WORK LIFE BALANCE AND EMPLOYEE ENGAGEMENT

 WORK LIFE BALANCE

Work-life balance is about how to  Manage personal life and official work equally sharing time and energy between each segment. Also, an aspect of employee well-being related to the employee's ability to manage both personal and professional responsibilities with adequate time for rest and leisure. Each individual may define his or her ideal work-life balance differently

IMPORTANCE OF WORK LIFE BALANCE FOR EMPLOYEE ENGAGEMENT

Work Life balance and Employee engagement are interconnected concepts that help each other. Success of Employee engagement Depends on the Success of Work Life Balance. Employee Engagement is about effective involvement and interest of Employee to the Work and work place. when person has a good work Life balance, it brings numerous benefits to the Employee Engagement as follows.

01. Reduce work Stress

02. Improve Work performance and Productivity

03. Create positive Employee Relations

04. Community Development

05. Improve the Employee Retention

RIGHT WAY TO DO WORK LIFE BALANCE

WHAT LITERATURE SAYS?

FMCG sector might be able to increase the level of engagement by adapting the mediators as Work stress, and Work-Life balance, and the factor of Work Stress offered the highest impact factor and mediator. Apparently, it contributed as a significant component to employee engagement (Luan Nguyen Dinh-2019)

Balancing one role will benefit the other role. Companies with engaged employees have higher productivity, profitability, growth, customer satisfaction and employee retention due to reduced turnover and less intention to leave the company. Engagement enables workers to be good leaders that carry on their work with responsibility (Nor Siah Jaharuddin, Liyana Nadia Zainol -2019).

There is an influence of work life balance on employee engagement, it can be said that good work life balance will increase employee engagement (Suryanto Erwin, Syah Tantri Yanuar Rahmat, Negoro Dimas Angga, Pusaka Semerdanta 2019)

PEROSNAL REFLECTION WITH CONCLUSION 

Each and every study says that no proper engagement without proper work Life Balance. As much as the Work Life Balance concept do a big Task to generate a super Employee who well motivated and well performed.

References

Pandita, Sarjue; Singhal, Ritesh (2017),” The Influence of Employee Engagement on the Work-Life Balance of Employees in the IT Sector”, Vol. 16, Iss. 1, 38-57, available at: https://www.proquest.com/openview/2ebd60353d10ae6d82aedd24a8590fac/1?pq-origsite=gscholar&cbl=2029985

Luan Nguyen Dinh(2019), “Determinants of employee engagement mediated by work-life balance and work stress”, Management Science Letters 10 (2020) 923–928,available at: https://growingscience.com/msl/Vol10/msl_2019_286.pdf

Nor Siah Jaharuddin, Liyana Nadia Zainol (2019),” The Impact of Work-Life Balance on Job Engagement and Turnover Intention”, Volume 13, Article 7, Available at: https://scholarhub.ui.ac.id/cgi/viewcontent.cgi?article=1042&context=seam

Suryanto Erwin, Syah Tantri Yanuar Rahmat, Negoro Dimas Angga, Pusaka Semerdanta (2019), ”Transformational leadership style and work life balance: the effect on employee satisfaction through employee engagement”,

CONTEMPORARY EMPLOYEE RELATIONS STRATEGIES AND CHALLENGES

 WHY AN ORGANIZATION NEED EMPLOYEE RELATION STRATEGIES?

Business Strategies concerns on any action plan  designed to achieve its Long term Vision and Mission where it is to be. Same way, Employee relations Strategies concern on Human Resource policies, practices and Goals to promote strong, healthy and productive work environment as well as a positive work relationship between employer end employee filling their need and wants.  Any Organization that willing to achieve its Business Goals must  have proper strategies to achieve defined Goals. As Majority count of Business organizations are people oriented, they should have a proper Employee relations strategy to manage Human Resource effectively and efficiently, reaching defined Business goals. These Strategies can be different according to the Organizational Structure, Vision and Mission. Also, there can be different strategies to be followed in different sections or divisions to achieve Organizational objectives.

