(+234)906 6787 765     |      prince@gmail.com

ASSESSMENT ON THE EFFECT OF EMPLOYER-EMPLOYEE RELATIONSHIP ON THE PRODUCTIVITY OF PRIVATE FIRMS

1-5 Chapters
Simple Percentage
NGN 4000

BACKGROUND OF THE STUDY: Employers not only recruit people, but they also begin a new relationship with those employ. As a result, managing relationships becomes an important aspect in determining performance of those employed and productivity  in such a working environment. Although the purpose of every business is to maximize profits and productivity, the sort of relationships that are formed inside the organization can have an impact on organizational goals, either favorably or adversely. While a positive employee-employer connection promotes excellent performance, employee satisfaction, and increased productivity, a negative relationship promotes poor performance, unhealthy tensions and conflicts, inefficiency, and unproductivity. Employees are one of an organization's most essential resources and are referred to as its most precious assets. The kind and volume of labor they do have a direct influence on an organization's productivity. Thus, maintaining excellent employee relations in a business is a must for any firm seeking to expand and succeed (Abdulai 2020). The employee-employer relationship is a wide word that encompasses numerous topics ranging from collective bargaining, negotiations, and employment legislation to more current factors such as work-life balance, equal opportunities, and diversity management (Armstrong & Stephens, 2016). It includes the practice or activities that ensure employees are happy and productive. Employee Relations may help with employee recognition, policy formulation and interpretation, and all forms of issue solving and conflict resolution. It entails negotiating the pay-work bargain, dealing with employment practices, terms and conditions of employment, employment difficulties, giving employees a voice, and interacting with employees (Frank & Jeffrey, 2010). Employee relations are focused with the maintenance of employee-employer relationships, which lead to satisfying production, increased employee morale, and motivation (Felstead, Gallie, Green, & Inanc 2015). Employee relations, according to Onyango (2014), can be viewed largely as a skill-set or a philosophy, rather than as a managerial function or well-defined area of activity. Employers continue to view employee-employer relationship skills and abilities as vital to obtaining performance benefits through an emphasis on employee involvement, commitment, and engagement (Tepper, Moss, Lockhart, & Carr, 2017). To improve performance, the dynamics of the employee-employer relationship must be central to management techniques. However, company leaders must understand the human component of their organizations in order to maintain a good work environment, which will boost productivity.

1.2 STATEMENT OF THE PROBLEM

To survive and grow in today’s highly and demanding global market, it is pertinent for business owners to learn the how to motivate the employees in their business cycle. Strong Employee-Employers relationships build s trust, coordination and often leads to job satisfaction which in turn increases productivity.though relationships are complex in nature but it can be managed. Thus it is imperative for organizations to focus on how to enhance employee-employers relationships as well as relationships with other businesses, to share risk, best practices and resources than can give them an edge.However most business owners do no see the importance of these relationship because they feel they can force employees to work in line with their goals as the boss of the business. Either ways there is no need for relationship as “just get the job done as your are paid for it and bossy”mindset is the only prevalent scenario in most organization, hence against this backdrop, this study is set to assess the effect of employee-employer office relationship on the productivity of an organization.