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Abstract
The study examines ethical decision making and workers productivity capacity in the manufacturing sector. A survey research approach was considered appropriate and was adopted for this study. The target population for the study consisted of both management and staff members of Coca Cola Nigeria Plc and Demcok Paint Limited in Port Harcourt, Rivers State, numbering 80. The researcher chose a suitable method of sampling to give an unbiased result. The Taro Yemen’s formula was used to determine the sample size of 66. The research questionnaire was administered directly to staff of the selected manufacturing firms. The researcher distributed the questionnaire by hand and retrieved it by direct discussion with some of the staff from the selected firms. Two major sources of data that are used in this study are both primary and secondary sources. The method used to analyze the data was simple descriptive method stated in tables and expressed in percentage. The study revealed that ethical decision making is pre-requisite for every organization, towards creating a healthy work environment and as well promote workers productivity capacity. Based on the findings, it is therefore recommended that all management of manufacturing firms should ensure they make decision that will affect the productivity of the organization positively and bring innovation to the manufacturing sector and management decisions should also be such that will boast the morale of employees towards the goals of the organization.
TABLE OF CONTENTS
COVER PAGE i
TITLE PAGE ii
DECLARATION iii
CERTIFICATION iv
DEDICATION v
ACKNOWLEDGEMENT vi
ABSTRACT vii
TABLE OF CONTENTS viii
CHAPTER ONE 1
1.0 INTRODUCTION 1
1.1 BACKGROUND OF THE STUDY 1
1.2 STATEMENT OF THE PROBLEM 5
1.3 OBJECTIVES OF THE STUDY 6
1.4 RESEARCH QUESTION 7
1.5 RESEARCH HYPOTHESES 7
1.6 SIGNIFICANCE OF THE STUDY 7
1.7 SCOPE OF THE STUDY 8
1.8 LIMITATION OF THE STUDY 8
1.9 DEFINITION OF TERMS 10
CHAPTER TWO 12
2.0 REVIEW OF RELATED LITERATURE 12
2.1 CONCEPTUAL FRAMEWORK 12
2.1.1 ETHICAL DECISION MAKING 13
2.1.2 SELF-DISCIPLINE 16
2.1.3 WORK ATITTUDE 18
2.1.4 WORKERS PRODUCTIVITY CAPACITY 20
2.1.5 WORKERS COMMITMENT 22
2.1.6 TEAM WORK 23
2.2 THEORITICAL FRAMEWORK 24
2.2.1 JONES’ MODEL OF ETHICAL DECISION MAKING 24
1.3 EMPERICAL REVIEW 27
CHAPTER THREE 29
3.0 RESEARCH METHODOLOGY 29
3.1 RESEARCH DESIGN 29
3.2 POPULATION OF THE STUDY 29
3.3 SAMPLE AND SAMPLING TECHNIQUES 30
3.4 QUESTIONNAIRES DESIGN 32
CHAPTER FOUR 35
DATA PRESENTATION, ANALYSIS AND INTERPRETATION 35
4.1 DATA PRESENTATION 35
4.4 HYPOTHESES TESTING 39
STATEMENT OF HYPOTHESES 39
CHAPTER FIVE 46
5.0 SUMMARY, CONCLUSION AND RECOMMENDATION 46
5.1 SUMMARY OF THE FINDINGS 46
5.3 CONCLUSION 46
5.3 RECOMMENDATIONS 47
REFERENCES 49
APPENDIX II 54
CHAPTER ONE
1.0 INTRODUCTION
1.1 BACKGROUND OF THE STUDY
The manufacturing sector in Nigeria has been a focal subsector; but little is probably known about the ethical decision making and workers productivity capacity in the manufacturing sector. The particular attention in manufacturing emanates from the conviction that the sector is a potential instrument of modernization, a creator of jobs, and a generator of positive spill-over effects (Tybout, 2000). Moreover, the growth in manufacturing output has been a key element in the successful transformation of most economies that have seen sustained rises in their per capita income. Focus should therefore be on manufacturing and those factors that may foster its growth(Soderbom and Teal, 2002).
