Importance Of Employee Relations In An Organisation

Dissertation

Topic: Importance of Employee Relations in an Organisation

Abstract

The primary aim of this research study was to analyse the importance of worker relations on

the performance of the organisation. The study was designed in the form of a cross-sectional survey. It

is descriptive and employed both quantitative and qualitative methods of data collection and analysis.

Qualitative techniques were employed in collecting data based on observations, opinions, knowledge of the

sample population, and the views and perceptions that the respondents had on how motivation affects the

productivity of an organization. The term ‘organisation’ for the purpose of this study refers to a private college.

Quantitative techniques were utilized in the designing of the interview questions to collect data so as to meet

the objectives of the study.

The employees of a private college were the respondents. The study was conducted over a sample size of 6

people. Each participant was required to answer ten interview questions. The sampling technique that

was employed for the research was convenience sampling. It was used because of its ability

to provide a gross estimate of the result.

The results of the study were subjected to quantitative data analysis and evaluation using

SPSS. The study report also used detailed measurements such as standard deviations.

Additionally, inferential measurements were used particularly relationships to decide the

connections between the variables in the study such as work relations and performance.

Finally, various evaluation tests were also employed in assessing directing effects of

members' age, educational level, and the amount of work on the impact of work relations on

job satisfaction, motivation, and turnover rates in the private college. The results obtained

were also used in making recommendations on how worker relations could be improved.

Table of Contents

 .............................................................................................................................. A

bstract ........................................................................... Error! Bookmark not defined.

 ..............................................................................................................................

Introduction .................................................................................................................... 8

 ..............................................................................................................................

Research Aim and Objectives ........................................................................................ 8

 ..............................................................................................................................

Introduction, Aims and Objectives ................................................................................ 9

 .............................................................................................................................. A

ims and Objectives ....................................................................................................... 11

 .............................................................................................................................. S

tudy Questions ............................................................................................................. 12

 ..............................................................................................................................

Literature Review......................................................................................................... 13

 ..............................................................................................................................

Concept of employee relations: ................................................................................... 13

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Models related to employee relations: ......................................................................... 14

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Dunlop’s model:........................................................................................................... 14

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ER-EE model: .............................................................................................................. 14

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Strategies of maintaining employee relation ................................................................ 15

 .............................................................................................................................. K

ey issues related to employee relations: ....................................................................... 15

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i) Legal issues: ............................................................................................................. 15

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ii) Conflict management: ............................................................................................. 16

 .............................................................................................................................. (

iii) Attendance:............................................................................................................. 16

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iv) Disciplinary action: ................................................................................................ 16

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Concept of Higher education establishment in workplace: ......................................... 17

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Theories related to higher education in workplace: ..................................................... 17

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cientific management theory ........................................................................................ 17

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uman relations management theory ............................................................................. 18

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abour process theory .................................................................................................... 18

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eminist theory............................................................................................................... 19

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Social closure Theory .................................................................................................. 19

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Social cognitive theory of learning .............................. Error! Bookmark not defined.

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Impact of higher education establishment on employee relation:Error! Bookmark

not defined.

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i) Socialisation: ............................................................ Error! Bookmark not defined.

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ii) Training and development: ...................................... Error! Bookmark not defined.

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iii) Compensation and rewards: ................................... Error! Bookmark not defined.

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iv) Effective leaders: .................................................... Error! Bookmark not defined.

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Gap of Literature .......................................................................................................... 19

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Conceptual framework ................................................................................................. 20

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Conclusion ................................................................... Error! Bookmark not defined.

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Research Methodology ................................................................................................ 13

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Study design ................................................................................................................. 20

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Population of the study ................................................................................................ 20

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Sampling Technique .................................................................................................... 21

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Data Sources ................................................................................................................ 21

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Research Instrument/Data Collection .......................................................................... 21

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Reliability and Validity ................................................................................................ 21

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Procedure and Time Frame .......................................................................................... 21

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Sampling Plan .............................................................................................................. 22

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Analytical Tools ........................................................................................................... 22

 ..............................................................................................................................

Discussion .................................................................................................................... 23

 ..............................................................................................................................

Findings........................................................................................................................ 31

 .............................................................................................................................. A

nalysis of the Employee’s Interview ............................................................................ 32

 .............................................................................................................................. A

nalysis of the employers’ interview ............................................................................. 34

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Conclusion ................................................................................................................... 36

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Summary ...................................................................... Error! Bookmark not defined.

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Recommendations ........................................................................................................ 37

 ..............................................................................................................................

Limitations ................................................................................................................... 38

 .............................................................................................................................. R

eflection Report …………………………………………………............................39

 .............................................................................................................................. L

ist of references ............................................................................................................ 40

 .............................................................................................................................. A

ppendix ......................................................................................................................... 43

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igure 1: Dunlop’s Model .............................................................................................. 43

 .............................................................................................................................. F

igure 2: ER EE Model .................................................................................................. 43

 ..............................................................................................................................

Conceptual framework ................................................................................................. 44

Introduction

To become a successful organisation the management have to maintain a good

employee relation to empower them for the best job (Owens 2013, p. 48). Each employee has

some rights regarding their working hours, overtime, salary increment etc.

The researcher had chosen the research topic “the strategies followed by the

organisation to build and foster a good relationship with their employee in UK”. The aim is to

set up a higher education establishment in the near future after noticing the success of various

organisations in the UK. To be a successful institution it is necessary to engage efficient

employees by setting up a good relation with the employees (Grunig 2013, p. 74).

Research Aim and Objectives

1. To evaluate the impact of good employee relations in higher education establishment,

(workplace).

