Effects Of Human Relations Policies On The Performance Of Secretaries
(A Case Study Of Emenite Plc And Amah Breweries Ngwo)
Human relations policies play a crucial role in shaping the performance of secretaries within an organizational context. These policies encompass a spectrum of guidelines and practices designed to foster positive interactions, communication, and collaboration among employees. In the realm of secretarial work, where interpersonal skills are paramount, the impact of these policies becomes particularly pronounced. Effective human relations policies contribute to a harmonious work environment, nurturing a culture of open communication and mutual respect among secretaries and their colleagues. By emphasizing teamwork and cultivating a supportive atmosphere, these policies enhance the efficiency and effectiveness of secretarial functions. Furthermore, such policies may address issues related to work-life balance, professional development opportunities, and recognition, thereby influencing the overall job satisfaction and motivation of secretarial staff. In essence, the implementation of well-crafted human relations policies is instrumental in optimizing the performance and job satisfaction of secretaries, fostering a workplace culture conducive to productivity and collaboration.
The study investigated human relations functions available in EMENITE Plc. and AMAH BREWERIES NGWO. Questionnaire structured in two phases were used as instrument. The population consisted the management and the employees of both companies for this research and a sample of 150 was used out of the total population of 300.
From the analyses of the data: it was discovered that EMENITE and AMAH BREWERIES have beautiful human relations policies that have motivated their staff towards greater work output. However, some recommendations were made to take care of the problems of human relations policies identified in the study.
Title page i
Approval page ii
Dedication iii
Acknowledgement iv
Abstract vi
Table of contents vii
List of tables x
CHAPTER ONE
Introduction 1
1.1 Background of the study 1
1.2 Statement of the problem 4
1.3 Purpose of the study 5
1.4 Significance of the study 5
1.5 Delimitation of the study 6
1.6 Assumption of the study 6
1.7 Research questions 7
1.8 Definition of terms 8
1.9 Implication of the study 9
CHAPTER TWO
Review of Related Literature 11
2.1 Historical background of human relation 12
2.2 The concept of human relations 18
2.3 Human relations policy as a factor to industrial harmony. 20
2.4 The impact of human relations policies 24
CHAPTER THREE
Research methodology 32
3.1 Research design 32
3.2 Population of the study 32
3.3 Sample and sampling technique 32
3.4 Instrument for data collection 33
3.5 Validation for the research instrument 33
3.6 Reliability of the instrument 34
3.7 Method of administering research instrument 34
3.8 Method of data analysis 35
CHAPTER FOUR
4.0 Data Presentation And Analysis 36
CHAPTER FIVE
Discussion of findings, summary, conclusion and
recommendations 49
5.1 Discussion of findings 49
5.2 Conclusion 55
5.3 Recommendation 55
5.4 Limitations of the study 56
5.5 Area for further research 57
Reference 58
APPENDIX 63
Questionnaire 65
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Business center or company is not merely a work place in an office, but in addition to that it is a social environment. Business activities in this aforementioned places embraces human relations which in turn involve individual and group behaivour and these attitudes emanate from different natural instincts and circumstances affecting us as individual or as a group.
In any organization, the effectives and overall efficiency depends on the people in the organization. It then follows that the sole aim of the study of behavior in an organization is to observe, analyze and see how incentives influences people’s at work. In carrying out this task, we ought to know what people do why they do it and how they are doing it to reach the desired goal.
In working condition, two pivotal questions seem to be on one’s mind: what causes people to do the things they do? And how their performance can be improved substantially?
According to Thorndike; we tend to respect those actions which attract satisfaction and reward and avoid those ones which brings reprisal and punishment (Zimbardo and Ruch 1997).
The theory tagged “The imperial law of effects states that any act which in a given situation produces satisfaction, tends to be associated with that situation, so that when the situation re occurs, the act is more likely than ever before to reoccur again; conversely, any act which in a given situation produces discomfort becomes disassociated from that situation so that when the situation reoccurs, the act is less likely than before to reoccur again from practical point of view; Thorndike’s observation is still valid. Most people tend to see reward and avoid punishment in most of their activities.