Ethical decision-making refers to the process of evaluating and choosing among alternatives in a manner consistent with ethical principles. In making ethical decisions, it is necessary to perceive and eliminate unethical options and select the best ethical alternative.
Ethical behaviour and the prevailing system of employment relations in any work organizations is very crucial for general development, the production of goods and services, both for domestic consumption and international trade or exchange, creation of national wealth, the attainment of political stability and the inclusive benefits of sustainable human developments. In other words, how well organizations adhere to ethical standards, obviously, determines the well-being of all the stakeholders, the workers productivity and the subsequent profitability, as well as the macroeconomic growth and development of the nation(Bordens, & Abbott, 2002).
The totality of the essence of work in society is that it is the primary determinism around which human lives are ordered, organizations improved and nations are developed. Also the primacy of work in society and the critical role of the production function have naturally contributed to the growth, development and advancement
of nations throughout human history. In practical terms, nations are in existence to provide security, safety and most importantly developments to people who had surrendered their sovereignty in
exchange for the aforementioned necessities of life, using organizations and all human resources available to them. Indeed, organizations advance the fortunes of nations through efficiency, productivity, output level and performance, as engendered by the institutional labour or a group of people known as workers.
These workers are human beings with aspirations, hope and feelings. They render their human efforts (labour) in exchange for equitable wages and salaries, good physical working environment and longevity of employment relationship, anchored on ethical standards and human resource best practices(Li, et al., 2006). Any behaviour contrary to the expectations of these actors would rather hinder the trajectory of production processes and the development of the organizations. A major changes could be seen in today’s business world is exertion of ethical and spiritual values in the work place. Now a day, managers acknowledge and accept the importance and need of ethical or spiritual working environment at work place and also in society for the effective performance (Mehta & Joshi, 2010). Proper execution of ethics in the society and work place, not only motivates its employees but also have considerable impact on elements linked with it (Palchoudhary, 2016). Goodwill and positive attitude are required to the survival of the organization for long time. Unethical practices and wastage of resources has negative impact on the productivity and its image. That’s why ethical norms much needed to opt by both employer and employees for the success of the organization and for own development (Palchoudhary, 2016). In past few years, India has been witnessed of the ethical failure in all dimension, it could be seen in the form of increasing the corruption related cases in all level. Transparency International, (2018) publishes its annual Report in every year in which level of corruption measured by Corruption Perception Index (CPI). The index ranks 180 countries and territories by their perceived level of public sector corruption in the scale of 0 to 100; where 0 stands for highly corrupt and 100 is clean or not corrupts. Survey report of 2017 shows that two-third countries score below 50, India scored 40 and ranked 81 among 180 countries(Palchoudhary, 2016). As compared to year 2016, score was same (40) but ranking risen from 79 to 80. Reports also draw attention about the remarks given to India and other Asia-Pacific countries are among the “worst regional offenders” in terms of human right violation and other matters related to ethical misconduct. It could be seen that, one of the main reasons of corporate fraud or unethical practices is decision based on the economic consideration in work (Rao, 2014). This is high time for all, individual, business and government to pay attention to find the solution of this current situation.
1.2 STATEMENT OF THE PROBLEM
There has been lot of controversy as to whether workers should participate in ethical decision making in an organization or not. Workers should contribute in making decision more especially where it affects their Jobs. It is expected that such participation will serve as a training and testing ground for future members of upper management. The desperation of the productive enterprise to achieve workers ‘ desire for equity have naturally affected etiquette, integrity, self discipline and by extension the level of productivity within the framework of employment relationship. Hitherto, Nigerian workers were ranked among the best in world, given a conducive work situation. Today, the rating has developed far below average as Nigerian workers only care about what he can benefit from employment relationship. Ultimately, this study is to see standards and favourable situations in the work system acting as a catalyst to increasing performance of employees, in terms of efficiency, effectiveness and real output. Admittedly, globalization and its concomitants pose a potent challenge to organized labour, hence necessitates the adoption of a proactive strategy in the continuous interface with employers, management and government and onerous pursuit of the development agenda in Nigeria.