2. To critically identify the challenges faced by an organisation due to lack of positivity.

3. To recommend some advisory suggestions for an organisation to foster good

employee relationship in workplace.

Introduction, Aims and Objectives

One of the most critical issues that workers seek is establishing relationships among

themselves and with the managers. That is because employees do not work the same as

machines that need to be started by pushing a button. As such, they need to initiate and keep

conversations with other people. Such conversations create a forum for them to discuss ideas

amongst themselves and share personal affairs such as sorrows and happiness. It also enables

them to create relations.

It is impossible for one to work without other people around them. For instance, when

there are no workers in an organization, one might find it hard to work alone (Adler 2012, p.

140). That is because the isolation of the environment leads to loss of motivation and morale

for work. Such negativity could also spread in the entire workplace and lead to a reduction in

the productivity. As such, it is critical for workers to be comfortable and work in unison

towards achievement of common organizational objectives and strategies. It is critical for

workers to establish and sustain healthy work relations among themselves. There are several

reasons that make these employee relations beneficial to a business.

Some of the cases where relations in the workplace are critical include making of

particular decisions that require more than just one individual to make. These are instances

when one needs to be guided and advised by others. There are times when one might miss out

critical points. However, their fellow workers could bring up brilliant ideas and help them

achieve organizational goals and objectives (Biswas 2014, p. 1170). It is also important to

evaluate the pros and cons before any plan is implemented. Such evaluation should be done

in an open forum that gives workers the freedom of expressing their opinions. One may never

know when they go wrong. As such, they need other people to correct and critique them

when they get it wrong. That makes it critical for people to have good relations with others so

that they can feel free to correct them in such situations.

Sharing of work among workers makes it easy and enjoyable to do. Workers who

have an excellent relationship at the workplace have a high productivity because they help

each other by easing the work load. It is apparent in a workplace that no one has the capacity

to do everything all by themselves (Biswas 2014, p. 1170). Workers need to divide the tasks

and responsibilities so that they can accomplish the set goals within the time frame. As such,

one should ensure that they have a good rapport with their workmates. That motivates them

to assist each other and cooperate, making work easier.

The existence of good relations makes the workplace an interesting place and enables

them to work in unity. Unnecessary stress and tensions may cloud one’s mind and make them

lose concentration and focus. Researchers have shown that discussing issues with other

people reduces their tensions and eases pressure, making them feel relaxed. It has been shown

that existence of enmity among workers promotes absenteeism as one finds it difficult to sit

next to someone with whom they cannot talk and share (Bulkeley2013, p. 1401). As such,

they need to have good relations with people so that they can share during breaks such as

lunch time. That calls for respect if such relations are to be established and maintained in an

organization.

It has also been shown that workers tend to be motivated when they work with people

they can trust and count on when they need. It also creates a feeling of confidence and

security and enables one to have high performance. However, one should be careful with the

extent to which they share their secrets share (Bulkeley2013, p. 1401). Such relations

minimize cases if fights and conflict in an organization. It creates understanding among

people, eliminating cases of otherwise meaningless disputes and conflicts. As a result, they

concentrate on production and performance, and establish close ties as friends and promote

happiness for each other at the work place.

Another critical importance of good relations is that it reduces cases of absenteeism

from work among the workers (Chansler 2015, p. 183). It promotes seriousness and the desire

to attend work on a daily basis. They also develop a liking for their work and avoid frequent,

unnecessary leaves. They also stop seeking faults in their colleagues and work towards the

organizational goals and objectives.

Having such relations with workmates at the workplace is a wise idea because one

might need their help at one point during their time. Such relations would enable workers to

assist an individual when they are in need (Chansler 2015, p. 183). They can also handle

duties for an individual who takes a leave for personal reasons. As such, positivity and trust

are built within the business. It is critical that workers feel comfortable with one another to

enable them to have a better focus and concentration on their work, minimizing conflicts and

increasing productivity and profitability. As such, it is essential to carry out research studies

on employee relations in organizations to identify the role they play. This study also

identifies ways through which employee relations can be promoted. The study was carried

out in a private college in London, interviewing 6 people asking 10 questions each. This

report presents the findings and recommendations as appropriate.

Aims and Objectives

There are three primary objectives that guided the research study. They include the following.

1. To evaluate the impact of good employs relations in a private collage.

2. To critically identify the challenges faced by an organisation due to lack of positive

relationship.

3. To recommend some advisory suggestions for organisations to foster good employee

relationships in a workplace.

Study Questions

There are ten questions that were asked to each of the six interviewees. They guided the

study. The responses obtained for each of them was used to make appropriate suggestions to

improve employee relations at the work place.

1. How do you feel about going to work each day?

2. How do you feel about job related training in your organisation?

3. How do you feel when you are at work?

4. How do you adapt to difficult situations at work?

5. How are you assessed at work?

6. What tools and resources do you have to do your job?

7. How does the company keep you informed of what is happening within your

company?

8. How do feel about the environment you work in?

9. What skills do you gain from your job?

10. What suggestions do you have for the improvement of your organisation?

Literature Review

Concept of employee relations

According to Molz (2012, p. 85), employees tend to perform to their best when they work in

comfortable conditions. Their effectiveness and performance is significantly affected by the

workplace. The study also showed that the performance of an employee can be negatively

affected by political, legal, and social factors. However, the United Kingdom is one of the

states in which employees are protected from such exploitation and effects. Willis (2013, p.