WHY AN ORGANIZATION MUST CONCERN ON CONTEMPORARY EMPLOYEE RELATIONS STRATEGIES

Business Environment is rapidly changing with the Technology development, and competition. In order to retain in the Competition, Business needs to concern about the Concept of Contemporary Employee relations.

Organizations need to create an ethical organizational culture to propel job satisfaction and increased performance among the employees to foster excellent and cordial employee relations and develop sustainable and prosperous organizations (Priyanka Panday 2022).

Radha Yadav, Priyanka Panday, Naman Sharma (2021) emphasises that it is mandatory to create an Ethical climate in the Work place in order to have control and reduce deviance of Human Resource

In addition to above factors, an Organization must be concerned about Contemporary Employee relations strategies to ensure the following benefits.

01. Keep the Organizational performance in a Sustainable level

02. Face to Dynamic changes of Work force and Employee expectations

03.Face to Dynamic Changes of the Technology

04. Ensure the Regularity of Compliance level

WHAT ARE THE CONTEMPORARY EMPLOYEE RELATIONS STRATEGIES TO BE IMPLEMENTED FOR A BETTER OUTCOME?

In order to have a positive work relations as well as Organizational Developments, Employer must establish the following Contemporary Employee relations strategies in the Organization.

01.Create Flexible Work schedules that helps to increase Employee performance and productivity

02. Introduce new Employee wellness programme that motivates the Work Force

03.Introduce a New Reward and Recognition  scheme that helps performance development.

04.Introduce new Technology  that speed up the Transparent Communication

05.Introduce Employee performance Development Programme 

CHALLENGES OF CONTEMPORARY EMPLOYEE RELATIONS STRATEGIES

Implementing Contemporary Employee Relations strategies, creates challenges that causes efficiency issues of the operation flow.  As Work force consists X and Y type of Employees, the Management has to develop Contemporary Employee relations strategies matching with both type of employment, and it is a big challenge impress all employee at once. Therefore, Contemporary strategies can generate positive and negative effects to the operation.

significant differences in the work engagement level of employees with different demographic and job characteristics, such as age, years of work experience, and employee position in the organizational hierarchy. The probable strategies proposed contribute towards identifying new directions in the area of employee engagement by recognizing the worth of demographic variables with employee engagement (Naman Sharma, Narendra Chaudhary, Vinod Kumar Singh 2019)

References

Priyanka Panday (2022), “A Sustainable Model for Effective Employee Relations in Contemporary Organizations”, Volume 13, Available at: https://orcid.org/0000-0002-1144-8957

Radha Yadav, Priyanka Panday, Naman Sharma (2021), “ Critical Issues on Changing Dynamics in Employee Relations and Workforce Diversity”, Retrieved from: https://books.google.lk/books?hl=en&lr=&id=kxkseaaaqbaj&oi=fnd&pg=pr1&dq=contemporary+employee+relations+strategies

Naman Sharma, Narendra Chaudhary, Vinod Kumar Singh (2019), “Management Techniques for Employee Engagement in Contemporary Organizations”, available at: https://www.researchgate.net/publication/330457038

ORGANIZATION GOLS VS EMPLOYEE RELATIONS

 IMPORTANCE OF ORGANIZATIONAL GOALS 

There are different types of Business Goals that each Organization willing to achieve in a certain time period to fulfil its long term vision and mission, and Goals always to be "SMART". When an Organization does not concern on its Business Goals, it finds the end of its Business Journey.   

WHY AN ORGANIZATION CONCERNING ON EMPLOYEE RELATIONS CONCEPT ACHIEVING BUSINESS GOALS?

In order to achieve Business Goals, Organization must ensure that has enough resources in hand. Among those, Experienced and Motivated work force takes a special place showing the operational strength of Organization. In order to have a stronger Work force, it is very much important to concern on Employee relations concept. Any positive work relationship between Employer and Employee known as Employee relations. In order to have a proper Employee relations, it should have the following requirements.

01. Effective Communication between Employer and Employee
02. Reward & Recognitions
03. Availability of Carrier Development plan
04. Training and Developments
05. Work Life Balance support with Job Security 

Having SMATR business goals and Employee relations together helps to obtain following advantages to the Organization.

