Employee Relationship and Its Effect on Organizational Performance
CHAPTER ONE
OBJECTIVES OF STUDY
The objectives for this study are:
- To identify various employee relations practices, and its effect on the productivity of an organization.
- To identify the challenges faced by employees at work places.
- To identify ways of enhancing healthy relationship between employees and employers in an organization.
CHAPTER TWO
Related literature review
Employee relationship
Employee means an individual who works part time or fulltime under a contract of employment whether oral or written, express or implied, and has recognized rights and duties. www.Businessdictionary.com. Employees are one of the major stalk holders for every organization, both commercial and non profit organizations. Employees give the best part of their lives to organization; there is therefore a morale obligation to let them know how they are performing. At the same time organizations have to measure the performance of all their resources unlike technology and capital. This resource peoples has expectation and interests and they are manifested in behavior which impacts performance. Torrington and Hall (1998) refers to the relationship between employees and management as a framework of organizational justice consisting of organizational culture and management style as well as rules and procedural sequence for grievance and conflict management indeed, the objective of employee relationship is to achieve harmonious employee relations and minimize conflict practices in employment
Employee relationship techniques
A technique refers to approaches which are used to make considerable differences. Which include the following, Through monetary rewards, Improving the quality of working conditions plus job enrichment, promotion, credits for work done and job security create relationships with employees.
Monetary rewards
According to Peter Drucker (1999) there was not enough evidence for the alleged turning away from material rewards. Economic incentives were becoming right rather than rewards. There was no doubt that we live in a money motivated world .Any amount of human relations cannot compensate for lack of monetary rewards. Rewards could act as the catalyst for improved performance and better productivity .They can be effective method to reward performance excellence and reign force everyone alignment towards company goals Kottler P (1988)
Improving the quality of working condition plus job enrichment
Employees have aspirations and needs. This category focuses on the organizational efforts to meet those aspiration and needs in relation to providing good working environment.
Promotion, credits for work done and job security create relationship with employees
Credit for work done this wants issues from the egoistic classification of needs and can be supplied by management through verbal praise of excellence work, monetary rewards for suggestions, and public recognition through rewards. Job security because of the threats from technological change, this wants is high on the list of priorities for many employees and lab our unions.
CHAPTER THREE
RESEARCH METHODOLOGY
INTRODUCTION
In this chapter, we described the research procedure for this study. A research methodology is a research process adopted or employed to systematically and scientifically present the results of a study to the research audience viz. a vis, the study beneficiaries.
RESEARCH DESIGN
Research designs are perceived to be an overall strategy adopted by the researcher whereby different components of the study are integrated in a logical manner to effectively address a research problem. In this study, the researcher employed the survey research design. This is due to the nature of the study whereby the opinion and views of people are sampled. According to Singleton & Straits, (2009), Survey research can use quantitative research strategies (e.g., using questionnaires with numerically rated items), qualitative research strategies (e.g., using open-ended questions), or both strategies (i.e., mixed methods). As it is often used to describe and explore human behaviour, surveys are therefore frequently used in social and psychological research.
POPULATION OF THE STUDY
According to Udoyen (2019), a study population is a group of elements or individuals as the case may be, who share similar characteristics. These similar features can include location, gender, age, sex or specific interest. The emphasis on study population is that it constitutes of individuals or elements that are homogeneous in description.
This study was carried to examine Employee Relationship and Its Effect on Organizational Performance. South Akim Rural Bank at the New Juaben Municipal Assembly in the Eastern Region of Ghana forms the population of the study.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
INTRODUCTION
This chapter presents the analysis of data derived through the questionnaire and key informant interview administered on the respondents in the study area. The analysis and interpretation were derived from the findings of the study. The data analysis depicts the simple frequency and percentage of the respondents as well as interpretation of the information gathered. A total of eighty (80) questionnaires were administered to respondents of which only seventy-seven (77) were returned and validated. This was due to irregular, incomplete and inappropriate responses to some questionnaire. For this study a total of 77 was validated for the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain Employee Relationship and Its Effect on Organisational Performance. In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges of Employee Relationship and Its Effect on Organizational Performance
Summary
This study was on Employee Relationship and Its Effect on Organizational Performance. Three objectives were raised which included; To identify various employee relations practices, and its effect on the productivity of an organization, to identify the challenges faced by employees at work places and t4o identify ways of enhancing healthy relationship between employees and employers in an organization. A total of 77 responses were received and validated from the enrolled participants where all respondents were drawn from South Akim Rural Bank at the New Juaben Municipal Assembly in the Eastern Region of Ghana. Hypothesis was tested using Chi-Square statistical tool (SPSS).
Conclusion
The study findings revealed that poor performance is as a result of poor working condition, lack of motivation, ineffective communication and lack of employee participation. Employee relation has a big impact on the organization performance if relationship is poor organization performance will be negatively affected.
Recommendation
The organization management should improve the working condition to create a good conducive environment for employees. The organization management should motivate the employees through giving incentives such as increasing salaries, promotions and giving allowances. Motivation increases morale at work. The organization should improve communication within the organization therefore employees should interchange ideas, feelings and opinions with management. Employee involvement in decision making, employees should be involved in consultation and decision making it will improve trust between them.
References
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- British institute of management (1977) Employee participation the way ahead.
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- Mass Drucker F. Peter (1999) Management challenges for the 21st century 1st edition, Butterworth, Heinemann, New Delhi.
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