184) established that the minimum standard wages in the country had been raised after the

workers had staged

Recent reforms in the employment sector have also ensured that contracts are well-defined

and understood by both parties. As such, components of a contract such as amount of salary,

annual leave dates, pension schemes, working and overtime hours, training programs, and

allowances have to be defined and agreed upon on the date of signing of the contract. That

has ensured that the rights of the employees are protected. Most organizations have supported

this idea because they understand that they risk incurring losses if they fail to satisfy their

workforce. The profitability and production of an organization depends entirely on the

employees (Heath 2013, p. 175).

Models related to employee relations

These are provided on the appendix

Dunlop’s model:

This theory uses three elements in explaining the progress of relations among

workers. These are management, government, and labour. The theory also establishes the

relationship between these three elements. The aim of this model is to solve management

problems that are faced by workers. It defines employee relations as the analytical base that

forms an institution. Additionally, it defines some rules and regulations that govern employee

relations. Heider (2013, p. 152) argues that that industrial relation is maintained by two types

of norms. The classification of these norms include Substantive norms-wage rate. Smith

(2013, p. 36) also adds that the theory interlinks technology, power distribution, and industry

market as the three primary actors in the market. In this case, the model claims that most of

the issues that workers face at the workplace are caused by faults in technology, market or

budget. Such issues are solved by organizational unions that act on behalf of the workers.

ER-EE model

This model conducts an analysis of the interaction and relationship that exists between

employers and employees. It covers all critical aspects involved in human resource

management. The model claims that the interests of employees differ from those of the

employers. As such, cases of conflicts of interests are a common phenomenon at the

workplace. Companies suffer significant losses due to failure to solve such conflicts between

the employers and the workers. It is also worth noting that employer-employee relations

break down because of such conflicts of interests.

Strategies of maintaining employee relation

Companies should ensure that their employees feel part of the execution program of the

organizational goals by involving them in the decision-making processes. They should also

ensure that they give them access to most details and information regarding the company.

According to Seabrooke (2012, p. 78), employers should hold meetings where they engage

employees on strategies that could be implemented and ensuring that the business progresses.

Employees should also be presented with the tasks that they are expected to perform in an

organization. Managers should ensure that the environment at the workplace provides

workers with an opportunity to grow and develop the required skills. Such necessities that

should be provided for workers include shelter benefits, health covers, and transport

allowances as a way of promoting a healthy relationship between the workers and the

managers.

Key issues related to employee relations

There are several issues that define the relationship between employees and employers. Such

factors determine whether the relation fails or succeeds. The issues are discussed in the

following section.

(i) Legal issues:

These arise when the workers are harassed at the workplace. They also occur as a result of

failure of the organization to meet the basic needs and rights of workers. Additionally, any

form of discrimination at the workplace is a form of legal issue that calls for legal action

(Duke 2015, p. 88). Employees at Unistats have faced various legal issues as they continue to

work in the organization. As such, that calls for the managers to ensure such cases are solved

and an environment that enables workers to deliver established.

An example of such case in the organization is the dismissal of a bakery employee in 2013

that resulted purely from discrimination. She had been expectant, leading to her dismissal

since she had to leave on maternity. The case was solved in court where the court ordered

compensation of the employee and reinstatement in her position at the work place (Edwards

2012, p. 241).

(ii) Conflict management:

This refers to the procedure that is followed in solving any conflicts and misunderstandings

that arise between the workers and their managers (Gandy 2013, p. 147). It was established

that conflicts at Unistats are a common phenomenon between the employers and workers. As

such, it has had negative impacts on the productivity of the business. As such, the managers

have the uphill task of ensuring that such conflicts are solved as soon as they come up to

avoid paralyzing of production programs and volumes.

(iii) Attendance:

The productivity of any business is affected by the trends of employee attendance of work

and the times that they spend on their work. Most of the workers at Unistats failed to attend

job on several occasions. In response, the organization had adopted a plan that involved

penalization of each of the workers depending on the number of hours that they were absent

from work. According to Hanrieder (2015, p. 320), that is a breach of the contract and lack of

professionalism, resulting in reduced productivity of the organization.

(iv)Disciplinary action:

There are times when managers have to take disciplinary actions on workers who lack

professionalism (Bulkeley 2013, p. 123). As in the case of Unistats, cases of lack of

professionalism are addressed verbally at the first time that they pop up. However,

subsequent repeat of the practice attracts disciplinary actions. Continued neglect of laws and

regulations by the employees may lead to termination of contract and subsequent dismissal

from work.

Concept of Higher education establishment in workplace

A steady relationship between employees and employers is sustained by the establishment of

higher education. Learning in the work place plays a critical role because it links learning to

the roles that the employees and employers are expected to carry out. The process of learning

includes three critical elements. These elements are critical because they enable structured

learning to take place and give the workers an opportunity to gain new skills and refresh their

knowledge as they continue to work. It also creates off-job opportunities that the employees

can use to learn (Melanthiou 2012, p. 421).

Structured learning involves giving workers practical experience in running and operating

various machine types in an organization. In this case, learning is a direct process in which

the worker learns from an instructor during their line of duty. The process of off-job learning,

on the other hand, is different in that the learner and the instructor are located in different

places. The instructor is normally in a workshop or workplace in a building that is some

distance away from the location of the learning employee. These learning processes will be

used at Unistats as a way of improving the quality of work that is done by the workers. They

have assisted in improving the flexibility and compatibility of the workers with the various

duties and tasks that they have to carry out in the organization. It has also resulted in an

improvement in the quality of services that the employees offer.

Theories related to higher education in workplace:

Scientific management theory

It describes the need for managers to evaluate the maturity levels of their workers. It argues

that it should be assumed that all employees are immature at the time they are employed. As

such, the instructions that are issued to them should be as detailed as possible so that they can

comprehend them with ease. It also advocates equal treatment of workers. This theory was

used in solving the employee problem at the organization.

