Working Conditions and Treatments of Workers Increase Production Quality and Quantity - Research Paper Example

1. Background of the study Human resource management is one of the most important activities as far as the success of any organization is concerned. This is because it entails the management of the employees in the form of recruitment and management. It also deals with all the other issue that involves the employees in the organization. Some of these issues are like the hiring, compensation, management of the employee’s performances, development of the organization, wellness of the employees, motivation of the employees, training, administration communication and the employees’ benefits among others. If in any organization the above factors are well taken care of, then it is very definite that the organization’s performance will improve. Organization’s performance refers to the status of the organization measured in terms of its output (Druker and White 22). It should be noted that this output is because of the employees work. The more the employees work the better their work performance while the lesser they work the less the performance in the organization. There is great significance of management practices, the human resource management as well as industrial relations with reference to the employment relations is very important for the success of any given organization. In order for any manager to maintain a smooth and a good organizational culture, he or she should adopt some very important organizational theories. The theories that any organization will adopt must provide a strong link between the employees and the management. This means that they have to be structured in such a way that they provide great motivation and courage to the employees for the purpose of improving their working skills and productivity (Becker and Gerhart 780). The structure and the operation with reference to the employment systems relation of an organization differs depending on the type of organization. There are so many factors that influence the attitudes of the managers in dealing with the employees. The perception of the managers towards the workforce is the factor that greatly influences managerial behaviours in terms of the styles of management and their attitudes in dealing with the employees. The manner in which the manager in an organization treats the employees will influence their productivity towards the organization. This is because they are likely going to react according to the way the managers react towards them. On the other hand, the managerial styles used by the managers will also greatly affect their behaviour (Corby et al. 18). 1.1. Research problem/justification One of the ways of human resource management is through motivation. Through motivation, there can be a great deal of improvement in performance. Motivation has been defined as the combination of one’s desires as well as energy, which are all directed in achieving a certain goal. In other words, it is what causes a certain action to be taken. In order to influence people’s motivation then it means to get them to do what you actually want them to do. It should be noted that not all people are motivated by the same things to perform. This is whereby the issue of intrinsic and extrinsic motivation comes in. some people are motivated from within themselves while other have to be externally motivated through rewards and other things. In most cases an employee knows perfectly well what it takes to gave an excellent performance but still chooses not to give the best for reasons known best to him However, it has been discovered that it is the personal inherent problems rather than the challenges in the work place that interferes with ones ability to work and give better results. These motivational personal problems ranges from the pressure in the family, lack of the understanding of the effects of behavior to other people and personal conflicts. This means that if there is a problem existing between the employer and the employees then thee employer must seek the problem and then come up with a solution for the same. By doing this, the leader is trying to get facts right. However, it should be noted that if he gets the facts wrong, then there shall never be a lasting solution. Therefore, the leader should start by finding out what the employees should be doing and is not doing, then to go ahead and record. This means that the employer can be forced even to watch the employees as they work and try to range their standards. If we have to consider the Maslow’s hierarchy of need, then money is one of the motivating factors. Other motivating factors include praises, recognition, respect and sense of belonging. There is also need to check the past records and procedure and see if there has been some appraisals going on (Becker & Huselid 920). Once the problem has been discovered, then the employer must work with the employees to make things better. Motivation, in this case comes in where, the employer or the manager gives a feedback to the employees. This is whereby he or she lets them know where they are doing right and where they are doing wrong. Feedback in this case should not be an occasional thing but must be done very often. In addition, another way of motivating the employees especially them that are required to do a lot of things includes helping them to set priorities 1.2. Research questions I. Is there an association between the production of the organization and the relationship of the employees and the management II. How is the quality of the working environment of the employees III. How comfortable the employees are with the way they are handled in the organization they work for IV. How is the trend of the organization’s in terms of qualitative and quantitative production in the last two years V. What are the strategies of human resource applied in the organization and their effects on its productivity 1.3. Research goals and objectives I. To find out whether there is an association between the production of the organization and the relationship of the employees and the management II. To find out the quality of the working environment of the employees III. To find out how comfortable the employees are with the way they are handled in the organization they work for IV. To find out the trend of the organization’s in terms of qualitative and quantitative production in the last two years V. To find out the strategies of human resource applied in the organization and their effects on its productivity 1.4. Research hypotheses There is no significant relationship between the organizational improved productivity in terms of quality and quantity and the working conditions as well as the treatments of the employees 1.5. Significance of the study I. The research will be helpful to the organization in the sense that it help them under better the importance of human resource management II. The research will be helpful to the employees of different organization in the sense that it help them understand their responsibility after good human resource management strategies are applied for better production in terms of quality and quantity 1.6. Ethical considerations A number of ethical considerations shall be taken to ensure that the study will be legally carried. First and fore most consent shall be sort from the organizations which the research will be carried. This is whereby the students shall present a letter to seek permission to carry out the research in the relevant organization. Another