EMPLOYEE PARTICIPATION AND JOB SATISFACTION IN SOME COMPANIES
CHAPTER ONE
1.0Â Â INTRODUCTION
Several schools of thought have strived to put forth various explanations and theories as it relates to workers and their behaviours and relationship in their work place. These explanations have cut across various aspects ranging from motivation, productivity, rewards, expectation and job satisfaction. More often than not, employees are seen as disposable asset or tools that can be used to maximize the interest or profit of the employers, (Akinmayowa 1999), Under such a situation or relationship, the employees has no stake other than the compensatory benefit which in the Marxian perspective is always grossly inadequate (Barry, 1980).
With  the emergence of such school of thought like the Human relations school, it is stressed that the employee’s place in the organization should not be seen as tools or instrument for wealth creation for the employers or the industrialist alone, rather it should be treated with utmost dignity because the employees are the most valuable assets of the organisation. Which ever belief is held by the various schools, there are typically two types of explanations made by Barry (1980) for the generally high level of job satisfaction or its absence in the organisation.
First is the dispositional, following the Durkheime explanation of social theory, second is the situational which follows the Marxist views based on work and its alienating tendencies.
Nevertheless, there is no singular explanation that can exhaustively or adequately explain the condition that guarantees employees satisfaction in the work environment, but a combination of factors, against this backdrop, this study seeks to examine the place of employees participation in the decision making in some organisation specifically the workers of Guinness Nigeria PLC and Bendel Brewery Benin City, Thus this study would among other things, find out what form of contribution in terms of advisory role apart from the daily routine of work schedule performed by the workers all this would be related to the level of satisfaction derivable from such activities against other forms of reward.