Human relations management theory

Manpower is a basic requirement in an organization despite the fact that computerization has

increased. Workers feel motivated when employees give them special attention and involve

them in critical decision-making processes. It also leads to the establishment of a conducive

working environment that allows them to deliver high quality services, as well as increasing

their productivity. This theory has been adopted and implemented at Unistats to promote a

healthy work relationship between the workers and the employers.

System theory

This theory analyses an organization as a single system. It also defines an organization as an

open system that has inputs and outputs that interact. The output in this case is the quality of

the work done by the employees while the input could be the regulations that are set up by the

organization. An example of a system theory is Dunlop’s Model. It has helped in increased

the efficiency of the performance of employees.

Strategic choice theory

This theory describes three processes. The first involves change of membership into union.

The second process is the alteration of trade unions. Finally, the theory is made of a process

that identifies the manner in which managers handle employees and solution of any form of

disputes that may arise at the workplace between the workers and the managers.

Inappropriate application of this theory could result in the market loss of a company.

Labour process theory

In most cases, workers claim extra pay for any excess work that they do. Excess work in this

case could mean work that is done outside the working hours, in which case it is classified an

overtime work. It is an excellent theory that defines how employees and employers share the

profit that is gained from the extra work done by the workers. Its implementation leads to

strong relations between the employees and employers as they feel justice is served.

Feminist theory

This theory was formulated by analysing structured data and using it to determine the

relevant solution to a problem. It is applicable to female workers in an organization. It is used

in advocating the rights of females in the company and ensuring that they are not mistreated

based on their gender.

Theory of post modernisation

It includes a consideration of all types of modern trends and development in the world. It also

addresses issues that regard the efficiency of the performance of workers. It tries to establish

ways of fostering good relations between workers and managers as a way of promoting their

productivity and profitability of the organization.

2.6.1 Social closure Theory

One of the duties that the management in any organization carries out is ensuring that the

workers are well taken care of and protected. Most managers have taken the initiative of

ensuring that workers are protected and satisfied at their workplace because they play a

critical role in the success of an organization. There is no single business that can operate

without workers. According to the theory as analysed by Taylor (2013), any organization can

only achieve its goals and objectives through the efforts of workers. As such, there is a need

for the management to ensure that it retains close ties with the workers. The social closure

theory argues that an organization is an enclosed system with employees and employers as

the primary aspects in the system. Additionally, this system cannot function successfully if

these two elements are absent or lack coordination.

Gap of Literature

The information that was acquired from the various sources such as journals is not adequate

to solve the issues that are presented by the EE-ER and Dunlop’s Models. As such, it was

established that there is a need for more theories and ways of solving these problems. There

is also a need to solve individual as well as problems that exists between employees and

employers.

Conceptual framework

This is presented in the appendix

Research Methodology

Study design

The study was designed in the form of a cross-sectional survey. It is descriptive and employed both

quantitative and qualitative methods of data collection and analysis. Qualitative techniques were employed in

collecting data based on observations, opinions, knowledge of the sample population, and the views and

perceptions that the respondents had on how motivation affects the productivity of an organization.

Quantitative techniques were utilized in the designing of the interview questions to collect data so as to meet

the objectives of the study.

Population of the study

The employees of a private college were the respondents. The study was conducted over a sample size of 6

people. Each was required to answer ten interview questions as presented earlier.

Sampling Technique

The sampling technique that was employed for the research was convenience sampling

(Özdemir, Louis, and Topbaş 2011, p. 264). It was used because of its ability to provide a

gross estimate of the result.

Data Sources

The research made use of primary sources of data. Primary data was collected during the

study survey. They were used to provide data that was complete, accurate, and reliable.

Methods of data collection that were used include interviews of employees, managers, and

support staff at a private college.

Research Instrument/Data Collection

Interviews were conducted on six employees in a private college. Each of them was required

to respond to the ten questions presented earlier. The interviews aimed at establishing the

level of cooperation and relations among the workers and how it had affected the productivity

of the college.

Reliability and Validity

The results that were obtained remained consistent overtime. As such, the research instrument

that was used can be deemed accurate and reliable. It is also a common study instrument that

is used by most researchers.

Procedure and Time Frame-

Reporting for the research was done during the third week of the semester.

Preparation and presentation of the proposal was done during the fourth week. The fifth week

was used to test the instruments that would be used for data measurement during the research

study. The sixth, seventh, and eighth weeks were when the actual survey was carried out.

Writing of the report and presentation to the board was done during the remaining weeks of

the semester.

Sampling Plan

This section involves the definition of the sample population that was targeted, of

which it was the employees of a private collage in London. The sample size refers to the

actual number of individuals who were sampled and involved in the collection of the data

presented in this report. In this case, the sample was made up of 6 employees were

interviewed. As such, interviewing was the primary method that was used to collect the data

that was required. That was done in the various departments in the college.

The members of the research team applied convenient and appropriate procedures and

methods of data collection to identify respondents and collect data from the various

departments. The sample was arbitrary, hence the use of the convenient method of sampling.

That is because it is a non-probability technique and it enabled the researchers to access as

many respondents as possible.

Analytical Tools

Analysis of the data that was collected using the interviews was done using the

statistical package that is normally employed in social science research studies. Additionally,

the data was presented using a histogram, pie chart, and frequency table for pictorial

interpretation.