01. Increase the Productivity

Having experienced and well motivated work force, they help Management to achieve defined business Goals on time without any delays and mistakes to ensure their capabilities to the Employer.

02. Revenue and Profitability Growth

As Experienced work force generates a qualitative products with minor issues, it brings competitive advantages to the Organization. Finally, it helps to  generate Higher revenue and profit.

03. Enhance Market Share

Quality of Products open several ways to expand the Market share obtaining new customers and Technologies to the Organization

04. Open ways to innovation

When Organization has an expanded Market Share, it open ways to introduce new products to keep the Market place more stronger than earlier. As a result, new products can be introduced to the Market using Work force experience and Technology.

05. Higher Rate of Employee retention with Customer Satisfaction

When Organization achieve its defined Goals at the right point, it ensures the Product quality and Job security than earlier. This results, Higher rate of Employee retention and Customer satisfaction than before having a strong image in the Industry.

AN EMPLOYEE COST OR ASST TO THE ORGANIZATION?

As per Douglas McGregor who developed Theory X and Theory Y emphasises that there are two types of Employees levels. 

Theory X assumes that this level of Employees unmotivated, hate working and work only for the payment. Also, this type of Employees needs constant supervision and control. This type of Employees to be considered as a Cost, and monitored

Theory Y assumes that this level of Employees want to work and take responsibility, no need much supervision. This type of Employees to be considered as an Asset, and should be valued and developed.

In general, No any organization possible to find 100% X or Y type employees. Most probably the Work Force consists mix of both type of Employees.

When planning Organizational Goals, Employer has to deal with these two X and Y types of Employees building a proper Employee relations, and it's a big challenge to take them all to a single route for achieve a Common Goal.  McGregor suggests  punishment or  rewards to take X type of Employees to the line. In order to have motivated employment and  achieve defined goals, it's suitable to follow a reward scheme in each performance level.

CONCLUSION

When an Organization setting its Business Goals, it has to deal with different types of Employees who having different thoughts and ambitions. According to Douglas McGregor, those different types of Employees to be divided into X and Y, and treat them concerning with their personal behaviour. In terms of Employee relations, it has to build positive work Relationship between Employer and Employee, setting Organizational Goals, and it's a big challenge.

References

Joel Chukwuyem Arimie, Andrew O. Oronsaye (2020),” Assessing Employee Relations and Organizational Performance: A Literature Review”, available online at www.ijarbm.org

Fari BUSHI(Aug 2021), “An Overview of Motivation Theories: The Impact of Employee Motivation on Achieving Organizational Goals”, Vol. 22, Iss. 183, 8-12. Available at: https://www.proquest.com/openview/0e3f3623186eb25f4b7d6c8cff28b015/1?pq-origsite=gscholar&cbl=1046413

EMPLOYEE PERSONAL ACHIEVEMENTS AND EMPLOYEE RELATIONS

EMPLOYEE PERSONAL ACHIEVEMENTS

"Employee personal Achievements depends on the person, and it different from each other, and there is no proper measurement to measure the extent of needs and wants commonly"

As Ebraham Maslow indicates, the human needs can be organised into a clear hierarchy that consists Five different needs.

 

HOW MASLOW'S THEORY EFFECT TO THE EMPLOYMENT?

In terms of Employment,  different employee has different needs according to the level of Employment. it can varies employee to employee. While Executive employee looking for to achieve esteem needs, Operation employee can be looking in to fulfil Safety needs. In the same way, Employer's expectation also being different compared to the Employee expectations.  

T Singh, MP Behera ( 2016) indicates that Employee expectation divides in to two needs level calling deficiency needs and Growth needs. Management first make sure Employees to fill the Deficiency needs that involved with Safe work environment and proper wages. When Management fails to fulfil it, Employee frustration and poorer performance can be caused affecting to the Business operation.

Simona Cătălina ȘTEFAN Ștefan Cătălin POPA Cătălina Florentina ALBU (2020)Simona Cătălina ȘTEFAN Ștefan Cătălin POPA Cătălina Florentina ALBU (2020) says that Higher level employee performance merely associate with fulfilment of High needs based on Esteemed and self actualization needs.

