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EMPLOYEE RELATIONS AS A PREDICTOR OF STAFF PERFORMANCE IN PRIVATE ORGANIZATIONS IN CAMEROON: A CASE STUDY OF  KIRO'O GAMES, YAOUNDE, CAMEROON

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EMPLOYEE RELATIONS AS A PREDICTOR OF STAFF PERFORMANCE IN PRIVATE  ORGANIZATIONS IN CAMEROON: A CASE STUDY OF  KIRO'O GAMES, YAOUNDE, CAMEROON

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

Employee relations practices encompass the strategies, policies, and activities employed by organizations to manage and nurture effective relationships between employers and employees (Noe et al., 2019). These practices involve a broad spectrum of activities aimed at cultivating a positive and productive work environment, facilitating communication, resolving conflicts, and ensuring equitable treatment of employees. Effective implementation of employee relations practices contributes significantly to employee satisfaction, engagement, and overall organizational success (DeCenzo & Robbins, 2020). Central to these practices is effective communication, which entails transparent and open channels of interaction between management and employees (Robbins, Judge & Judge, 2019). Also, regular communication ensures that employees are well-informed about company policies, objectives, and any pertinent changes, fostering a sense of inclusion and clarity within the organization. Furthermore, employee relationship managers use their knowledge to advise line managers on how to enhance performance and actions of the staff members. Also, business managers receive support from employee relationship managers in settling legal issues, employee grievances, and conflicts. One of the fundamental duties of the employee relations department is to inform internal customers on the organization's goals, objectives, policies, rules, and regulations in order to convey the management team's vision and mission. Additionally,  organization that offer top-notch services, have an excellent rate of employee performance and retention, and a high degree of customer retention.Therefore, a survey will be conducted in order to investigate employee relations as a predictor of staff performance in private  organizations in Cameroon: a case study of  Kiro'o Games, Yaounde, Cameroon

1.2 Statement of the Problem

The working conditions for employees in Cameroon have faced widespread criticism for not meeting expectations (Chipeta, 2020). Many employees struggle to perform their duties effectively due to various challenges such as a lack of essential equipment, shortages of stationery, and ineffective management systems (Bamidele, Neji & Frank, 2018). Additionally, issues like unclear career paths, inadequate housing, insufficient medical facilities and drugs (especially in state-owned medical facilities), low wages, and limited recreational facilities have been identified as factors hampering employee performance (Edoho, Bamidele, Neji & Frank, 2018). On another note, Akwash (2021) underscores that employees often encounter poor working conditions, unsanitary environments, delayed or denied promotions, and inadequate reward systems. Common problems in Cameroonian private organizations also include insufficient office space, inadequate lighting, erratic power supply, poor ventilation, lack of necessary equipment, refusal to provide overtime benefits, inadequate welfare packages, and inadequate health insurance schemes, leading workers to bear their medical expenses (Igbe, Okpa & Aniah, 2017; Ipole, Agba, & Okpa, 2018). This managerial neglect has resulted in experienced employees migrating to developed countries (Ipole, 2018). Furthermore, inadequate training, deficient reward systems, delays and denials of promotions, and insufficient supplies have all compromised employee productivity in these firms (Ipole, Agba, & Okpa, 2018). Previous research consistently argues that a conducive working environment is crucial for employee performance (Ushie, Agba, & Agba, 2018; Neji & Frank, 2018; Ukwayi, Agba, & Okpa, 2018; Ipole, Agba, & Okpa, 2018; Ukwayi, Okpa & Dike, 2018). They suggest that without quality work environments and a satisfied, committed workforce, private organizations will fail to achieve their intended outcomes. Therefore, developing and maintaining such environments is essential for staff performance. Hence, it is in the light of these that the study seeks to investigate employee relations as a predictor of staff performance in private  organizations in Cameroon: a case study of  Kiro'o Games, Yaounde, Cameroon.

1.3  Objectives of the Study

The main purpose of this study is to investigate employee relations as a predictor of staff performance in private  organizations in Cameroon: a case study of  Kiro'o Games, Yaounde, Cameroon. Specifically, the study will;

Investigate the relationship between employee relations and staff performance in private organizations in Cameroon.

Investigate the impact of employee relations on staff performance in private organizations in Cameroon.

3.Identify the key factors influencing employee relations in private organizations in Cameroon.

1.4 Research Questions

The following questions have been prepared for the study:

What is the relationship between employee relations and staff performance in private organizations in Cameroon?

What are the key factors influencing employee relations in private organizations in Cameroon?

What are the impact of employee relations on staff performance in private organizations in Cameroon?

1.5  Research Hypotheses

H0: There is no significant relationship between employee relations and staff performance in private organizations in Cameroon.

Ha: There is a significant relationship between employee relations and staff performance in private organizations in Cameroon.

1.6  Significance of the Study

Both employers and employees stand to gain from this study. Employees will have the opportunity to express their individual perspectives regarding labor relations and their impact on productivity. They can provide insights and recommendations for enhancing interactions among employees and telecommunications companies. On the other hand, management will also derive benefits. They will receive the study's findings along with suggestions offered by participants. Through this research, they will develop an understanding of the advantages of fostering positive employee relations and its correlation with performance. Additionally, management across various organizations, sectors, and businesses will glean insights from the study regarding the ramifications of employee-employer relationship practices. The study will underscore the importance of implementing fundamental employee relations protocols for the betterment of their workforce. Moreover,  subsequent researchers will use it as a literature review. This means that other students who may decide to conduct studies in this area will have the opportunity to use this study as available literature that can be subjected to critical review. Invariably, the result of the study contributes immensely to the body of academic knowledge with regard to  employee relations as a predictor of staff performance in private  organizations in Cameroon: a case study of  Kiro'o Games, Yaounde, Cameroon.

1.7 Scope of the study

The scope of this study is boarded on employee relations as a predictor of staff performance in private  organizations in Cameroon: a case study of Kiro'o Games, Yaounde, Cameroon. Empirically, this study will investigate the relationship between employee relations and staff performance in private organizations in Cameroon, identify the key factors influencing employee relations in private organizations in Cameroon and investigate the impact of employee relations on staff performance in private organizations in Cameroon. 

Geographically, the study will be delimited to staff of Kiro'o Games, Yaounde, Cameroon

1.8 Limitation of the study

In the course of carrying out this study, the researcher experienced some constraints, which included time constraints, financial constraints, language barriers, and the attitude of the respondents. In addition, there was the element of researcher bias. Here, the researcher possessed some biases that may have been reflected in the way the data was collected, the type of people interviewed or sampled, and how the data gathered was interpreted thereafter. The potential for all this to influence the findings and conclusions could not be downplayed. 

More so, the findings of this study are limited to the sample population in the study area, hence they may not be suitable for use in comparison to other schools, local governments, states, and other countries in the world.

 1.9 Definition of Terms

Employee Relations: refers to the interactions, dynamics, and relationships among employees within an organization and between employees and management, encompassing communication, teamwork, conflict resolution, and workplace atmosphere (Olaolu, 2019)

Performance: the extent to which an individual, team, or organization successfully achieves predetermined goals, objectives, or standards within a given time frame.

Motivation:  the internal or external factors that drive an individual to initiate, sustain, and direct their behavior towards achieving a particular goal or fulfilling a need.

Employee: an individual employed by an organization or company to perform specific tasks or duties in exchange for compensation. 


This material content is developed to serve as a GUIDE for students to conduct academic research



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