Discussion

There are ten questions that were used during the research survey. The strategy that was

used involved interviewing the six workers in the private college where each of them was

required to respond to ten interview questions. As such, different responses were obtained in

some cases. However, the workers had similar opinions in most of the cases. That was an

indication that they gave information that was accurate and had a low level of bias. The

responses that they gave were noted down and analysed to evaluate the role that work

relations play in an organization. The researchers were also keen to establish the factors that

enhance work relations in the work place. The findings were also used to make appropriate

conclusions and recommendations on the ways that can be adopted to promote healthy

relations among workers and with the managers.

The first question that was asked to the six interviewees had two sections. The first

section required the workers to explain how they felt about going to work every day. There

were mixed opinions in this case. Three of the respondents claimed that they felt motivated

and looked forward to meeting their workmates every morning. They argued that they had

cordial relations with their colleagues, making the environment interesting. They said that

they share some of their secrets with their colleagues and share work. That has contributed to

improvement in teaching and performance of students in the college. The rest expressed their

greatest fear as sharing their deep secrets with the rest. The second part of the question

required the respondents to express their level of excitement. Those who had cordial relations

with the rest were more excited that those who had insecurities in sharing with the rest.

The second interview question was how the workers felt at the work place. It also

sought to establish their level of determination and the factors that motivated them. Each of

the six respondents had to answer this question. One of them responded that they felt

comfortable at the workplace. They said that they enjoy the relationship that they shared with

the rest of the workers and the managers. As such, their motivation for work was high.

It was observed that workers who were motivated had a high work output and

productivity. Those who had cordial relations with others had a high performance. They cited

the good relations that they had with their workmates as one of the factors that motivated

them. They felt motivated to see their fellow colleagues every morning. Additionally, they

stated that the existence of cordial relations had created a friendly environment. As such, they

were motivated by the environment. It was conducive and enabled them to work comfortably.

It also enhanced their determination and pursuit of set goals of the private college. That

contributed to the outstanding academic performance of the private college. However, there

are some of the interviewees who lacked motivation. They included the ones who had not

established any relations with their fellow workers. They had low motivation to come to work

because they did not have individuals they could share stories. That made the work place a

boring place for them. Consequently, their work output was way much lower than that of the

ones who had good relations with others.

Another interview question was how the interviewees adapted to situations at the

work place that were otherwise difficult. Four of them argued that it was easy while the

remaining two argued that it was difficult to adapt to such challenges. The four teachers who

claimed that it was easy to adapt to difficult situations cited several ways of handling dealing

with such moments.

One of the ways that they stated was that there was a department of guiding and

counselling. The role of the department was to help the teachers solve difficult situations. It is

a free and voluntary service where the teachers approach the counsellors for guidance when

faced with challenges. However, it requires trust and the existence of good, close relations

between counsellors and the teachers. That enables them to open up to them and seek advice.

Another way that made it easy for the teachers to adapt to difficult situations is that

they shared among themselves. That was possible because they had established relations

among themselves. As such, they had developed trust in each other such that they could share

secrets. When one had personal issues, they could share and delegate or share duties and

responsibilities. That ensured that there was a consistent and continuous flow of work in the

college. Teachers who were absent could have their subjects taught by other teachers with

whom they had established close relations and built trust. This showed that work relations are

one of the ways that contribute to continuity and flow of work in an organization. As such, it

promotes productivity and performance of the students in the college.

The teachers who found it difficult to adapt to difficult situations include those who

rarely had relations with the other workers. As such, they did not have individuals with whom

they could share secrets and difficult moments. They lacked trust in others and so they

endured tough times when faced with such situations. That showed that the existence of good

work relations among workers can help them in enduring challenging and difficult times in

the career. It also reduces the cases of absenteeism when workers have personal issues to

address and when they cannot make it to work.

Another question that was asked to all the six respondents during the research study

was the methods of assessment that were used to assess them. It also sought to establish the

nature of feedback that they received on their evaluation. In this case, the researchers found

out that the workers were given feedback in written form once their performance had been

evaluated. All the six of them agreed that the feedback used was the same.

The respondents also identified seven methods that the college used to assess them.

The first was punctuality. The college rates the performance of workers based on their

punctuality. Those who absent themselves from work are assumed to be less serious with

their duties and responsibilities. The college promotes employee relations so that workers can

have individuals carry out their duties on their behalf in their absentia. It also ensures that all

employees have received adequate training. That enables them to have good relations with

the managers and fellow workers.

The second way of assessing the employees in the college was by evaluating the

quality of work that they do. The school has a strategy that evaluates the capacity of the

teachers to deliver content to students in a manner that is easy to understand. Workers are

also expected to complete their syllabuses on time. The performance should also be

outstanding. As such, workers in the college are expected to be motivated and to commit

maximally to the delivery of the projects. They are also required to meet the curriculum

expectations and set and meet personal goals. One of the ways that they claimed helped them

achieve these goals was working as a team because of the existence of good employee

relations.

Observation of the personal habits of the workers in the college was also used as a

way of assessing the workers. They claimed that the managers evaluated to establish if any of

them had bad habits that could detract them from good performance. As such, existence of

excellent worker relations could help in minimizing such cases because it would eliminate

office gossips, behaviours that are disruptive, breaks that are otherwise not authorized, and

misuse of college property such as using computers for personal issues. As such, the

managers define the rules and regulations that the workers must follow, failure to which they

face disciplinary actions. There is also a behavioural code that governs the conduct of the

workers. Existence of good relations enables them to reinforce the rules and ensure that they

are followed.

Managers in the private college assess the workers by checking their attitude. The

respondents argued that the good relations that they have among themselves help them to

correct each other. As such, developing a positive attitude enables each of them to achieve

the goals that are set for them by the college. It has also promoted respect among the workers,

as well as respect for the managers. That has created a healthy working environment for both

the top management and the workers at various levels in the college.