Maslow's hierarchy of needs may still have broad applicability in the business world, at least one aspect of each, salary as a hygiene factor (Herzberg) and esteem as a lower order need than self-actualization (Joseph E. Gawel 2019)

EMPLOYEE ACHIEVEMENTS HELP EMPLOYEE RELATIONS?

When Employees achieving their personal goals, it shows the personal success been achieved as a person. Personal achievements can be different according to the mode of achievement. Those achievements can be Academic, Professional, Educational, Community, Health and fitness or any other achievement that make value addition to the person. If these personal achievements make Organizational brand and Goodwill up, It'll definitely add an extra value to the Organization, and this can be a reason to improve employee relations as well.

In General, Employee relations has a pluralism perspectives as Employer and Employee expectations different with each other. While Employee working for maximize personal benefits, Employer working for maximize the Organizational benefits. Even though, Employer and Employee can work together to achieve a single objective without having any conflict of interest which is a rear incident.

COMBINATION OF EMPLOYEE ACHIEVEMENT AND EMPLOYEE RELATIONS ?

When an Organization has an Appreciation culture that values Employees' personal achievements like its own achievements, offering Rewards and Recognition, it'll definitely be a factor that create an Employee relations between employer and employee, Finally, This relationship makes Organizational performance up having motivated staff members in the force.

Modern Business Organizations are widely following the Rewards and Recognition concept encouraging Employees to achieve their Academic and professional goals, offering Promotion, Salary increments against each level of success to keep them on Board. This practice creates well educated and experience work  force to the Organization.

PERSONAL REFLECTION AND CONCLUSION

Employee Achievements has both direct indirect impacts to the Employee relations. When Employer positively respond on Employees' personal achievements, Employee relations concept come up, and it saves long term and Loyal Employee to the Organization at the end.

References

T Singh, MP Behera ( 2016),” Application of the Maslow's hierarchy of need theory: Impacts and implications on employee's career stages”,Volume 07- Issue 02, Page 43-52, available at: https://www.indianjournals.com/ijor.aspx?target=ijor:tdj&volume=7&issue=2&article=001

Ayesha Hanif, Islamabad, Pakistan, Wajiha Khalid, Dr. Tahir Nawaz Khan (2013),” Relating Maslow’s Hierarchy of Needs with Employee Turnover and Retention: Case Study of Local Telco”, Vol. 3, No. 2, International Journal of Human Resource Studies, available at: https://citeseerx.ist.psu.edu/document?repid=rep1&type=pdf&doi=a8b89cc7ca1321f93b27f71749f03ff3e3e99d76

Simona Cătălina ȘTEFAN Ștefan Cătălin POPA Cătălina Florentina ALBU (2020), “Implications of maslow’s hierarchy of needs theory on healthcare employees’ performance”, available at: https://www.rtsa.ro/tras/index.php/tras/article/viewFile/624/612

Drakopoulos, Stavros A. and Grimani, Katerina (2013), “Maslow’s Needs Hierarchy and the Effect of Income on Happiness Levels”, Online at: https://mpra.ub.uni-muenchen.de/50987/

Joseph E. Gawel (2019), “Practical Assessment, Research, and Evaluation Practical Assess”, Herzberg's Theory of Motivation and Maslow's Hierarchy of Needs, Volume 5 Volume5,1996-1997,Article11 available at: https://scholarworks.umass.edu/cgi/viewcontent.cgi?article=1066&context=pare

EMPLOYEE RELATIONS AND RETENTION

 WHAT IS EMPLOYEE RETENTION?

In general, Employee retention stands for provide required infrastructures to employees, satisfying them for a long term employment. It's an important factor that must be concerned at the point of Organizational development, as the Long term employment generates more benefits to the Organization.

WHAT OTHER SAYS ABOUT EMPLOYEE RETENTION?

Bidisha Lahkar Das and Dr. Mukulesh Baruah(2013) says that Human resources are complex and not easy to understand, and Human Resource is the asset that break Organizational success. Retaining them will help in the long-term growth of an organization and will also add to their goodwill.