On the same line of reasoning, skinner noted that “animals learn to associate potential rewards with certain activities and strife to achieve reward CPM Film 1975”; if there is no reinforcement for behaviors, skinner maintained, it will gradually disappear, for example; Emery air freight (USA) developed a system that provided feedback to employees on their job performance. Workers could then measure their own improvement and success. Management reinforced the changes with praise and recognition.
The programme has produced significant cost saving and improved quality; lowered absenteeism and raised employee’s hope and moral. In any organization, both the managers and employees in a were environment frequently discover that they have different priorities and areas of primary interests. It has also been observed that managers tend to think mainly towards achieving the organizational goals; the overall effectiveness and efficiency of services and profit while non management staffs or employees are more concerned with personal or human values like good pay packet, fair treatment, security of job and opportunity for advancement etc.
Managers in trying to achieve the organization goal have to work with people in the organization to achieve these goals. It is an established fact that people have always worked for the benefit derivable from such work. However, according to Akpala (1990) “pay is only one element of work”. Employees have complex needs that are not only influenced by their immediate managers but also by other employees and the type of work they are assigned and the organizations to which they belong.
1.2 STATEMENT OF THE PROBLEM
In an organization, there exists a policy on human relations. These are also officers who handle such human relations issues for the organization. The problem is that is has not yet been know whether business institutions often have good or solid policies on human relations that affects both their staff and their customers.
The researcher does not know the impact these policies have on the secretaries in these organizations. Equally, the secretaries continually wonder whether sound human relation policies have any impact on them. consequently if it has, they have never know the impact whether positive or negative.
Therefore, this study sought out human relations policies available in Emenite Plc and Amah Breweries Limited Ngwo. The study also sought out he effect while there policies have on the productivity of secretaries serving in there companies.
1.3 PURPOSE OF THE STUDY
The purpose of the study is to
1. Find out whether there are human relations policies in EMENITE PLC and AMAH BREWERIES LIMITED NGWO.
2. Find out what these policies are
3. Find if these policies affect secretaries.
4. Find out whether these policies have impact on secretaries performance.
5. Find out if these companies entertain difficulties in maintaining these policies.
1.4 SIGNIFICANCE OF THE STUDY
The study will be useful to business organization in Nigeria, in determining how to maintain sound human relation policies that would increase the morals of their workers. It will also enable them to know where to adjust and to adopt standard and documented human relations policies that would help to achieve effectiveness and efficiency.
The study will also be beneficial to secretaries as it will enhance their knowledge and to be aware of what is expected of them form their employees. The study will of human relations as it will give hem more knowledge on the nature of human relations policies. The study will also be a reference point in solving human relations problem.
1.5 DELIMITATION OF THE STUDY
The study determining concentrated only on human relations policies available in Emenite and Amah Breweries Limited 9th Mile Corner, Ngwo and the effect on the performance of secretaries.
The study determining human concentrated only on relations policies available in Emenite and Amah Breweries Limited, 9th Mile Corner, Ngwo.
1.6 THE EFFECT IN ASSUMPTIONS OF TE STUDY
It is assumed that in an organization where people come together to work and produce, there must exist human elations policies which may either not document. Therefore we assume that EMENITE PLC and AMAH BREWERIES NGWO and THE EFFECTS ON THE PERFORMANCE OF SECRETARIES have human relations policies. We assume that good human relations policies help to achieve the organizational goals and improved efficiency and effectiveness at work.
The researcher assumes that if human relations policies in EMENITE PLAC and AMAH BREWERIES NGWO and THE EFFECTS ON THE PERFORMANCE OF SECRETARIES are such that motivates workers adequately, secretaries morale maybe raised. It is also hoped that increased morale would result to increase output of workers.
1.7 RESEARCH QUESTIONS
1) How many policies do EMENITE PLC and AMAH BREWERIES NGWO and THE EFFECTS ON THE PERFORMANCE OF SECRETARIES make for human relations?
2) Which of these policies influences the performance of secretaries?
3) What are these human relations policies?
4) What are the best human relation policies that can adequately motivate secretarial staff?
