INFLUENCE OF PARTICIPATORY DECISION MAKING ON ORGANIZATIONAL PERFORMANCE:

Abstract

This research assessed influence of participatory decision making on organizational performance. It was carried out at National Drug Authority Kampala Uganda to establish the role of job delegation on organizational performance, ascertain the role of interpersonal relationship on organizational performance and to establish the relationship between organizational communication and organizational performance in NDA. It was a descriptive survey research design in which facts, knowledge, opinions and attitudes about people, events or procedures were gathered. The study achieved a response rate of 100%. All 165 respondents who were selected consented to participate in the study. The mean scores less than three (<3) reveals disagree in responses and the scores above three (>3) reveal agree in responses. Standard deviation scores less than one (<1) reveal employees agree in responses and the scores above one (>1) reveal divergences (varying responses). The results of whether there is a relationship between channel of communication used and effective communication and results showed a significance of 0.041 at 5% level between communication channel variable; channel normally used and effective communication variable; receives information from preferred sources. The results presented in Table 1 indicate that 4.9% of the supervisors are not willing to stand up for the subordinates. 12.9% of the supervisors agreed that they will stand up for them to a small extent. 33.1% indicated that they will moderately stand for the subordinates. 30.7% of the supervisors agreed that they will highly stand for the subordinates. 18.7% of them are in support of highly standing up for the subordinates. From the findings, it is evident that job delegation, interpersonal relationship and effective communication had a positive impact on effective Organizational performance. It was observed that delegation has great impact or effect towards employee performance especially in economic development and competitive business environment where by organizations need to have skilled employees who are flexible to carry out the tasks of the organization effectively enhancing its potentials to meet its goals. Therefore, the researcher put forth these recommendations: Communication and conflict management training must be given to all employees to address common problems. Timely delivery of information from management must be practiced which reduces pressure on employees. A study can be carried out in future to determine if management styles and employees’ attitudes affect effective communication in organizations. Feedback must be encouraged to ensure that there is understanding from both management and employees regarding tasks, goals, objectives. Similar research can be carried out in government institutions to compare if they face the same challenges.