1.3 OBJECTIVES OF THE STUDY
The main objective of the study is to examine the relationship between ethical decision making and workers productivity capacity in the manufacturing sector. The specific objective of the study are stated as follows:
1. To ascertain the relationship between self discipline and workers commitment
2. To investigate the relationship between work attitude and team work
3. To examine the relationship between workers attitude and workers commitment
1.4 RESEARCH QUESTION
The following questions would be asked in course of the study:
1. To what extent does self discipline impact on workers commitment?
2. To what extent does work attitude impact on team work?
3. To what extent does workers attitude impact on workers commitment
1.5 RESEARCH HYPOTHESES
The following null hypotheses would be investigated
1. H01: There is no relationship between self discipline and workers commitment
2. H02: There is no relationship between work attitude and team work
3. H03: There is no relationship workers attitude impact on workers commitment
1.6 SIGNIFICANCE OF THE STUDY
The study would be helpful to workers in most reputable organization to always abide by the work ethics of the organization. The study will enlighten some organization to focus on the ethical decision making because it one of the important factor that will enhance workers productivity. The study will as well add to the body of knowledge on the ethical decision making and workers productivity capacity in the manufacturing sector.
1.7 SCOPE OF THE STUDY
CONTENT SCOPE: This study will also utilize the content scope because it has to investigate the relationship between ethical decision making and workers productivity capacity in the manufacturing sector
GEOGRAPHICAL SCOPE: The geographical scope is studying manufacturing sector in Port Harcourt, Rivers State . The manufacturing sector is First Aluminium Plc and Demcok Paints Limited and Demcok Paints Limited in Port Harcourt, Rivers State .
UNIT OF ANALYSIS: The selected staff of First Aluminium Plc and Demcok Paints Limited are 80 in their populations.
1.8 LIMITATION OF THE STUDY
The major constraints envisaged in this study are:
(1) The attitude of the respondents: The survey research design has the limitation that some respondents are reluctant to give answers to probes. This limitation is will be minimized by persuading the respondents and by having a covering letter.
(2) The interviewing situation: The oral interview has the limitation that the interviewing situation may change especially if more than one field data collector is used to do the fieldwork. This limitation will be minimized by the researcher doing most of the field work.
(3) The structured nature of the instrument: The questionnaire research instrument has the limitation that its structured nature may compel the respondents to give answers that they do not fully endorse. This limitation will be minimized by also using an oral interview schedule.
(4) Financial constraint: There is a limitation of the scarcity of money resources. This limitation is minimized by having a balanced budget.
(5) Time constraint: There is also the limitation of the scarcity of the time resources. This limitation will be minimized by using time management techniques to finish within the prescribed time.
1.9 DEFINITION OF TERMS
ETHICS: Ethics is the moral principles that govern a person’s behaviour or the conducting of an activity.
DECISION : Decision is a conclusion or resolution reached after consideration.
ETHICAL DECISION MAKING: Ethical decision making is the process in which you aim to make your decisions in line with a code of ethics.
WORKER: A worker is a person who works. This usually means a person who does manual labour, like manufacturing goods.
WORKERS PRODUCTIVITY: Workers productivity is the amount of goods and services that a group of workers produce in a given amount of time.
SELF-DISCIPLINE: Self-discipline could be seen as an art of self-control, self-reliance, self-determination and self-sufficiency, which stimulates an individual to sustain his/her decisions and drives the individual towards achieving the set goals.
Teamwork: It is the cooperative and coordinated efforts on the part of a group of persons who work together as a team.
Work commitment: It is the level of enthusiasm an employee has towards his/her tasks assigned at a workplace.
Self-discipline: It is the ability to push yourself forward, stay motivated, and take action, regardless of how you’re feeling, physically or emotionally.
Work attitudes: It is the feelings we have toward different aspects of the work environment.