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A Literature Review on the Effects of Employee Relation on Improving Employee Performance
It is apparent that employees are the major valuable assets of an organization in which without them, hard to realize its basic objectives. To harvest more from employees it requires creating conducive working environment which satisfies the needs of individual employee as well as the manager of an organization. This conceptual paper tries to examine the basic concepts employee relation and its effects on employee performance through investigating a number of employee relationship management components such as communication, participative leadership, shared goals and value, mutual trust, motivation and conflict management. Moreover, the relationship between employee relations and employee performance is explored in-depth. The study also discusses on employee performance which comprises of the basic concept and measurements of performance. From a comprehensive review of literature on earlier studies, it was found that the preceding researches didn't make thorough endeavor to address the effects employee relation on employee performance. Finally, it was suggested that future researchers should investigate profoundly to come up with notable empirical results. Key words: Effects, Employee Relation, Improving, Employee Performance 1. INTRODUCTION
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Maintaining healthy employee relations in an organization is a pre-requisite for organizational success. Strong employee relations are required for high productivity. Employee relations deal with avoiding and resolving issues concerning individuals which might arise out of or influence the work scenario. This study aimed at assessing the impact of good employee relations on employee performance. This study used a descriptive survey method. Convenience sampling technique was used to select the sample size of one hundred and thirty-nine (139). The instrument used was a questionnaire.. The Kendall rank correlation was used as the inferential statistics. This study reveals that a good employee relation has influence on employee performance. The findings also revealed that strong employment relations create a pleasant atmosphere within the work environment, motivation and company rules. It is concluded that employees have been seen as an organization's valuable assets. The nature and amount of work performed by them have a direct impact on the productivity of an organization. It is therefore recommended that a concern for equity and justice should characterize the relationship between management and employee, and this will require the communication of sufficient information about changes and developments. Also, fair policies and practices exhibited by the management of the organisation to create equal opportunities and provide equal treatment to employees with no bias which promotes a positive attitude towards organization and work among employees.
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Employee and manger are the main leading roles of an organization. It is generally believe that employees and manger strong relationship leads the effectiveness of the performance of a bank. Employee-manager relationship not only enhances the performance of the bank but also creates the trust level in between employee and manger. The employee and manager strong relationship leads the employee satisfaction and also decrease the level of stress and employees who become comfortable or satisfy who never intend to leave an organization and that thing decrease the turnover cost and organization become successful to retain an active employee in an organization. Therefore the primary aim of this study is to know the manger and employees relationship impact on the effectiveness of a banks’ performance. The all relevant themes are discussed briefly in the results and findings that were identify during interview from participants as manager an employee of a bank. The research finding are inter...
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Some HRM determinants, which if improved can build good employee relations in an organization and thus status of Employee Relationship can be improved in the organization. By quantifying HRM determinants and equating it to satisfaction of employees, the study has discovered and established that status of ERM in the state PSUs is not very good and measures of HR practices are not being implemented as they should be.
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The background of this research was the low performance of the employee, which could be seen from the non optimal task implementation, overdue task completion, and low discipline. In this study, the researcher used analytical descriptive method, also literature study and field study as the instruments. The field study consisted of observation, interview, and questionnaire. The result of the research showed that the human relations done by the Sub-District Head had not been fully implemented based on the principles in human relations. It caused the low employee performance in the Argapura Sub-District Office of Majalengka Regency, so that the hypothesis of the researcher is true and can be accepted.
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Every individual shares a multifaceted relationship with colleagues at the workplace. As it is known to all that human beings are not machines who can start working within seconds or at a push button. They need someone to talk, to discuss ideas and to share their happiness and other emotions. We cannot expect an individual to start working like a robot with complete involvement in the work without knowing with whom he is working. A man is not indifferent; he needs people around. Without people working around the workplace turns hostile. An isolated environment demotivates an individual and spreads negativity which ultimately hampers performance. It will not be wrong to submit that workplaces are like homes; the more we are comfortable with each other, the more prosperity we gain. To achieve a common goal, mutual respect and a sense of safety are must at the workplace. It is an established notion that to work with people having different educational and cultural backgrounds is not that difficult rather than to work with people having different mindsets. It is much essential that employees share a healthy and happy relationship with each other at the workplace. Mutual understanding and mutual respect are the two hallmarks of meaningful Communication.A healthy bonding between the employer and the employee also strengthen productivity. When effective communication practices are in place at the workplace then employees feel more connected and committed to the organization. The Communication Breakdown at the workplace creates problems. This paper attempts to highlight the importance of Strong Employee Relations at Workplace and the Impact of these relations on the organisational success.
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kalpana koneru
Acharya Institute of Technology.
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