The number of introduced employee benefit practices help to lower withdrawal cognition and in some relationships, objective indicators cross the border between subjectivity and objectivity and contribute to subjective retention. In other words, the number of introduced employee benefit practices, which is more objective and easy to understand for organizations, was found to be important as a retention-promoting factor Hiroshi Yamamoto (2011).

Nausheen Shakeel and Sahar but (2015) emphasises that there are two factors as Financial and Non Financial wise to be considered influence employees for retention.

    Nausheen Shakeel and Sahar but (2015)

EMPLOYEE RETENTION CHALLENGES

There are multiple problems been affected for the Employee retention. Among those, the following factors hugely affected to maintain a proper employee retention mechanism.

01. Organizational Culture issues

Most of Employees are concerning of few important  matters affect to the Employment. Those are Job Satisfaction, Good Salary, Job Respect, Job Security, Rewards and recognition. When the Organizational culture does not support for the Employee retention, Employee Turnover can be higher than the expected level.

02. Carrier Growth issues 

When Organization does not have a proper Carrier Development plan, Employees who are achieving current job task and challenges looking for different and advanced opportunities. As a result, Employee retention can be poor.

03. Work Life Balance issues

When Employees fails to balance their Personal and Official life separately, they use to resign from the job.

04. Employer Expectation Mismatches 

When there is a gap in between expectation and the real work done, it directs to create problems between employer and employee. This also can be a reason to maintain a poor Employment retention.

Bilqees Ghani ,Muhammad Zada , Khalid Rasheed Memon ,Rezwan Ullah, Afraseyab Khattak Heesup Han, Antonio Ariza-Montes  andLuis Araya-Castillo (2022) says that employees’ levels of satisfaction, and subsequently their retention rate, are contingent on four factors: a sustainable, positive work environment; sustainable growth opportunities; sustainable, effective communication; and sustainable effective recruitment and selection practices.

TASK OF EMPLOYEE RELATIONS TO DEVELOP EMPLOYEE RETENTION RATE

Employee relations can be indicated through different modes and concepts. Among those, any official positive work relationship between employer and employee can be named as Employee relations. When Employer has a clear understanding about his/her work force capacities, strength, weaknesses, it facilitates them to deal with their employees having a proper understanding and good estimate. This understand and estimation helps to build a strong Employer Employee relationship in between each other. Strong Employee relations helps to minimize the Employee turnover, and it make stronger the Employee retention rate.

With the Time being, Employer Trust and Recommendation on Employee will be higher than earlier, and this relationship facilitates to Open Communication, Trust development, Work Life balance, minimize job stress, and finally the Work place become a place where desires to work sharing majority of life events whatever come like Happy or Sad. Such as Birthday Celebrations, Festival Celebrations, Annual Trip, Funerals, Annual Get togethers etc. This bond automatically builds the Employee Loyalty, and help to create a Strong Employee Retention Rate at the End.

EMPLOYEE RETENTION STRATEGIES

PERSONAL RELECTIONS AND CONCLUSION

When an Organization has a strong employee relations, it's automatically facilitate to a Strong employee retention as well. Higher Employee Retention will keep up the Organization performance in line and open ways to brand the Organizational Goodwill among the Industry competitors. Without proper relation, no proper retention.

References

Bidisha Lahkar Das and Dr. Mukulesh Baruah(2013), “Employee Retention: A Review of Literature”, IOSR Journal of Business and Management, Volume 14, Issue 2. Available at: https://d1wqtxts1xzle7.cloudfront.net/36724463/review_1-libre.pdf?1424579679=&response

Hiroshi Yamamoto (2011), “The relationship between employee benefit management and employee     retention”, The International Journal of Human Resource Management, Vol. 22, No. 17. Retrieved from: http://yamamoto-lab.jp:80/wp-content/uploads/2014/06/The-relationship-between-employee-benefit-management-and-employee-retention.pdf

Nausheen Shakeel and Sahar but (2015), “Factors Influencing Employee Retention: An Integrated Perspective”, Journal of Resources Development and Management, Vol.6, ISSN 2422-8397, available at: https://core.ac.uk/download/pdf/234696049.pdf

