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

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

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.

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