The study is to examine the relationship between involvements in decision making and organization productivity. Employee involvement decision making (EIDM) is the extent in which employers allow its employees to involve in organizational decision making. The study was designed to investigate Deposit Money Bank in Yola (Access Bank). The focus of the study was to find out how involvements in decision making were handled in the organization. The simple and purposive sampling techniques were used to obtain a sample of 50 respondents for study, the questionnaire consisting of 20 questions on the various employee involvements in decision making in an organization and the data collected were analysed using tables and percentages. Finding from the study indicated that employee involvement in decision making is an effective tool to enhance productivity. The research revealed that allowing all employees to involve in decision making is the best and help increases commitment of workers as well as promoting creativity and innovation in the organization. The paper recommended that employees should be involved in decision making of an organization because it makes the workers feel part as owner of the organization; the relationship between managers and employee should be encouraged to enhance consultation and free flow of information in an organization.
This research paper is about reward system as a strategy to enhance employee’s performance in an organization. The research means this needs of an organization and its employee, their low productivity behavior and therefore the way this behavior are often change through reward to enable their performance boost the organization needs. The research was administered through constructive analysis from different articles that base on reward system. Descriptive and exploratory research designs were used for the purpose of this research work. The study observed that there is positive relationship between rewards and employees performance, productivity and retention in an organization. However, rewards system, in an organization should be designed with a constructed strategies that need to be a neighborhood of organization‘s culture.
This study investigated the effect of human resource management practice on employee's productivity in selected deposit money banks in Nigeria. The data for this study was sourced through the use of structured question distributed to the selected deposit money banks in Yola Metropolis. A total of 193 questionnaires were distributed but 166 were successfully retrieved and analyzed. The study employed descriptive statistics, multiple regression technique in estimating the effects of human resource management practice on employee productivity in the selected organization, correlation coefficient was also used to test the extent to which human resource management relate to employee productivity. The study revealed that human resource planning (HRP), recruitment and selection (RS), staff training and development (TRD) and performance appraisal (PA) were positively affecting employee productivity in the selected deposit money banks in Nigeria and were rightly signed, implying that they were consistent with the theoretical expectation of this study. The F-statistics 5.242014, which measured the joint significance of the parameter estimates, was found statistically significant at 5 per cent level as indicated by the corresponding probability value of 0.025272. This implies that all the variables of the model were jointly and statistically significant in affecting employee productivity in the selected deposit money banks in Nigeria. Finally, this result revealed that human resource management practice was positively and significantly affecting employee productivity in the selected deposit money banks in Nigeria. The study concluded that human resource management practice affected employee productivity positively in selected deposit money banks in Nigeria. The study therefore, recommended that concerted effort need to be taken in the banking industries in Nigeria to improve their human resource practice in order to achieve the objective of increasing the productivity of their employees.
Submission of an original paper with copyright agreement and authorship responsibility.I (corresponding author) certify that I have participated sufficiently in the conception and design of this work and the analysis of the data (wherever applicable), as well as the writing of the manuscript, to take public responsibility for it. I believe the manuscript represents valid work. I have reviewed the final version of the manuscript and approve it for publication. Neither has the manuscript nor one with substantially similar content under my authorship been published nor is being considered for publication elsewhere, except as described in an attachment. Furthermore I attest that I shall produce the data upon which the manuscript is based for examination by the editors or their assignees, if requested.Thanking you.
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