Sandeep Yadav, Latasri Hazarika (2021),” Critical Issues on Changing Dynamics in Employee Relations and Workforce Diversity”, Pages: 27, retrieved from : https://www.igi-global.com/chapter/managing-employee-relations-in-multinational-firms/269352

Bilqees Ghani ,Muhammad Zada , Khalid Rasheed Memon ,Rezwan Ullah, Afraseyab Khattak Heesup Han, Antonio Ariza-Montes  andLuis Araya-Castillo (2022),” Challenges and Strategies for Employee Retention in the Hospitality Industry: A Review”, Sustainability 2022, 14(5), 2885, Available at: https://doi.org/10.3390/su14052885

EMPLOYEE RELATIONS FOR STRONG ENGAGEMENT

 WHY AN ORGANIZATION NEED EMPLOYEE ENGAGEMENT?

Employee Engagement is a concept that describe employees' interest and involvement towards their job role. When Employees' attention 100% on the job role, the productivity will be the same as expected or more. Thus, Employee engagement can change the productivity and efficiency of the entire Business operation. 

Tim Smit (2023) describes the Employee engagement as the level of enthusiasm and dedication a worker feels toward their job. Further He emphasises that Employee engagement directly links to the job satisfaction and employee morale, and Employer is the person encourage Employees through effective communication, offering rewards, and discussing career advancement.

BENEFITS OF EMPLOYEE ENGAGEMENT

Basically, the Following benefits will be with Employee engagements.

01. Improves the Organizational Productivity and efficiency

02. High Accuracy of Work done with High Customer satisfaction

03. Creates new Trade Opportunities

04. Employee Retention with Job security and satisfaction

05. Reduce Employee turnover

HOW EMPLOYEE RELATIONS BUILDS A STRONG ENGAGEMENT?

As Employee Relation is concerning to build positive relationship with its employees, it creates a way to Employee engagement through the Positive relationship, building a strong relationship in between Employer and employees.

Also, Employee relationship creates ways to open communication between Employer and employees, and this fact increase the trust and respect of Employees on Employer. Even Employer compels to reveal his future Business plan to Employees, and start work as a team to achieve defined Goals. Vice versa, Employer appreciates its work force using rewards and recognition. This strategy helps to improve the Employee engagement through the Employee relations.

Every single individual, directly or indirectly, fighting for the betterment in the relations surroundings. So, it is the responsibility of all the persons (employees and employers) to give the best to maintain harmony and peace in the organizational relationships for the smooth running of business activities. It is a time to develop new skills, stay calm, and be passionate about the work-front. Positively settlement with professional life gives enhancement to personal relationships (Meenakshi Kaushik & Neha Guleria,2020)

Enhanced employee engagement is a by-product of employer-employee relations and the quality of the relationship is one of the most critical factors that drive engagement and satisfaction of employees (Chukwuyem Joel Arimie,2019, 9-24)    

employee engagement is a powerful concept for researchers and practitioners precisely because it taps into a variety of ideas about the meaning of the employee–organization relationship (Liat Eldor & Eran Vigoda-Gadot,2017 )

PERSONAL REFLECTIONS WITH CONCLUSION

As several findings emphasis that no Employee engagement without positive Employee relationship. If Employee engagement is higher in an Organization, it means the Employee relations are stronger as same.

References

TIM SMITH Updated , October 28, 2023, What Is Employee Engagement? Definition, Strategies, and Example.

<https://www.investopedia.com/terms/e/employeeengagement.asp#:~:text=Employee%20engagement%20describes%20the%20level,be%20productive%20and%20higher%20performing.>

Meenakshi Kaushik & Neha Guleria,2020, Employee relations and engagement during covid-19

< https://www.johnfoundation.com/journals/sparkling/sijmrsv3i2-2020/s-31/>

Chukwuyem Joel Arimie, ISSN: 2685-7715, Vol 1, No 1, 2019, 9-24, Employer-employee relations and employee engagement in a tertiary institution in Benin-City, Edo State

< https://doi.org/10.35912/amor.v1i1.199>

EMPLOYEE RELATIONS FOR CONTINUOUS PERFORMANCE DEVELOPMENT

COMBINATION OF EMPLOYEE RELATIONSHIP AND PERFORMANCE DEVELOPMENT

WHAT IS PERFORMANCE?

