Abstract

This study aimed to examine the effect of human relations practices on employee productivity: the case of limbe city council. Method: A survey was conducted with 100 employees of the Limbe City Council to gather data on the key factors influencing productivity. The survey instrument included questions related to the research objectives, and the data was analyzed using descriptive statistics.

The results of the study revealed that teamwork, employee recognition, and employee engagement all have a significant impact on employee productivity at the Limbe City Council. Specifically, the findings showed that collaborative teamwork, clear role definitions, and team cohesion contribute to increased work output.

The data also highlighted the positive impact of formal recognition programs and public acknowledgment of achievements on employee motivation and productivity. Furthermore, the study found that providing opportunities for professional development, growth, and constructive feedback can enhance employee engagement and, consequently, their productivity.

The study has provided valuable insights into the multifaceted factors that influence employee productivity at the Limbe City Council. The findings underscore the importance of fostering a collaborative work environment, implementing comprehensive employee recognition schemes performance.

Recommendations: To the Government: Provide the necessary resources and support to the Limbe City Council to implement initiatives that foster teamwork, employee recognition, and employee engagement. To Employees: Actively participate in team-based projects, seek opportunities for continuous learning and professional growth.

CHAPTER ONE

INTRODUCTION

This chapter presents the background of the study, statement of problem, general and specific objective, research questions, significance of the study, justification, scope of study, and operational and conceptual definition of terms.

1.1 Background to study

The practice of Human Resource Management in its quest towards achieving success through people utilizes array of activities concerned with all aspects of how people are employed and managed in organizations. This approach tends to understand how psychological and social processes interacts with the work situation to influence performance.

Human Relations is the first major approach to emphasis information work relationship and work satisfaction. Thus, Ezinwa and Agomon (1993) asserted that human relations encompass the art and practice of using systematic knowledge of human behaviour to achieve organization and personal objectives. Organizations are made up of individuals, the immediate environment and the public that contributes to the success or failure of the organization.

Onasanya (1990) in similar vein believes that human relations, being a behavoural science which deals with inter-personal, inter-work group and management of employee’s relationship in a social system seems to be the only tool for organizational productivity and development.

The reason is not far-fetched since efforts of Elton Mayo and his research colleagues in the 1920s on behavioral approach to management succeeded to have yielded much more factual analysis in terms of the chicken-egg relationship between human relations and productivity in an organization. Hicks and Byers (1982) in their contributions defined human relations as “the integration of people into a work situation in a way that motivates them to work together, productively and cooperatively with economic, psychological and social satisfaction”. This further confirms that paying attention to the human elements enhances greater productivity and performance.

Human relations are a definitive management function which helps to establish and maintain mutual line of communication, understanding, acceptance and cooperation between an organization and it’s human. It involves the management to keep opinions, defines, and as well emphasizes the responsibility of management to serve the human interest.

However, human relations have long attained professional status but it has been discovered that most organizations are not taking full advantage of its efficient utilization when dealing with their publics due to ignorance or improper understanding as to the effectiveness of the discipline to organizational success. Thus effect the need for this study in order to highlight the effect of human relations practice on organizational productivity.

Human relations theory, also known as the human relations management or human relations approach, is a generalized approach to management that focuses on achieving organizational goals through recognizing the importance of employee attitudes, interpersonal relationships, group dynamics and leadership styles. The theory originated in the 1920s when an Australian psychologist, Elton Mayo, decided to conduct a series of experiments named the Hawthorne Study. As a result of these experiments, he found that social factors, such as inclusion in decision-making, have a more significant impact on employee satisfaction and productivity than environmental factors, such as lighting.

1.2 Problem statement

Human Relations Practices encompass the ways in which individuals interact and communicate with one another in a variety of settings, such as the workplace, social environments, or within families.

Effective communication, teamwork, and the ability to work together harmoniously are essential components of successful human relations practices. (Ugwu & Ugwu, 2019) However, this was not the case with the Limbe City Council as there was some abnormalities that the intent came across at the Limbe City Council which led to dysfunction and discord among individuals. One such abnormality is poor communication, which can manifest in a variety of ways, including misunderstandings, misinterpretations, and conflicts.

When communication is ineffective or lacking, it can create barriers to productive collaboration and lead to negative outcomes in relationships. Another abnormality that the intent came across at the Limbe City Council in human relations practices is dysfunctional teamwork. This can occur when individuals within a group or team are unable to work together cohesively, due to factors such as conflicting goals, power struggles, or personality clashes. Dysfunctional teamwork can impede progress, decrease morale, and create a toxic work environment.

It is on this note that the present study aims to investigate the effects of Human Relation Practices on employee productivity within the Limbe City Council. By examining how to specifically develop and implement effective human relations practices to improve employee productivity and overall performance at the Limbe City Council.

1.3 Research Questions

1. What is the influence of communication on employee performance in the Limbe City Council?
2. How does teamwork affect employee productivity at the Limbe City Council?
3. What influence does employee Recognition has on employee productivity at the Limbe City Council?

Check out: Management Project Topics with Materials