.

Rationale behind the choosing the topic

The implementation of decision-making process among employees provides adequate opportunities for the employees to develop suitable opinions among the organization. There is enhancement in procuring direct relationship among employees and the manager which provides ample opportunities for creating standard work atmosphere. It provides range of suitable measures developed for providing strong sense of team work and bonding among one another and contributes to the entire success (Farooq et al. 2019). In addition, procurement of independent approach developed by the employees provides direct effect on the performance of the organization (FarajAllah et al. 2018). The utilization of the technique creates sense of responsibility among the employees for managing entire work and add extra stability in operations.

Employee participation is a very important function of an organization and leaders should take the initiative of carrying out this process within the workplace (Philip and Arrowsmith, 2020). By involving the ideas and thoughts of the employees, innovation and creativity can be nurtured within the organization. This will enhance the level of business processes and help the organization to stand out from the rest of its competitors in the market.

Conclusion

From the above research, it can be concluded that employee participation is extremely important for fostering growth and development in the business of an organisation. However, most of the senior authorities do not give this power to the employees as they are quite unsure of the capabilities and potentials of the employees. Many employees also do not feel confident about themselves and do not participate in the decision-making processes. This should be eliminated through awareness such that organisations recognise the importance of this process in the upcoming days.

Critique

Well-being in adolescence attract much research attention in recent years, with a number of studies highlighting the poorer psychological well-being of UK youth compared to youth from other nations. As well as being studied as a topic in its own right, psychological well-being has also been examined with other behaviours including; experiences of bullying in school; use of the internet and social networking sites worries and problems in adolescence. Bullying has for many years been acknowledged as a serious problem in schools. People have suggested that approximately 10 – 20% of adolescents experience some form of bullying in the previous 3 to 6 months and has been found to have a serious and sometimes long term negative impact on psychological well-being.

Technology has transformed the lives of many adolescents, with over 97% of adolescents aged 12 to 16 years owning a mobile phone and approximately that 98% of young people aged 5 to 18 have access to a computer, technology has become an integral part of the lives of many teenagers. However, much media and research has tended to ignore the beneficial aspects of technology, focusing instead on the risks and dangers associated with the use of technology. Research studies have highlighted that some students suffer with depression and higher levels of social anxiety. Conversely other studies have identified many positive aspects to internet use, particularly in terms of the benefit to education.

Some of the sentences have consistent grammatical errors and inappropriate usage of tenses.
Auxiliary verb has been used inappropriately in some of the sentences.
Punctuation mistakes are present in the paragraphs.

References

FarajAllah, A., El Talla, S.A., Abu-Naser, S.S. and Al Shobaki, M.J., 2018. Participation of Administrative Staff in Decision-Making and Their Relation to the Nature of Work in Universities.

Farooq, O., Farooq, M. and Reynaud, E., 2019. Does Employees’ Participation in Decision Making Increase the level of Corporate Social and Environmental Sustainability? An Investigation in South Asia. Sustainability, 11(2), p.511.

Philip, K. and Arrowsmith, J., 2020. The limits to employee involvement? Employee participation without HRM in a small not-for-profit organisation. Personnel Review.

Tran, H.Q. and Pham, N.T.B., 2019. Organizational learning as a moderator of the effect of employee participation on academic results. The Learning Organization.

Valverde-Moreno, M., Torres-Jiménez, M., Lucia-Casademunt, A.M. and Muñoz-Ocaña, Y., 2019. Cross cultural analysis of direct employee participation: dealing with gender and cultural values. Frontiers in Psychology, 10, p.723.