As Amstrong indicates in 2017 Performance is the ‘outcome of three determinants. Those are,

01. Facts and things

02. How things are done

03. Motivation to do them

Meantime, specialist says performance is " behaviour that accomplishes results"

WHAT IS PERFORMANCE DEVELOPMENT?

Development stands for Improvement of an individual's effectiveness in terms of their role or profession beyond the immediate task or job (ibid). Performance Development is a timely considered matter to increase Organizational performance and efficiency. Dr. Ryan Giffen says that Performance development is a strategy that plays a vital role in any company. Performance development planning, or PDP, reduces the inaccuracies of the general annual review process and, instead, empowers the managers and employees to take an active approach toward positive management and better performance.

 

HOW TO DEVELOP PERFORMANCE

In order to develop individual performance, it is mandatory to have a performance development plan which helps to achieve both individual and organizational goals. Locke and Latham's Goal Setting Theory based on the idea that setting specific and measurable goals is more effective than setting unclear goals. Also, Goal Setting Theory emphasise 5 principles as follows

01. Clarity:

Goals must be clear and specific. When employees understand project objectives and deadlines, there is much less risk for misunderstandings.

02. Challenge:

Goals should be sufficiently challenging to keep employees engaged and focused while performing the tasks needed to reach each goal. Goals that are too tedious or easy have a demotivating effect and will, therefore, result in less achievement satisfaction.

03. Commitment:

Employees need to understand and support the goal they are being assigned from the beginning. If employees don't feel committed to the goal, they are less likely to enjoy the process and ultimately achieve the goal.

04. Feedback:

Feedback is an important component of the goal-setting theory. Regular feedback should be provided throughout the goal-achieving process to ensure tasks stay on track to reach the goal.

05. Task complexity:

Goals should be broken down into smaller goals. Once each smaller goal is reached, a review should be performed to update the employee on the overall progress towards the larger goal.

As per this Concept, it is mandatory to set clear and achievable Goals that motivates employees to reach Long term Vision of the Organization.

HOW EMPLOYEE RELATION HELP TO DEVELOP PERFORMANCE

In order to develop and measure performance, an Organization should have clearly defined Goals. When talking about employee relationship with performance development, there is a positive significant relationship between employee relations and employee performance as well as between employee relations and organizational performance, and unfair labour practices generates a major cause of poor employee relations (Dr. Janes O. Samwel, PhD, Vol. 2, No. 04; 2018). Employee relations have significant positive influence on employees’ performance level. Similarly, employee relations have influence on employee engagement level at the job place. When employees find harmonious relations with their boss in the organization they feel encouragement to do more work for the organization (Shaheen Ahmed, Dr. Fais Bin Ahmad, Dr. Abdul Rahman Jaaffar,2017) . 

PERSONAL REFLECTION WITH CONCLUSION

It's obvious that Employee Relation and Performance development has a strong combination with each other. Employee relation concept helps to understand Employee characteristics, having a good understand about the work force helps to develop individual performance observing current performance level of each individuals in the Organization. Finally, this concept helps to maximize the productivity goals of the Organization occupying suitable Human resources to suitable places of the Operation.

References

Dr. Janes O. Samwel, PhD, Vol. 2, No. 04; 2018, Effect of employee relations on employee performance and organizational performance–study of small organizations in Tanzania.

< https://ijebmr.com/uploads/pdf/archivepdf/2020/IJEBMR_02_260.pdf> 

Shaheen Ahmed, Dr. Fais Bin Ahmad, Dr. Abdul Rahman Jaaffar,2017, Employee Engagement on Employee Relations with Supervisor and Employee Performance Relationship in Developing Economy: Critical Analysis with PLS-SEM < https://saudijournals.com/media/articles/SJBMS-24A389-398.pdf>

Thomas Katua Ngu,2016, Relationship between employee relations strategies and performance of commercial banks in Kenya https://www.indusedu.org/pdfs/IJRIME/RELATIONSHIP-BETWEEN-EMPLOYEE-RELATIONS-STRATEGIES.pdf