ATTAULLAH KHAN ESSA KHELVI

Topics: Employment, Organizational studies and human resource management, Job satisfaction Pages: 5 (1015 words) Published: April 28, 2014
“INFLUENCE OF EMPLOYEE DELEGATION ON EMPLOYEE PRODUCTIVITY“ INTRODUCTION:
Organization pays greater attention on managerial practices like employee engagement, employee delegation and their participation on their work places that will enhances the employee productivity. Employee is the most important unit of organization so organization takes steps to enhance their commitment loyalty by motivating them, as a result employee feel job satisfaction and work efficiently to achieve organizational goals .The purpose of our study is to check the relationship between employee delegative participation and employee productivity and we also analyze the influence of organization commitment on employee engagement /delegative participation and productivity. When employees believe in and trust their management, it motivates and encourages employees' participation in decision making which improves employees' efforts, and benefits their job satisfaction and commitment to work. SIGNIFICANCE OF STUDY:

In management one of the challenging factors is to see the impact of employee participation on employee productivity. In world lot of researchers has done work on this topic but in Pakistan research on this topic is still necessary due to unsatisfactory conditions of country .Political instability, terrorism, increase in inflation, exchange rate, and government taxes are the factors due to which employee feel insecure in relative organization .As a result employee motivation, job commitment, job satisfaction, job security, employee productivity badly affected. Our research is to identify whether employee participation effect the employee productivity using employee commitment as a moderating factor.

LITERATURE REVIEW:
Participation is due to involvement of members of an organization in decision making process to enhance their sense of responsibility and organizational commitment (Denison, 2007). Involvement requires construction of human capacity, responsibility and ownership and it also refers to the degree to which employees share information, rewards, power and knowledge throughout the organization (Randolph, 2000; Vroom and Jago, 1988). Employee participation in an organization may also be direct or indirect. When employees personally effect decision making process it is considered as direct participation. Representative/indirect Participation occurs when employees are characterized by peers. (McShane and Von Glinow, 2003). Employee participation and engagement were strong indicators of organizational citizenship and job motivation while the sharing of knowledge were weaker indicators of organizational citizenship (Iris Reychav, Rob Sharkie 2010). To retain talented pool of employee an organization requires macro level of organizational practices, specified job practices and challenging goals that will motivate them and enhance their commitment to the organization which results to achieve the organizational goals effectively and efficiently (J. Lee Whittington, Timothy J. Galpin 2010). Performance and staff related outcomes is the two dimension of performance measurement system .For this top management support is required to set the targets for the employee ,give direction to employee so that they would be able to work in competitive environment. So that their outcomes will be evaluated. Training related to staff outcomes and productivity increases the employee delegation and employee commitment to the organization (Amy Tung, Kevin Baird, HerbertP.Schoch, 2011). Employee involvement influences organizational effectiveness and to examine the extent to which employee involvement influences profitability, productivity (Edwinah Amah, 2013)

The employee trust in management is an important determinant of their willingness to participate in decision making. Insufficient employee delegation leads to low level of employee job satisfaction and employee commitment. Lack of employee commitment and engagement affects employee...

References: Solinger, O. N., van Olffen, W., & Roe, R. A. (2008). Beyond the three-component model of organizational commitment. Journal Of Applied Psychology.
Meyer, J P and Allen, N J (2006)."A three-component conceptualization of organizational commitment.
Hofmann, D. A. 2011. An overview of the logic and rationale of hierarchical linear models. Journal of Management.
Wagner, J. A. 2012. Participation 's effects on perfor-mance and satisfaction: A reconsideration of re-search evidence. Academy of Management Re-view.
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