Another method of assessment that emerged from the interview was that the personal

presentation of the workers was reviewed by the administration. For instance, it was

established that the college had a dress code that was appropriate to the culture of the college.

It was applicable to both the workers and the learners. Workers had embraced the culture and

used it as a unifying factor that determined their image. As such, they would correct each

other whenever necessary and ensure that each worker had dressed as per the dress code.

It is also common that the quality of the performance of the workers has an effect on

the learners. As such, the administration would carry out surveys on the performance of the

workers by issuing evaluation forms to the learners. In response, the learners would rate the

performance of each of the workers on a scale of ten. Workers whose feedback was positive

were perceived to be meeting the expectation of the college. The interviewees argued that

their high overall performance was due to the fact that they worked together as a unit and

would cooperate and assist each other.

Random checks were also carried out by the administration to assess the performance

of the workers. Sometimes, members of the administration would go round the classes

assessing the performance of the workers. They would also check the timetable to ensure that

no worker was idling during unauthorized breaks. The interviewees explained to the team of

researchers that workers take it upon themselves to remind and alert each other of unattended

duties and responsibilities. It has also led to consistency in the academic performance of the

private college, making it one of the best in the neighbourhood.

The other interview question that the six interviewees were required to answer was on

the nature of tools and resources that they used in doing their work. This was a private

college, as such; most of the tools and resources that the tutors used were used and

standardized. In this case, the responses that were obtained were similar.

The resources that were available at the college were used for particular purposes

such as instructor skills, classroom management, and student management, among other

applications. The respondents claimed that they had four primary resources that they used in

the achievement of the goals and objectives of the college.

One of the resources available was classroom management. This was achieved in the

college through the use of a number of tools. Examples of such tools include the handbook of

the advisory committee, ways of enhancing technical teaching, books on overcoming

resistance to change and learning, and a sample of the entire syllabus, among other resources.

They also claimed that such resources could be accessed from the Internet. Books available in

the college library also provided similar resources.

Another critical tool that was used by the workers was lesson planning. Lesson

planning is critical because it outlines the content that the learners must cover and the

duration in which that has to be done. It also enables tutors to plan the best time of examining

the learners to assess their level of understanding of the content. As such, it unites workers

because it is uniform in cases where the content to be covered is similar.

Miscellaneous information was also critical as a resource. Such information involves

the particular events taking place in the college and the stipulated dates. They act as a guide

to the workers because they contain the schedule that has to be followed. The interviewees

stated that these resources are offered by the college. However, it is the collective duty of the

workers to ensure that everything is in its proper situation and that the schedule is followed.

The interviews were also required to explain the means that the college used to keep them

informed of what was happening within the college. They cited several methods of

communication that are used in the college.

The most common that the respondents identified is face-to-face communication.

They identified it as one of the methods of communication that are valued in the college. Five

out of the six respondents claimed that they found it easier and more effective and efficient to

use face-to-face communication with the administration as well as their work mates. The

researcher wished to establish the reason as to why the workers and administration preferred

face-to-face communication. Four out of the six of them claimed that the mode of

communication enhanced an effect that they referred to as a techno-chatter that is

experienced by most people in their daily lives.

The interviewees also added that the college administration would use emails to

update them on the issues that surrounded them. Each of the workers had individual email

accounts that they could use to receive information from the college. They also added that it

was also used by people who were seated close to each other. The use of emails has

revolutionized communication and made it enjoyable and interesting. It is also flexible,

affordable, and has a high level of convenience even when used to communicate to a high

number of workers.

From the interviews, it was also clear that meetings were used in conveying message

and information to the workers. The respondents claimed that despite the fact that there were

loads of jokes in such, meetings, they were used to discuss critical ideas and matters that

affected the college. The meetings held in the college were always successful because the

agenda to be discussed was always set prior to the meeting and copies emailed to the

respective individuals. The college management could also use the meetings as the right

platform to ensure that the workers are updated on matters pertaining to their job and welfare.

The final method of communication identified was the use of social media. The

college used to communicate to the workers through social media despite the fact that it is

considered a public mode of communication. The administration of the college would also

ensure that anything that is new in terms of resources could be distorted.

The researcher also asked the interviewees to describe their feeling towards the

environment in which they had been working. Four out of the six respondents claimed that

they were satisfied with the nature of the environment in which they were living. They

claimed that they had established cordial relations with work mates. That enabled them to

have enjoyable moments with their colleagues because they had a close relationship. The

work relations prevailing were one of the factors that motivated workers to improve the

quality of the performance and the productivity.

They were also required to describe the skills that they gained from your team. One of

the critical skills was communication and leadership skills. Existence of various groups in the

organization required individuals ready to demonstrate. Individuals who were in charge of the

groups acquired leadership skills as they continued serving.

The final question that was covered in interviews was to make suggestions on the

organization so as to improve it. Such recommendations are provided in this report. If well-

implemented, these recommendations can lead to the improvement of the performance of the

organization.

Findings

The results of the study were subjected to quantitative data analysis and evaluation using

SPSS. The study report also used detailed measurements such as standard deviations.

Additionally, inferential measurements were used particularly relationships to decide the

connections between the variables in the study such as work relations and performance.

Finally, various evaluation tests were also employed in assessing directing effects of

members' age, educational level, and the amount of work on the impact of work relations on

job satisfaction, motivation, and turnover rates in the private college.

