An Evaluation Of Human Relation On Worker Productivity

Project and Seminar Material for Human Resource Management (HRM)

An Evaluation Of Human Relation On Worker Productivity


Abstract


Human relations within an organization cease only on employee relationship, but it goes beyond and also promotes extrinsic factors that enhance productivity. The purpose of this study is to explore the extent to which human relations contributes to productivity using union Bank Kaduna central Branch as the case study. The research was exploratory in nature and made use of questionnaires. The study established that successful human relations within the organization creates harmony, encourage employee satisfaction and enhances employee’s operational efficiency. The study recommends Managers of firms to institute good human relations in their corporate objectives due to its associated benefits that emanate from such practice.


Chapter One


Introduction

1.1 Background of the Study

The era of the teacher being a reservoir of knowledge has past. The world is moving at a jet speed as a result of advances in technology. Importantly, technology entails information and communication which may be defined Relationships between employees and management are of substantial value in any workplace. Human relations is the process of training employees, addressing their needs, fostering a workplace culture and resolving conflicts between different employees or between employees and management. Understanding some of the the ways that human relations can impact the costs, competitiveness and long-term economic sustainability of a business helps to underscore their importance. Human relations in the workplace are a major part of what makes a business work.

Employees must frequently work together on projects, communicate ideas and provide motivation to get things done. Without a stable and inviting workplace culture, difficult challenges can arise both in the logistics of managing employees and in the bottom line. Businesses with engaging workplaces and a well-trained workforce are more likely to retain and attract qualified employees, foster loyalty with customers and more quickly adapt to meet the needs of a changing market place. The quality of workplace relations is critical to employee retention. Employee retention may seem trivial especially in a workplace that is used to a high turnovers but managers must remember that turnover is financially very costly. Every new employee requires a substantial investment of time and energy in their recruitment and training. In addition, severing ties with old employees can sometimes be challenging, especially if the circumstances are not particularly amicable. performance, have focused on this in different industries at the same time (Davision et al., 1996; Wyatt’s, 2002).

However, there are others researchers (e.g., Inchniowski et al., 1995) pointing out that investigation of HRM can be advantageous when it focuses on this in a single industry. They also suggested that investigation of HRM in a single industry resulted into precise measurement of organizational performance, HRM practices, and control variables. Therefore, the current study focuses its investigation of HRM in the banking sector in Libya making sure quality employees remain interested and engaged in the business requires patience, compassion and flexibility, but can actually make the business more financially sound. Workplace relationships provide a source of employee motivation, which is important to maintaining productivity. Employees who are interested in their work and in the well-being of other employees tend to be more productive than those who are not. This productivity pays obvious financial dividends to the company, as it can get more done in less time with fewer costs. Building relationships, by both recognizing an employee’s value to the company and a concern for their needs, often goes a long way. The modern business environment often rewards businesses that are able to quickly develop products that meet changing consumer needs. In some industries — such as technology, for example — employees’ ability to come up with effective new ideas is often the difference between the entire company’s success and failure.

According to Sallyport Magazine, research shows that creativity is based to large degree in social interaction. Employees’ creativity is often dependent on their ability to communicate with other employees and share ideas. Without quality workplace relationships, employees are less likely to be able to develop and share the solutions that a business needs to survive. Annual reports and cooperation statements underlies one common message indicating that humans represent most valuable resources. Thus, the key element to the success and survival of a given organization is the availability of the right personnel at the right place and at the right time (Oladipo, 2011). As proclaimed by many firms, humans represent a source of a competitive advantage regardless of whether those people are visionary managers, accommodating customer service experts or even technological experts. Hence, at a time when the technological development is unparallel it is only the human resource that can play an important role in the success or failure for all firms, specifically entrepreneurial firms (Katz et al., 2000). It is apparent that there is an awareness of the speedy and complicated changes occurring in the market environment among organizations and managers. This remarkably results into changing attitudes of some firms towards human recourses. People or humans in organizations as perceived by top managers are regarded as the most valuable strategic resources (Pfeffer, 1994). Therefore, those organizations which have long-term objectives usually make effort into re-examining how to manage their human resource. This is known as human resource management (HRM) which is a term indicating how such organizations give much importance to the role of managing their human recourse Within the emergence of HRM, recently, researchers have paid much attention to this, specifically the effect of human resource practices on performance of organizations and employees’ attitudes as an interesting research area especially in the context of developed countries. Yet, little is known about the impact of HRM in the context of developing countries (Sarbariy, 2011). This suggests the need for further research on HRM in such developing countries such as Asia or Africa. This is because this research will assist in meeting the shortage of empirical work in organizations in such countries. It is also expected that investigation of this research area will function as a vehicle for comparative studies. Previous studies investigating the effect of HRM on organizational The research therefore seek to provide an evaluation of human relation on worker productivity