1.8 DEFINITION OF TERMS
IMPACT
The word “impact” according to as Hornby (1980) has a strong impression or effect. The impact of human relations policies on the secretaries means the effect of these policies in the performance of secretaries impact therefore can be negative or positive.
HUMAN RELATIONS
This is the dealing, affairs that has to do with one person or group of persons. It is an invaluable link between the management and the workers. Since on man is an island. There is need for people to interact for their mutual well-being.
POLICIES
Policies are defined as the guidelines to managerial actions. Dale Yoder (1972) ahs described policy as the standing line for all managerial relationship with employees. It can also be regarded as a predetermined, selected course as a guideline towards accepted aims and objectives.
SECRETARY
According to the National Secretaries Association (International), a secretary is an executive assistant who possesses a mastery of skills, who demonstrates the ability to assume responsibility without supervision, who exercises initiatives and judgments and who makes decision within the scope of assigned authority.
1.9 IMPLICATION FOR THE STUDY
A study of human relations policies available in Emenite and Amah Breweries Ngwo, shall have obvious implications for business organizations to build up sound human relations policies to motivate their employees for greater productivity. Concerning the two companies used for these study sound human relations policies, if it’s exist in these companies we imply that the employees shall be happy with the condition of services offered to them. The condition of services maximum output of work.
However, if there is no healthy human relations policies in these companies the employees will not be happy with the condition of services and effect shall also be how productivity; and effect shall also have obvious implications to business organization in Nigeria to maintain sound motivational; if their companies are to survive and grow.
SHARE PROJECT MATERIALS ON:
Effects Of Human Relations Policies On The Performance Of Secretaries:
Human relations policies can have a significant impact on the performance of secretaries in an organization. Secretaries play a crucial role in facilitating communication, organization, and administrative tasks within an organization. Effective human relations policies can enhance their performance and overall job satisfaction. Here are some effects of human relations policies on the performance of secretaries:
- Job Satisfaction:
- A positive and inclusive workplace culture created by human relations policies can boost secretaries’ job satisfaction. When employees feel valued, respected, and supported, they are more likely to be motivated and engaged in their work.
- Productivity:
- Well-implemented human relations policies can lead to a more harmonious work environment, reducing conflicts and distractions. This, in turn, can improve the productivity of secretaries, allowing them to focus on their tasks without unnecessary disruptions.
- Communication:
- Effective human relations policies often emphasize open and transparent communication. Secretaries benefit from clear communication channels and guidelines for reporting issues or concerns. This can help them coordinate tasks more efficiently and avoid misunderstandings.
- Professional Development:
- Human relations policies that promote continuous learning and development can encourage secretaries to enhance their skills and knowledge. This can lead to improved job performance as secretaries become more adept at handling their responsibilities.
- Employee Well-Being:
- Policies that address employee well-being, such as work-life balance initiatives and health and wellness programs, can positively affect secretaries’ performance. When they are physically and mentally healthy, they are more likely to perform at their best.
- Teamwork and Collaboration:
- Policies that encourage teamwork and collaboration can improve secretaries’ ability to work effectively with colleagues and superiors. This is especially important in organizations where secretaries are responsible for coordinating tasks across different departments.
- Employee Recognition and Rewards:
- Human relations policies that recognize and reward outstanding performance can motivate secretaries to excel in their roles. Knowing that their efforts are appreciated can boost morale and job performance.
- Diversity and Inclusion:
- Policies promoting diversity and inclusion can create a more inclusive and equitable workplace for secretaries from various backgrounds. When employees feel valued regardless of their differences, they are more likely to be productive and committed to their jobs.
- Conflict Resolution:
- Having clear procedures for resolving conflicts and grievances can help secretaries address any workplace issues promptly, preventing such issues from affecting their performance over the long term.
- Employee Retention:
- Effective human relations policies can contribute to higher employee retention rates. When secretaries are satisfied with their workplace environment, they are more likely to stay with the organization, reducing turnover and the associated costs of hiring and training new staff.
In summary, human relations policies have a direct impact on the performance of secretaries by influencing their job satisfaction, productivity, communication, professional development, and overall well-being. Organizations that prioritize the well-being and engagement of their secretarial staff are likely to reap the benefits of improved efficiency and effectiveness in administrative operations