The Impact of Human Relation Skills on the Job Performance of Secretaries (a Case Study of Some Selected Banks in Auchi)
CHAPTER ONE
Purpose of the Study
The purpose of this study is to
- Identify the problem areas in human relations as they affect worker.
- Investigate the role of human relations as an aid to effective job performance.
- Know whether the working environment under which workers perform their duty is conductive enough for increase productively.
CHAPTER TWO
LITERATURE REVIEW
Introduction
It is a statement of truth that good human relations are a strong factor of business success it is also true that the efficiency of a business organization depends mostly on the workers.
This chapter therefore will examine the following concepts as defined and analyzed by different scholars in relation to the subject of study.
- Meaning of human relations
- Components of good human relation
- Work environment
- Job enrichment and job enlargement
- Labour management relations
- Motivation
- Leadership style
Meaning of Human Relations
There is no one adequate definition of term “Human Relations” but different schools of thought, using different forms have more or less carried out the same conclusion.
According to Carevel (1975:2) stated that “human relations is the integration of people into work situations that motivates them to work together productivity, co-operatively and with economic, psychological and social satisfaction”.
Also, Boone and Kurtz (1981:267) defines human relations “as a process, which establishes and maintain cordial work climate, promotes harmony and enthusiasm, display sincere interest in assisting other employee”.
Furthermore, Onah (1981:116) is of the opinion that “Human relations are both an art and science, which can be learnt and if properly applied, should produce fruitful results”.
Going by the thrust of the definitions above we can therefore say that: human relations is all about the cordial relations of people in the place of work and at play. These people include the workers, members of the public and the employee. It is the friend lines and warmth of relations in the organization that ensure the efficiency if workers and thus, thus, the attainment of the objectives and goals of the organization.
Components of Good Human Relations
These are some factors that must be considered before an organization can be said to be practicing using good human relations.
Onah (1981:120) says that “human beings are important assess to any organization and so, deserve to be treated very fairly in order to contribute positively to the achievement of organizational goals”. He believes that for a good human relations practice, employee participation and motivation must be brought into consideration.
Onah further said that the managers ability to recognize what workers want, his ability to use his discretion, experience, intuition and the necessity understanding organization has a social system, that is made up of interdependent systems and the appreciation that execute skill in human relations can be developed, all constitute good human relations.
CHAPTER THREE
RESEARCH METHODOLOGY
Research Design
This chapter deals with the methods and procedures of data collection.
Population of the Study
For the purpose of this research, two banks were selected. New Nigeria bank, Auchi, Edo state and Uchi Community Bank Auchi Edo State.
The total population of this study comprise of 60 workers of the two selected banks.
CHAPTER FOUR
DATA PRESENTATION, ANALYSIS AND DISCUSSION
Data Presentation
In this chapter all the data collected in the process of the research were analyzed and interpreted on the basis of the research questions raised in chapter one,. Emanations statistic involving the use table were used. Responses were analyzed in percentage.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATIONS
Introduction
This research work was carried out in order to find out the impact of human relation skills on the job performance of secretaries of some selected bank in Auchi.
Summary
- Good working environment has impact on the productivity of secretaries.
- Human relations help to discover newer and better ways of understanding man and his relation to his work.
- Fringe benefit motivates secretary’s continuous cooperation with their organization.
- Good human relation is a strong factor of business success.
Conclusion
Based on the findings of this research, it can be concluded that human relations have an important role to play in secretaries functions. In fact, every secretary in the course of his/her various work inevitably comes in contact with customer and potential customers.
Therefore human relations help to discover newer and better ways of understanding man and his relation to his work, to motivate him to higher standards of workmanships and help as many people as possible to realize their maximum potentials.
Recommendations
After due consideration of the findings of the study the, researcher believer that the recommendation given here under would be of immense benefit to most secretaries in banks.
- Managers should attend lectures, seminar, conferences and workshops relating to human relations in order to know what good human relations entails.
- Management should encourage workers to go on training in human relation subject.
- There should be effective communication at all level of the organizational setup as this will enable workers to participate in taking decision concerning them.
- Job enrichment and job enlargement should be introduced because it makes workers to relate their fellow workers and this work harder in their job. However, managers have to ensure the jobs can only be enriched and enlarged for workers who are academically and technically sound to assume higher responsibilities.
REFERENCES
- Adles, A (1938); Social Interest. New York: Faber and Faber Ltd.
- Boone, et al (1984), Principles of Management. United States: Random House Inc.
- Boon and Kurtz, (1981), Human relation in an Organization. New York: Publishing Company.
- Carevel, J.F (1975). Human Relations in Busines. New York: Macmillian Publishing Company.
- Dibua, V.A. (1994), Industrial Psychology. Unpublished
- Hardeing, P.R. (1985) Work Environment, Belmont CA USA: Thomson Wadsworth.
- Heuner, et al, (1978), Work Environment. United States: Random House Inc.