1.2 Statement of the Problem

It is assumed in some of the most significant developments in recent years has been the increased importance of interpersonal skills in almost every type of work setting. For many employers, interpersonal skills represent an important category of transferable skills a worker is expected to bring to the job. Technical ability only is usually not enough to achieve career success. Studies indicate that many people who have difficulty in obtaining or holding a job possess the needed technical competence but lack interpersonal competence. Owners and managers of profit and nonprofit organizations define human relations as fitting people into work situations so as to motivate them to work together harmoniously.

The process of fitting together should achieve higher levels of productivity for the organization, while also bringing employees economic, psychological, and social satisfaction. Human relations covers all types of interactions among people—their conflicts, cooperative efforts, and group relationships. It is the study of why our beliefs, attitudes and behaviors sometimes cause interpersonal conflict in our personal lives and in work-related situations. However, Many organization do not give importance to this aspect of work place condition. They neglect the aspect of human relation both between management and staff and between co –workers, through in effective communication channel, lack of cooperation and integration, unresolved complaints and conflict and maintain more of a rigid formal work environment that do not enhance worker motivation and commitment. Therefore the problem confronting this research is to provide an evaluation of human relation on worker productivity


1.3 Objective of the Study

This study was conducted with the following objectives:

  1. To determine the nature of human relation on worker productivity
  2. To determine the nature of human relation on worker productivity in Union BANK

1.4 Research Hypotheses

Hypotheses One
  • Ho: Staff Productivity in Union Bank is high
  • Hi: Staff productivity in union Bank is low
Hypotheses Two
  • Ho: Impact of human relation on staff productivity in Union Bank is low
  • Hi: Impact of human relation on staff productivity in Union Bank is high

1.5 Significance of the Study

The Maintaining healthy employee relation in an organization is a pre-requisite for organizational success. Strong employee relation is required for high productivity and human satisfaction (Pilbeam and Corbridge, 2002). Highland (2007) stressed that Human relations deal with avoiding and resolving issues concerning individual that might arise out or influence the work. A strong human relation depends upon healthy and safe work environment. Highland (2007) further established that perhaps the single most important aspect of designing any work environment is the plan that links all workers and supervisor with multiple channels of communication. Good communication may be referred to as the critical component of sound human relations. A good human relationship is fitting people into work situations so as to motivate them to work together harmoniously. The process of fitting together should achieve higher levels of productivity for the organization while also bringing employees economic, psychological, and social satisfaction. Human relation covers all types of interactions among people their conflicts, cooperative efforts, and group relationships (Highland 2007). It is the study of why our beliefs, attitudes and behaviours sometimes cause interpersonal conflict in our personal lives and work related situations. Human relation in a firm also installs integration. This is referred to as the bringing together of people from the various ethnic background and varying groups and association to work cooperatively and productively, with economic and psychological means including social satisfaction with the ideology of motivation in a work situation. The study shall reinvent the culture of Human relations work skill in all the organizations as a necessary tool for fostering unity, cooperation, problem sharing and solving, communication and integration of workers in the organization


1.6 Scope and Limitation of the Study

The study focuses on the evaluation of human relation on worker productivity with a case study of UNION BANK PLC. The researcher encountered some constraints, which limited the scope of the study. These constraints include but are not limited to the following.

a) Availability of Research Material:

The research material available to the researcher is insufficient, thereby limiting the study

b) Time:

The time frame allocated to the study does not enhance wider coverage as the researcher has to combine other academic activities and examinations with the study.