very important precaution is to get consent from the individual people on which research shall be carried. They shall be clearly informed about the research, the benefits and their responsibility. Finally, before, any information is retrieved either from any institution or the government then permission shall be sort. 2. Methodology This section involves the real planning of the research. This is whereby all the methods of data collection are identifies, the design of the research is also determined, the sample size is calculated, and the population under study is defined, methods of data analysis are also given and finally the study limitations and ethical considerations are also given. The main aim of the research or its priority is to develop a detailed discussion that will provide conditions that are favorable to the research process and results in efficient and effective research design or strategy. Another aim of research methodology is coming up with the appropriate research process accompanied by the appropriate tools and procedures that will ensure that the entire process is successful. Some of the factors that this chapter will discuss are the research sample, the target population, research methodology, research design statistical test and data collection. The samples that have been used were selected from the organizations. 2.1. Research design The study is a cross sectional descriptive study. It will utilize both the qualitative and quantitative analysis techniques. This is because it basically involves a lot of observation and it does not involve any control sample. It involves a section of the population since not everyone in the organization, customers or employees shall be used as a study sample. It will also measure the current and the past situation. It will enable the study accomplish the specific objectives. 2.2. Population The population under study includes employees and managers associated with different organizations both males and females. 2.3. Sampling and sample size The sample of the research shall be obtained through a random selection. The research will involve 20. This is whereby; managers and employees for different organizations shall be picked by names in a random manner. This means that the research shall involve people of all ages and demographic attributes. This is to avoid biasness through using people of the same attributes (Boxall and Purcell 62). 2.4. Methods of data collection After identification of the appropriate sample from the organizations, data shall be collected using two main methods. There shall be administration of the questionnaires. This is whereby the some set up questions shall be given to the managers, customers and employees under study to fill up. Then also, an interview shall be carried out mainly to them. Finally, data shall also be retrieved from the secondary sources like the internet and books. 2.5. Methods of data analysis Data shall be analyzed using a statistical tool known as statistical package for social studies. Then the results shall be presented using a range of presentation tools specifically the tables. This use of statistical package for social studies is the best option for the data analysis because it is a very much accurate method, it is very first in the analysis of the data, and it easily leads to the desired results. In other words, a method is very fast. In addition, when huge amount of data is to be processed, it is very effective since the only thing the researcher must to do is just entering the data and the computer will do the calculations as well as give the value. It also provides a way of analyzing and presenting the already analyzed data in a more under stable way to any person who needs to use the information. On the other hand, the information shall be presented using a range of presentation tools specifically the tables. 2.6. Limitations There are number of limitations that are likely to affect the study. One of the main predicted limitations includes the issue of time. This is because much time is needed for the data collection, filling in of the questionnaires, the process of interviewing as well as reviewing some secondary data storage as well as for me to move around to collect information. Another predicted form of limitation is finances. This is due to the expenses to be incurred in travelling and purchasing some materials for the research. It was hard obtaining particular data that could have been applied in the prediction model. The sample was insufficient because there was no clearly indication that a firm had failed or it was successful. The credibility of the research is not only valid within the organizations where data was collected from but also in other business organizations (Burns 28). QUESTIONAIRE 1. The relationship of the employees and the management A. Are you free with the managers and the supervisors? B. As the employees do you have friendly talks with the supervisors? C. Do you resolve conflicts in a friendly way with the supervisors? 2. Quality of the working environment A. Are you provided with personal protective equipments? B. Is the working environment comfortable for you? C. Are you susceptible to any occupational risks? 3. Comfortability of the employees with the way they are handled in the organization they work for A. Do you experience any mistreatment in the organization form the managers or supervisors? B. Which kind of mistreatments? C. Are you comfortable with the leadership of the management? D. Are you involved in decision making? 4. The trend of the organization in terms of qualitative and quantitative production A. What was the profit difference of the organization in the last two years in percentage? B. Has the organization’s market share increased or decreased in the last two years? C. Has the competitive ability of the organization increased or decreased in the last two years? 5. The strategies of human resource applied in the organization and their effects on its productivity A. Are you invited for training as employees? B. Are you compensated for overtime? C. Does the company have a reward system for the employees who show improvement in their performance D. Are the employees involved in decision making? E. Are the employees easily accorded paid leave? References Becker, B. & Gerhart, D. The Impact of Human Resource Management on Organization Performance: Progress and Prospects?, Academy of Management Journal, 39(4), 1996. pp. 779-801. Becker, B. & Huselid, M. Strategic Human Resource Management: Where do we go from here? Journal of Management, 32(6), pp. 898-926. 2006 Boxall, P. & Purcell, J. Strategy and Human Resource Management, Palgrave Macmillan: New York. 2003. Boselie, P., Dietz, G., & Boon, C. Commonalities and contradictions in HRM and performance research, Human Resource Management Journal, 15(3), 2005. pp. 67-94. Burns, T.. The Management of Innovation. Tavistock: London. 1961 Chandler , A. Strategy and structure: Chapters in the history of the American industrial enterprise. MA: MIT Press: Cambridge. 1962. Corby, S., Palmer, S. & Lindop, E. Trends and tensions: an overview, in S. Corby, S. Palmer, and E. Lindop (eds.) Rethinking Reward, Palgrave Macmillan, Basingstoke, pp. 3-20. 2009. Corby, S., White, G. & Stanworth, C. No news is good news? Evaluating new pay systems, Human Resource Management Journal, 15(1), pp. 4-24. 2005. Druker, J. & White, G.. Introduction: the context of reward management, Reward Management: A Critical Text, 2nd ed., Routledge, London, pp. 1-23. 2009 Read More