Effects Of Perceived Quality Of Employee Relations On Employee Motivation At Tharaka Nithi County

Abstract

Employee relations management is an aspect that sprung up during the start of the industrial revolution and most organizations have started employee relations departments so as to grow and maintain good relations internally and externally. Employee relations management is crucial in the workplace during hiring, as well as during exit from an organization. In order to maintain a competitive advantage, organizations must ensure they have effective employee relations. Corresponding to most models within social science castigations, perception has all along been defined well in different ways ever since its first use. It is understood as the process that helps people to select, interpret and organize sensory stimuli into expressive data about their work environment. The study’s objective was to determine the effects of perceived quality of employee relations on employee motivation in TNC. The study was guided by three theories, conflict theory, systems theory, unitary theory and three factor theory of human motivation. The study used cross-sectional survey research design to investigate the effect of employee relations on employee motivation in TNC. Then target population was 1880 employees. The study was based on a sample of 188 employees. A structured Likert questionnaire was utilized to collect the data, which was then analyzed using descriptive statistics and simple linear regression model. It was concluded that perceived quality of employee relations significantly affects employee motivation in Tharaka Nithi County. The perceived quality of employee relations was found to be influenced by transparency in communication, conflict management and grievance redress measures, initiating employee suggestions, facilitating collective bargaining and lastly employee empowerment and involvement in that order. The study recommends that the management teams should offer the necessary rewards to employees who offer quality services. Similarly, those who work extra hours should be rewarded with bonuses. To address some areas that have not been addressed, the study recommends for comparative studies on motivation levels to be conducted in the different counties with the view of having an inclusive analysis that is useful in formulating policies and labour laws.