1.8 Definition of Term

Human Relation Defined

Human relations movement refers to the researchers of organizational development who study the behaviour of people in groups, in particular workplace groups and other related concepts in fields such as industrial and organizational psychology. It originated in the 1930s’ Hawthorne studies, which examined the effects of social relations, motivation and employee satisfaction on factory productivity. The movement viewed workers in terms of their psychology and fit with companies, rather than as interchangeable parts, and it resulted in the creation of the discipline of human resource management. Elton Mayostressed the following: The power of natural groups, in which social aspects take precedence over functional organizational structures. The need for reciprocal communication, in which communication is two way, from worker to chief executive, as well as vice versa. The development of high quality leadership to communicate goals and to ensure effective and coherent decision making

Mental Perception

Mental perceptions are influenced by everything that has passed through an individual’s mind. That includes all of a person’s experiences, knowledge, biases, emotions, values, and attitudes. No two people have identical perceptions because no two people have precisely the same experiences.

Ethics

Ethics refer to moral rules or values governing the conduct of a person or group. Perhaps more than anything else, an individual’s adherence to values related to what is morally right determines the respect that others hold for that person. Lack of respect for one individual by another is likely to lead to poor human relations between the two.

Personality

An individual’s personality is the totality of complex characteristics, including behavior and emotional tendencies, personal and social traits, self-concept, and social skills. The objective of many training sessions for employees and supervisors is to improve a person’s ability to get along with others. A person’s personality has a major impact on human relations skills.

Attitude

An attitude is a mental position one possesses with regard to a fact, issue, or belief. Attitudes that often present problems in the workplace are those that concern biased and prejudiced viewpoints. Generally, employees who possess positive attitudes and who are open-minded are judged to have more desirable personalities than those with negative attitudes who hold biased viewpoints.

Communication

Good communication is essential for the smooth functioning of any organization. Managers need clear lines of communication to transmit orders and policies, build cooperation, and unify groups. Employees must be able to convey their concerns or suggestions and feel that management has heard them. Clear communication among co-workers is vital to good teamwork, problem solving, and conflict management. In short, effective human relations is founded on good communication.


Chapter Five


Summary, Conclusion and Recommendation

5.1 Introduction

It is important to ascertain that the objective of this study was the evaluation of human relation on worker productivity. In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations are made, which in the opinion of the researcher will be of benefit in addressing the challenges of human relation on worker productivity.


5.2 Summary

This study aimed at having a critical analysis and evaluation of human relation on worker productivity. The goal of this study was to explore the extent to which human relations contribute to the worker productivity. The study found out that human relations perform a very vital role in every organization as well as all levels of human endeavour. As a result, in the construction industry as a labour intensive sector, management must strive to establish such relationship in order to foster harmony. The study further concludes that good human relations at the workplace installs integration that brings together of people from the various ethnic background and different groups and association to work cooperatively and productively. This would drive social satisfaction with the ideology of motivation in a work situation. Management must also endeavour to have human relations as part of the firm’s policy to foster good working environment the will drive employees to work in harmony. The study also proved that successful human relationships within the organization creates a union and encourage employee satisfaction that further enhances employee’s operational efficiency. The study recommends Managers firms to institute good human relations in their corporate objectives due to the associated benefits that emanate from such good practice.


5.3 Conclusions and Recommendation

The study revealed that majority employees of Union Bank have agreed that Human relation in the company and has direct impact on their work efficiency. Availability of sample resources to employees leads to completion of work in time. It enhanced their performance. In addition, it was also found that performance of employees was related to other factors apart from resources provided such as:

  1. Effective communication of work related information – makes employee aware of the work related responsibilities and expectations.
  2. Motivation by work recognition – employee is encouraged to perform consistently and put their best effort in work.
  3. Fair policies and practices exhibited by the management of organisation- creates equal opportunities and provide equal treatment to employees without any bias which promotes positive attitude towards organisation and work among employees.
  4. Job satisfaction in terms of salary, growth opportunities and work environment provided by the company – satisfied workers are happy workers and are more productive than other workers who lack job satisfaction. Work environment not only involves the ambience created by organisation but also co-workers.
    Union Bank employees described their co-workers as pleasant and co-operative.
  5. Feedback and guidance from superiors – keeps employees on track regarding job targets they have achieved, whether they have achieved in time or not, what the organisation expects from them and how they can attain mutual benefits.
  6. Encouraging expression of employee opinion – imparts a sense of belongingness among employees and strengthens the employee-employer relationship. Employees feel they are an asset to the organisation, their voice and opinions are heard and implemented.

These exploratory findings from the study are consistent with the literature regarding the fundamental features of human relations within firms. Results from the study revealed that human relationship is imperative in an organization if high productivity is to be accomplished.


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