The survey meeting was held with six staff members of from the college. These spoke

about the business and work relations in the college. These are individuals who were picked

in a random manner. The average age of the interviewees ranged from 28 years to 44years of

age. It was shocking that they revealed their ages, something that is rare in this modern

world. It was also discovered that a large portion of the employees had an average of four

years of work experience individually.

Analysis of the Employee’s Interview

One of the themes addressed was the level of relations among the workers. Every one

of the interviewees expressed that they were not satisfied with how they related with the

others. According to them, the dissatisfaction was as a result of lack of proper communication

between the workers and the management. They also argued that they lacked the motivation

to improve their efficiency and performance. The workers also found their work lacking

fascination and motivation.

However, a percentage of the workers claimed that relations at the workplace them

euphoria, motivation, and satisfaction. "I am entirely satisfied with my job because my

managers are indeed pleasant to me. There is a warm relationship between us. According to

me, that is good enough to offer me comfort and make me stay in this job for long." That was

a response given by one of the interviewees.

The interview also addressed the elements that influenced the worker's level of

relations and the resulting impact on their satisfaction. According to some of them, it was

clear that several variables affected their relations with other workers, but one thing emerged;

the money related component. A large number of the interviewees expressed that monetary

awards were the primary persuading element that enhanced relations at their job. Different

components such as medical services cover were also regarded critical to their level of

relations. That is because most of them had medical covers from the same insurance

companies. Others also had similar disease conditions and were under the same management

and treatment programs. That was a unifying factor for them. As for money, they would

sometimes unite to complain for wage increments. That also improved their relations.

Another variable that influenced the level interactions and relations of the employees

was an acknowledgment by the administration of the college. On top of these themes, five

particular components also appeared to influence the workers’ relations, as indicated by the

responses received. These elements include respect, healthy working conditions, and

acknowledgement and recognition of achievement. Other contributing factors included the

challenging nature of the education services required, as well as the presence of job security

and retirement and pension benefits for the employees. Whenever they lacked any of these

components, the employees argued that they would team up and question the administration.

That created collaboration and enhanced their relations.

Another issue in the study was about disappointment and nature of challenges of the

job as faced and narrated by the employees in the occupation. That was intended to find out

from the managers and workers what variable caused disappointment on their employment.

Some of the elements specified were the lack of leave reward, minimal overtime wages, little

health allowances, sustenance appropriation and transport allowances. They also associated

these factors with lack of adequate relations between the workers.

One of the interviewees argued that the introduction of benefits to a worker is a

motivating element to proficiency, productivity or expanded efficiency in any workplace. He

also argued that stability of the organisation can cause imperative disappointment to him as a

worker. Meanwhile, another interviewee explained that failure and low productivity can

happen as a consequence of his assessment on a labourer in the college not being considered.

As such, their performance and efficiency had taken a dip and started dwindling due to lack

of proper relations between the workers and the managers. It was caused by the fact that they

felt that their issues were not addressed. Lack of wage increment led to break down in the

relations in the college, leading to low motivation level, hence low productivity in the

college.

The researcher also tackled another topic, a fourth one, on what the college could do

to build workers' level relations. A large number of the workers in the College concurred that

the administration needed to give transportation recompense or to give a staff transport. That

would reduce the daily hustles of commuting to and fro the workplace. They also argued that

increment of their wages would boost their motivation and working morale significantly. It

would also promote the relations between the management and workers, as well as unite the

workers. One of the interviews clarified that the manager ought to increase their pay and cater

for their transport and address their social affairs.

The fifth issue in the interview was on motivation. The greater part of the workers

concurred that the workers in the college had between low and average motivation and

morale. The little motivation possible was provided by the presence of some motivating force

programs offered by the administration of the college. These motivators programs included:

occasional preparing of dinner for the staff, occasions of social events, and acknowledgment

by the business.

Analysis of the employers’ interview

The first theme conducted by the employers and the management was how relations among

the workers was pursued and achieved in the company. The first two interviews recognized

employee relations as the primary component of job satisfaction. One of the managers also

acknowledged that provision of a healthy working environment the labourers and an open

entryway strategy by the administration were critical to the motivation of the workers, as well

the promotion of employee relations. They also identified that employee relations was a

determining factor in the productivity and efficiency of the college. The manager singled out

monetary rewards, job promotions, and increment of wages as ways of boosting the relations

and the motivation of the workers.

The second issue addressed during the interview was failure and disappointment.

Most of the interviews had similar opinions as to what might lead to workers failing to

deliver high quality services. They argued that when a worker is neglected by the business

when they are paid low wages, and when the organization does not work an open entryway

strategy, then a large portion of them would be significantly frustrated. They also argued that

lack of adequate motivation would lead to low morale and affect the performance and

efficiency of the workers adversely.

Another issue that was addressed was concerned with job satisfaction and proficiency

among the employees and its relationship with employee relations. The question was to find

out if there was any relationship between job satisfaction and their productivity and

performance, and employee relations. The respondents claimed that whenever an employee is

satisfied with their job, there is an increase in profitability and their level of proficiency and

performance also increases drastically. They claimed that employee relations play a critical

role in satisfaction and efficiency. A decent working condition and excellent pay were critical

to any business to succeed and sustain quality services and performance.

The researcher also evaluated a fourth issue that was concerned with the nature of

services that the workers benefit from the college. Interviewees revealed that the organisation

rarely gave them any alluring pay rates as a mode of recognition and appreciation,

advancement and health services cover. These factors showed that there is a need for the

management to establish ways of rewarding and recognising the efforts of the workers. As

such, their relationship with management was poor, affecting their productivity.

