EFFECT OF HUMAN RELATIONS ON ORGANIZATIONAL PRODUCTIVITY [A CASE STUDY OF NIGERIAN INSTITUTE FOR TRYPANOSOMIASIS RESEARCH (NITR), KADUNA]
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EFFECT OF HUMAN
RELATIONS ON ORGANIZATIONAL PRODUCTIVITY
[A CASE STUDY OF
NIGERIAN INSTITUTE FOR TRYPANOSOMIASIS RESEARCH (NITR), KADUNA]
ABSTRACT
The study was designed to find out the “Effect of
Human Relations on Organizational Productivity in Nigerian Institute for
Trypanosomiasis Research (NITR), Kaduna. To provide a theoretical base for the
study, a review was made on the concept of human relations, development of
human relations, importance of human relations in an organization as well as
the qualities and principles of a good human relations practice. A sample size
of 50 respondents from a population of 500, comprising of top, middle and low
level management was used. A set of questionnaire which was divided into 5
variables was used to obtain data from the respondents; the use of mean score
which is 3.00 as cut off point was utilized. One of the research questions
asked was whether human relations is instrumental to the attainment of organizational
goal. The researcher collected data and interpreted them after which chi-square
was used to test the earlier stated hypothesis. Lastly, summary, conclusion and
recommendations were made. One of the recommendations made was that managers
should maintain good human relations so that goals can be achieved. Findings
from the study revealed that the relationship that exists among workers in
organization, the effectiveness of human relations in an organization can
enhance workers productivity, employees morale can be boosted on the job when
there is a cordial relationship between the organization and its employees, and
good human relations enhances job satisfaction in achieving organizational
goals. Based on the findings, the researcher recommended that, low level
workers should strive to perform better, to justify the good human relations
and motivation existing in the organization, management staff and other senior
workers in the organization should create conducive atmosphere to facilitate
good human relations and teamwork for greater productivity. Also the
organization should educate their workers on the importance of good human
relations through workshops and seminars.
TABLE
OF CONTENT
Title Page - - - - - - - - - - i
Declaration - - - - - - - - - ii
Approval Page - - - - - - - - - iii
Dedication - - - - - - - - - - iv
Acknowledgment - - - - - - - - v
Abstract - - - - - - - - - - vi
Table of Content - - - - - - - - - vii
CHAPTER ONE
INTRODUCTION
1.1
Background
of the Study - - - - - - 1
1.2
Statement
of the Problem - - - - - - 3
1.3
Objective
of the Study - - - - - - - 4
1.4
Statement
of Hypothesis - - - - - - 5
1.5
Significance
of the Study - - - - - - 5
1.6
Scope of
the Study - - - - - - - 6
1.7
Limitations
of the Study - - - - - - 7
1.8
Historical
Background of the Case Study - - - 7
1.9
Definition
of Terms - - - - - - - 17
CHAPTER TWO
LITERATURE REVIEW
2.1
Conceptual Meanings of Human Relations - - - 19
2.2
Development
of Human Relations - - - - 21
2.3
Hawthorne
Studies and Human Relations - - - 23
2.4
Importance
of the Hawthorne Experiment - - - 29
2.5
Human
Relations in an Organization - - - - 34
2.6
Qualities
of Good Human Relations Practice
in an Organization - - - - - - - 40
2.7 Principles of Good Human Relations Practice
in an Organization - - - - - - - 41
CHAPTER THREE
RESEARCH METHODOLOGY
3.1
Research
Design - - - - - - - 46
3.2
Research
Population - - - - - - - 46
3.3
Sample
Size and Sampling Technique - - - - 46
3.4
Methods
of Gathering Data - - - - - - 47
3.5
Justification
for the Method Used - - - - 47
3.6
Methods
of Data Analysis - - - - - - 48
3.7
Justification
for the Instrument Used - - - - 49
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
4.1
Data
Presentation and Analysis - - - - - 50
4.2
Test of
Hypothesis - - - - - - - 62
CHAPTER FIVE
SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS
5.1
Summary
of Findings - - - - - - - 65
5.2
Conclusion - - - - - - - - - 66
5.3
Recommendations - - - - - - - 67
References - - - - - - - - - 69
Appendix
CHAPTER ONE
INTRODUCTION
BACKGROUND
OF THE 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 encompasses 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 vain believes that human relations, being a behavoural
science which deals with inter-personal, inter-work group and management of
employees 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
behavioural 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 is a definitive management function which helps to establish and
maintain mutual line of communication, understanding, acceptance and
cooperation between an organization and its 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 has 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.
STATEMENT OF
THE PROBLEMS
Inspite of
the glaring importance of human relations in the realization of organizational
goals, one still hears complaint of poor performance of both employees and
employers in the organization even till this day. Beside, employees can resign
from their appointments as a result of executive’s harshness and autocracy,
employees having their appointment terminated due to poor performance or
failure to perform, the organization may fold up because of low productivity,
poor employees and employers relationship, inability to meet the organization’s
set targets or mismanagement.
It is as a
result of these trends that make it necessary for this study to address the
following questions:
How
effective is the practice of Human Relations system to the attainment of
organizational goals?
Does Human
Relations has any impact on worker’s performance?
Does Human
Relations determine employees retention in the organization?
OBJECTIVES
OF THE STUDY
This study is
intended to:
i)
Find out the effects of human
relations’ practice towards the
achievement of organizational goals.
ii)
Examine whether human relations has
an impact on worker’s performance.
iii)
Establish whether human relations is
determinant of employees retention in the organization.
1.1
STATEMENT
OF THE HYPOTHESIS
The
following hypothesis are formulated for this study:
H0: Human Relations does not have effect on workers’ productivity.
H1: Human Relations have effect on workers’ productivity.
1.2
SIGNIFICANCE
OF THE STUDY
In
view of the constant struggle by the organizations to balance both the
employee’s needs and the organizational needs for the effective actualization
of set goals, it is expected that the study would be of good benefits to
executives, managers, future business establishment and future researchers.
Similarly, the study will help organizations to improve on implementing human
relations policies so as to enable them control problems facing them from such
angle.
Infact,
it will serve as eye-opener to most organizations who are yet to embrace the
system, thereby enlighten workers (industrial and groups) about the concept of
human relations and the effect on productivity. It is hoped that the study
would also help executives to improve on the need for good human relations with
workers and clients to improve the organization’s performance.
In
addition, the adoption of this new approach to firm’s advancement will improve
employees performance, productivity, efficiency as well as employees attitude
to work.
Furthermore,
the study will also be of help to those who may want to research into the area
by serving as a reference material for future investigation.
1.3
SCOPE OF THE STUDY
This
study centres on the effect of Human Relations on organizational productivity
using Nigerian Institute for Trypanosomiasis Research, Kaduna as a case study.
The study covers sizeable staff of the institute drawn from the various cadre
of management (form top management to subordinates) in order to ensure a more
comprehensive and detail examination. The staff includes both the male and
female sex of different ages and level of service.
1.4
LIMITAITONS
OF THE STUDY
The
following problems affect the effective conduct of this study:
Time:
Although
the time for the study is quite long, but academic demand such as preparation
for tests, assignments and paper presentations took a lot of time for one to go
out and source for information.
Financial
Constraint: This was another limitation which
made it uneasy for the materials to be easily assessed at the appropriate time.
Bureaucratic
Bottle-Neck: In addition, stringent rules and
regulations guiding the release of information in the institute (NITR) made it
almost impossible for one to obtained details about the organization.
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