Human Relationships And Their Impact On Employee Productivity Dissertation Abstract Samples

Abstract

The paper examines if there is a strong correlation between human relationships and motivation and if positive relationships increase motivation and negative relationships reduce motivation. I explore the question through review and analysis of research data that I collected in my research. I also conducted a web survey collecting information from adult volunteers regarding their experiences and opinions on relationships and motivation at work places. As and when I complete the review and analysis of the data, I believe the results would support the hypotheses presented here that a strong correlation exists between motivation and relationships and positive relationships increase motivation while negative relationships reduce motivation. I believe that the hypotheses are relevant in today’s job market because they present a new approach to looking at employee motivation from a different angle, and not just from the angle of financial rewards.

Introduction

Human beings and their interactions with each other have significant influence not only on their decisions, but also on their actions. Each person maintains a different relationship with another. For example, a person may have few friends, but have special bonds with all of them. On the other hand, a person may have many friends, but enjoys special bonds with few of them. The intensity of the relationships they have is what determines the actions that they take. Likewise, the special bond that a mother has with her child motivates her to take care of the child. Therefore, every relationship has specific effects on the person that has them (Chiok Foong Loke, 2001). The paper aims at determining the correlation between relationships and motivation. It uses various modes of research to show ways in which relationships between two or more people affects their motivation and strengthen views.

Objectives of the research

1. To find out if a strong correlation exists between motivation and relationships.
2. To find out if positive relationships increase motivation while negative relationships reduce motivation.

Research Methodology

Data Sources and Collection
The paper attempts to draw its conclusions and prove the hypothesis of the assignment based on review and analysis of existing data. It reviewed the previously researched scholarly articles to give meaning and fathom articles that researchers previously established, as well as theories of correlation between motivation and relationships (Harter, Schmidt, Hayes, 2002). The author also used secondary form of research that constituted using the articles published in different articles and different settings to obtain a better insight on the subject than before. Some articles that I previously researched have a basis on the relationship between employees and their leaders, and ways that their relationship affects their productivity.
The articles allowed the researcher to evaluate and comprehend the varying impacts of relationships on the productivity of individuals. Similarly, I conducted a survey online in order get the determination on the ways that, different relationships in different settings affect the productivity of workers. Though the survey was limited to ~100 respondents, every effort was made to get male and female representation in equal numbers. The survey was limited to adults over 25 years age and included various socioeconomic and ethnic groups that broadly represented their ratios in general population. Using a mixed method offered the researcher quality information that helped to build a strong thesis statement and theory. In addition, it allowed the researcher to form a basis for understanding the dependent and independent variables. For example, the survey allowed the author to get specific information from respondents. Conducting a survey online allowed me to ask certain questions so as to increase the understanding of the concept.

Procedures

The survey was conducted on a voluntary basis and recruited them through online signup procedure. The survey lasted two weeks during which a web site devoted to the purpose was kept open 24h a day.
The study used both quantitative and qualitative research methodologies. I collected data regarding the subject. Then I analyzed it. After that, I discussed the results and made meaning to the analysis. Qualitative analysis made sense of the data and the results of the analysis. I examined the subject matter carefully. This research utilized descriptive research to develop a decision support tool for the assessment of whether a strong correlation exists between relationships and motivation, and whether positive relationships increase people’s motivation while negative ones reduce it. Best and Kahn (1992) states that descriptive research seeks to establish factors associated with certain occurrences, outcomes, conditions, or behavior.

Measures

The measures collected were the experiences and opinions of people regarding motivation and relationships and also their knowledge of how, positive or negative, relationships affect motivation.
The survey structure was to get information on the ways relationship motivates people at home, office, among friends, during official meetings, etc. (Beal, Cohen, Burke, McLendon, 2003). It targeted working professionals, students, couples, and social workers. The vast sample population allowed me to assess the various implications of the relationship on the productivity of people. The independent variable for the survey and questionnaire was the relationship of the people, the leadership style, and the type of bond shared between two people. The dependent variable for the study was the productivity, which is dependent on several factors such as mood, relationship, self-esteem, rewards, punishment, etc. (De Dreu & Weingard, 2003). For each of the variables, dependent or independent, the survey opted to collect opinions using pre-selected criteria of strongly agree, moderately agree, agree, moderately disagree, and strongly disagree. A scoring system of 1-10 was used to tabulate, collect, and analyze data.
In general, I believe a relationship does not depend on the gender of the people but rather on the quality of the relationship. Though it is safe to assume that some relationships with opposite sex involve motivations other than work and productivity, most people develop relationships to improve themselves and productivity at work. In addition, there are relationships that result in negative productivity such as conflicts between co-workers or a negative relationship between an employee and an employer (Grunig, 2002).

Implications

Employers must encourage positive relationships between them and employees and among the employees. If there are no positive relationships, then employee productivity will be low since the employees will not have the zeal to work. Hence, employers must put in programs and policies that encourage employees to interact with each other on a positive basis. In cases of disagreements, there must be ample ways to solve the disputes that arise so that the relationships remain positive for the sake of high productivity.

References

Beal, D. J., Cohen, R. R., Burke, M. J., & McLendon, C. L. (2003). Cohesion and performance in groups: a meta-analytic clarification of construct relations.Journal of applied psychology, 88(6), 989
Chiok Foong Loke, J. (2001). Leadership behaviours: effects on job satisfaction, productivity and organizational commitment. Journal of nursing management, 9(4), 191-204.
De Dreu, C. K., & Weingart, L. R. (2003). Task versus relationship conflict, team performance, and team member satisfaction: a meta-analysis. Journal of applied Psychology, 88(4), 741.
Grunig, J. E. (2002). Qualitative methods for assessing relationships: between organizations and publics.
Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: a meta-analysis. Journal of applied psychology, 87(2), 268.