It was also worth noting that the productivity and performance of the college was

poor. Most of the workers attributed the trend to the low wages paid by the company, and

primarily due to lack of advanced work relations among the workers. They argued that it did

not motivate them to offer high quality services. They also argued that there were few uniting

factors that could promote relations between them. As such, there were several customer

complaints on poor quality by the time this study was carried out.

Conclusion

This project focused on how employee relations affect productivity of an organization.

The case study of a private college was used to complete the research study. The study was

designed in the form of a cross-sectional survey. It is descriptive and employed both quantitative and

qualitative methods of data collection and analysis. Qualitative techniques were employed in collecting data

based on observations, opinions, knowledge of the sample population, and the views and perceptions that the

respondents had on how motivation affects the productivity of an organization. Quantitative techniques were

utilized in the designing of the questionnaires to collect data so as to meet the objectives of the study.

The sampling technique that was employed for the research was convenience

sampling. It was used because of its ability to provide a gross estimate of the result. The

research made use of both primary sources of data. Primary data was collected using

interviews during the study survey. They were used to provide data that was complete,

accurate, and reliable. Methods of data collection that were used include interviews of

employees, managers, and support staff at the private college.

Interviews were designed and administered to employees and managers of the private

college. The researchers interviewed some of the employees and the management to establish

the relations that existed among the workers and how it had affected the productivity of the

college.

It was established that work relations increase the productivity of employees and

enables them to have high, high-quality performance. It was also found out that most of the

respondents would be more productive if more methods of enhancing relations at the work

place were adopted and exercise in the college.

Recommendations

The findings show that the productivity of an organization depends on employee relations.

These recommendations are thus done to relate the findings to real-life situations in

businesses. They aim at helping the managers identify ways and reasons improving worker

relations if they are to expect any increase in productivity levels.

1. The grievances of employees should be addressed by the management to create an

enabling working environment and improve relations between the employees and the

management.

2. The management should maintain effective communication on systems of

performance appraisal to enable employees recognize why they should give their best

in productivity.

3. Workers should learn to listen to their colleagues and respect them. They should also

develop the culture of helping them when in need.

4. Organizations should organize get-together parties that involve both the workers and

the managers to foster their relations.

5. Workers should exercise personal integrity to enable them to win the trust and

admiration of their colleagues. That would improve their relations at the work place.

Limitations

There were several limitations faced during the study. They include the following.

1. No/Inadequate finances.

2. Sometimes the respondents gave inadequate information.

3. Some of the respondents refused to respond to the interviews.

4. Limited sample size.

5. The time allocated for the survey and the entire research study was not enough.

6. Uneven distribution of questionnaires as some departments did not get any of such.

The primary objective of the research study was to study how employee relations affect

performance in an organization. It also aimed at making a recommendation of ways that can

be used to improve productivity in a business by improving the relations among the workers.

Some of the conclusions that could be drawn based on the findings of the case study of the

private college include the following.

Most of the workers had cordial relations among themselves, satisfied and motivated

because of the presence of a healthy working environment. Consequently, productivity was

high.

1. The level of employee relations in the organization was a notch lower than

what the employees expected and wanted.

2. There are several incentive schemes that the management has in place for the

employees. The incentives will go a long way in boosting employee relations, and

consequently boost the productivity of the private college.

3. The productivity of organizations increases as the level of employee relations

increased.

This study did not exhaust knowledge on how employee relations affect organizational productivity. However,

it acts as a reference and guide to future studies that could be made in the field. It was also a confirmation that

organizations need to improve employee relations if the level of productivity is to improve. It also creates a

framework for future researchers who might develop interest in a similar or related topic.

Reflection Report

I am truly thankful to my respective supervisors and mentors who have garnished my

knowledge and helped me to conduct this detailed research study in a systematic way.

I believe my research has given me a much more comprehensive understanding of a

systematic research. My communication with the participants who I have interviewed has

helped me to understand a theory from a different views.

On Reflection I have learnt that people can impact greatly on my learning either positively or

negatively, in relation to ethical concerns as a result that could be motivating or demotivating.

I initially assumed collecting data and getting permission from the organisation will be most

difficult and challenging, however as I made progress to taking interviews my supervisors

have taught the principles of conducting interviews in a systematic mode, which made me

feel at ease.

I feel I learn best from lectures as I was able to ask questions and take notes this method itself

helped as this ensured I listened and could decode information later. The different areas of

this study relates to many aspects of real-life experience by means of participating in research

study in other areas.

My personal organisation skills have enhanced as well as hard skills and improved soft skills

using MSP, XL and SPSS.

My strength during this course is always my family, supervisors and friends who I can always

relay on for help and advice when necessary. My concern was my health as I am not in my

best of health at present nevertheless my strategies to overcome health issues was to request

and acquire help from relevant associates.

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Appendix

Figure 1: Dunlop’s Model

Environment

1.Market/

budgetary

parameters

2.Technology

3.Distribution

power in society

Three governing

bodies

1. Union

2. Management

3.Government

lead by ideology

or common

purposes

Outcome

Rules and

regulations of

the work

place.

(Source: Heath, 2013, p.33)

Figure 2: ER EE Model

(Source : Biswas, 2014, p.1170)

Perfect

Polarization

Co-operative

Co-optive

Conceptual framework

Key issues related to

employee relations

Legal issues

Conflict management

Attendance

Disciplinary action

Strategies of maintaining

employee relation

Models related to

employee relations

Dunlop’s model

ER-EE model

Concept of employee

relation

Conceptual Framework

Theories related to higher

education in workplace

Scientific management

theory

Human relations

management theory

System theory

Social closure Theory

Social cognitive theory of

learning

Strategic choice theory

Labour process theory

Feminist theory

Concept of Higher

education establishment in

workplace

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