Impact Of Good Office Relationship Among Workers On Their Overall Performance

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Impact Of Good Office Relationship Among Workers On Their Overall Performance


Abstract


This study was carried out to examine impact of good office relationship among workers on their overall performance in selected companies in Lekki Local Government, Lagos State. Specifically, the study examined if there’s a connection between good organizational contact and good employee success. Determine the most effective contact medium from the employee’s perspective. Identify communication system barriers and breakdowns.in Lekki Local Government, Lagos State. The study employed the survey descriptive research design. A total of 50 responses were validated from the survey. From the responses obtained and analysed, the findings revealed that Through communication employee will know more about the services rendered in an organization. Furthermore, Employees will also know the vision and mission of an organization thereby aiding the performance of an employee. The study therefore, recommend that for good office relationship to thrive in other for the overall performance of workers there should be effective communications channel. It also recommended that there should be mutual respect for each other in other to maintain a good office relationship. Finally, For there to be a good office relationship there should be a conducive working environment for staffs of an organization.


Chapter One


Introduction

1.1 Background of the Study

Both organisations, whether public and private, rely on some means of contact to communicate their messages to their target audiences or to remind them of their entity’s purpose and vision. Employees also exaggerate their job efficiency. When good contact is at its peak, this is the place to be. For example, when information about an organization’s policies and practices is at its most accessible and accurate; and when the information given is sufficient, factual, and timely receives positive reviews (Kacmar et al., 2003; Neves & Eisenberger, 2012).Meanwhile, only large modern-day businesses have put a premium on good workplace communication. Any management members believe that cooperation is the easiest job for anyone to complete, but evidence has shown that this is not the case. As a result, contact will make or break an organization’s life. When administrators within an organization believe that simply informing their employees of their everyday routines is adequate contact, a massive dilemma arises. Two-way communication, according to Anchor (2009) and Eisenberger & Sting lhamber (2011), has a favourable effect on employees who perform profitably at work. They develop some kind of conviction about their job that satisfies their socio-emotional needs.

Puth (2002) stated that while management has reverted to using a workplace journal or magazine to communicate with workers, large relevant channels of communication are not being used efficiently. He listed the fact that he works in-house. Publications can not have any political implications for an organization’s survival; instead, promoting two-way contact increases the excitement of dominating workforce. Puth (2002) believed that by exchanging information with workers and including them in policy making, an organization’s success could be greatly enhanced This, on the other hand, restores overall staff loyalty and efficiency within an organization Arrangement. In certain situations, the communication distance between management and workers makes employees feel untrustworthy, disrespected, or valued in their field of employment. Employees are the most important asset within an organisation, according to his research, so managers must facilitate a two-way exchange of information to improve the organization’s performance as well as employee productivity. Internally, ethical coordination is required to initiate growth strategies, to consolidate resources in an efficient and cost-effective manner, and to select, cultivate, and appraise members of an organisation. External contact, on the other hand, is needed to create knowledge for management to interact with their customers, such as vendors and the government and variety of other organizations. The importance of communication cannot be overstated; it is the king of mechanical systems that decides an organization’s development in all aspects during this modern era.


1.2 Statement of the Problem

According to Harris & Nelson, “employee interaction is a primary and necessary pursuit in organizations” (2008). They went on to say that an organization’s long-term viability is dependent on efficient communication among employees, and that relationships grow as a result of communication. Working cultures vary greatly in terms of geography, economic growth, and social development. In this sense, some of these organisations have complicated reporting lines that are impossible for employees to follow; for example, overlapping authorities and responsibilities, leaving some subordinates more accountable than their superiors. According to studies, effective communication aids employees in coordinating operations and achieving objectives. often in the processes of socialization, decision-making, problem-solving, and change management. This means that the members of an association or organization are collaborating for the same end. Finding the most efficient channels for communicating with their constituents is a concern for most organisations.


1.3 Objective of the Study

  1. To see if there’s a connection between good organizational contact and good employee success.
  2. Determine the most effective contact medium from the employee’s perspective.
  3. To identify communication system barriers and breakdowns.

1.4 Research Questions

  1. What is the relationship between effective organizational communication and workers performance?
  2. How does communication improve employee performance?
  3. What are the barriers and breakdowns in the communication system?

1.5 Significance of the Study

The findings of the study would be useful to managements as it provides information about their communications processes, procedure, and services and managers will gain understanding of the impact of good communication as a result of the research.


1.6 Scope of the Study

Due to resource constraints, the study was limited to the collection and analysis of data in Lekki, Lagos state.


1.7 Limitation of Study

Availability of material and time constraints were major challenges the researcher faced will carrying out the research.


1.8 Definition of Terms

Work Place:

How well an individual executes a Task, position, mission, or role is called work performance. this includes tangible things like revenue targets as well as intangible things like communication. performance Is evaluated In relation to documented responsibilities, objectives, goals, and reasonable expatiations associated with position, profession, and industry.

Performance:

Performance is the action or process of performing a task or function.


Chapter Five


Summary, Conclusion and Recommendation

5.1 Summary

In this study, our focus was to examine impact of good office relationship among workers on their overall performance using companies in Lekki as a case study. The study specifically was aimed at highlighting, if there’s a connection between good organizational contact and good employee success. the most effective contact medium from the employee’s perspective. Identify communication system barriers and breakdowns.

The study adopted the survey research design and randomly enrolled participants in the study. A total of 50 responses were validated from the enrolled participants where all respondent are drawn from staffs of the selected companies.


5.2 Conclusion

Based on the finding of this study, the following conclusions were made:

  1. Through communication employee will know more about the services rendered in an organization
  2. Employees will also know the vision and mission of an organization thereby aiding the performance of an employee.
  3. Through communication an employee is aware of the incentive and welfare packages the company have, by so doing it will improve employee performance .

5.3 Recommendation

Based on the responses obtained, the researcher proffers the following recommendations:

  1. That for good office relationship to thrive in other for the overall performance of workers there should be effective communications channel.
  2. It is also recommended that there should be mutual respect for each other in other to maintain a good office relationship.
  3. For there to be a good office relationship there should be a conducive working environment for staffs of an organization

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Frequently Asked Questions


How do relationships in the workplace influence employee performance?

Conversely, when relationships in the workplace are characterized by cooperation, trust, and fairness, the reward center of the brain is activated, which encourages future interactions that promote employee trust, respect, and confidence, with employees believing the best in each other and inspiring each other in their performance (Geue, 2017).

What is the impact of workplace interactions on job satisfaction?

Positive interactions in the workplace have been shown to improve job satisfaction and positively influence staff turnover as employees who experience support from colleagues are more likely to remain in an organization long term (Hodson, 2004; Moynihan and Pandey, 2008).

What are the positive interactions in the workplace?

Positive interactions in the workplace are marked by trust, mutual regard, and active engagement. According to Rosales (2015), interactions characterized in this way can improve employee awareness of others, foster positive emotions such as empathy and compassion, and increase the likelihood of trusting, respectful engagement between individuals.

Why is it important to develop high quality relationships in the workplace?

Because interactions are the means by which work occurs, it behooves any organization to develop high-quality relationships in the workplace. Research by Gallup (2013) reveals that many managers alienate employees by becoming too critical, insensitive, demanding, and manipulative. 

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