ZENITH International Journal of Business Economics & Management Research__________ ISSN 2249- 8826

ZIJBEMR, Vol.5 (1), JANUARY (2015)

Online available at zenithresearch.org.in

EMPLOYEEE EMPLOYER RELATIONSIP EVIDENCE FROM

VISAKHAPATNAM
DR. K. RAKESH*; MR. T. SAI PRASAD**

ASSISTANT PROFESSOR
SCHOOL OF MANAGEMENT STUDIES
MVGR COLLEGE OF ENGINEERING.

ASSISTANT PROFESSOR
SCHOOL OF MANAGEMENT STUDIES
MVGR COLLEGE OF ENGINEERING.

ABSTRACT

Purpose of this paper

Every individual at the workplace shares a certain relationship with his fellow workers.
Human beings are not machines that can start working just at the push of a mere button they need
people to talk to, discuss ideas with each other and share their happiness and sorrows. An
individual cannot work of his own he needs people around. If the organization is all empty, we
will not feel like sitting there and working. An isolated environment de motivates an individual
and spreads negativity around. It is very essential that people are comfortable with each other
and work together as a single unit towards a common goal. Its time to study and find out why
employee relations are important in an organization

Design/methodology/approach
Application of appropriate methods and adoption of scientific procedure is a sin-quo-non
- systematic enquiry. This has an important bearing on the collection of reliable and accurate
information as well as on the outcome of the study. A sample of 400 employees has been taken
at stratified random sampling from industries in and around Visakhapatnam. The sample was
distributed among four selected companies Rashtriya Ishpat Nigam Limited, Hindustan
Petroleum Corporation Limited, Coromandel International Limited, and Visakhapatnam Port
Trust.

Findings
It was found that demographic variables such as age, education and income levels will
influence the perception of employees. Also some factors such as incentive schemes, promotion
policy, non monetary benefits etc will play role in studying employee employer relationship.
Among all the income groups the group with 3.1 to 6 lakhs as income is large with 161
individuals in which there are 91 in the age group less than 35, 41 individuals in the age group
between 35 to 55 years and there are 29 members in the age group above 55 years. The group
with income more than 6 lakhs is by far the smallest with 109 individuals with 57 individuals in
the age group less than 35, 30 individuals in the age group with the age 35 to 55 and 22
individuals in the age group above 55 years. Survey also reveals clearly that in the group of
individuals with income less than 3 lakhs. There are 17 individuals with SSC as education
qualification, 41 individuals with intermediate/degree as educational qualification, 59 individuals
with post graduation as education qualification and 13 are professionals. If the group of
individuals with income ranging from 3.1 to 6 lakhs is considered it is to be noted that there are

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ZENITH International Journal of Business Economics & Management Research__________ ISSN 2249- 8826
ZIJBEMR, Vol.5 (1), JANUARY (2015)
Online available at zenithresearch.org.in

18 individuals with SSC as educational qualification, 45 individuals with Inter/Degree as

education qualification, 74 individuals with PG as education qualification and 24 individuals as
Professionals.

KEYWORDS: Workplace, Relationship, Individual, Environment, De motivate, Healthy.

Introduction:
A good relationship is necessary for the smooth running of any business. Relationship
may also be defined as the mutual dealings or connections or communications among persons or
groups. Employee Relations involves the body of work concerned with maintaining employer-
employee relationships that contribute to satisfactory productivity, motivation, and
morale. Essentially, Employee Relations is concerned with preventing and resolving problems
involving individuals who arise out of or affect work situations. An organization cant perform
only with the help of chairs, tables, fans or other non living entities. It needs human beings who
work together and perform to achieve the goals and objectives of the organization. The human
beings working together towards a common goal at a common place (organization) are called
employees. In fact the employees are the major assets of an organization.

The success and failure of any organization is directly proportional to the labor put by each and
every employee. The employees must share a good rapport with each other and strive hard to
realize the goal of the organization. They should complement each other and work together as a
single unit. For the employees, the organization must come first and all their personal interests
should take a back seat. Every individual shares a certain relationship with his colleagues at the
workplace. The relationship is warm, so-so or bad. The relationship can be between anyone in
the organization - between co workers, between an employee and his superior, between two
members in the management and so on. It is important that the employees share a healthy
relationship with each other to deliver their best performances.
An individual spends his maximum time at the workplace and his fellow workers are the ones
with whom he spends the maximum hours in a day. No way can he afford to fight with his
colleagues. Conflicts and misunderstandings only add to tensions and in turn decrease the
productivity of the individual. One needs to discuss so many things at work and needs the advice
and suggestions of all to reach to a solution which would benefit the individual as well as the
organization. No individual can work alone. He needs the support and guidance of his fellow
workers to come out with a brilliant idea and deliver his level best. Employee relations refer to
the relationship shared among the employees in an organization. The employees must be
comfortable with each other for a healthy environment at work. It is the prime duty of the
superiors and team leaders to discourage conflicts in the team and encourage a healthy
relationship among employees.

Life is really short and it is important that one enjoys each and every moment of it. Remember in
an organization you are paid for your hard work and not for cribbing or fighting with each other.
Dont assume that the person sitting next to you is your enemy or will do any harm to you. Who
says you cant make friends at work, in fact one can make the best of friends in the office. There
is so much more to life than fighting with each other. Observation says that a healthy relation
among the employees goes a long way in motivating the employees and increasing their

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ZENITH International Journal of Business Economics & Management Research__________ ISSN 2249- 8826
ZIJBEMR, Vol.5 (1), JANUARY (2015)
Online available at zenithresearch.org.in

confidence and morale. One starts enjoying his office and does not take his work as a burden. He
feels charged and fresh the whole day and takes each day at work as a new challenge. If you have
a good relation with your team members you feel going to office daily. Go out with your team
members for a get together once in a while or have your lunch together. These activities help in
strengthening the bond among the employees and improve the relations among them.
An employee must try his level best to adjust with each other and compromise to his best extent
possible. If you do not agree to any of your fellow workers ideas, there are several other ways to
convince him. Sit with him and probably discuss with him where he is going wrong and needs a
correction. This way he would definitely look up to you for your advice and guidance in future.
He would trust you and would definitely come to your help whenever you need him. One should
never spoil his relations with his colleagues because you never know when you need the other
person. Avoid using foul words or derogatory sentences against anyone. Dont depend on lose
talk in office as it spoils the ambience of the place and also the relation among the employees.
Blame games are a strict no in office. The industrial relationship progress is not possible without
cooperation of labors and harmonious relationships. One needs to enter his office with a positive
frame of mind and should not unnecessarily make issues out of small things. It is natural that
every human being can not think the way you think, or behave the way you behave. If you also
behave in the similar way the other person is behaving, there is hardly any difference between
you and him. Counsel the other person and correct him wherever he is wrong.

It is of utmost importance that employees behave with each other in a cultured way, respect each
other and learn to trust each other. An individual however hardworking he is, cannot do wonders
alone. It is essential that all the employees share a cordial relation with each other, understand
each others needs and expectations and work together to accomplish the goals and targets of the
organization. Advice is provided to supervisors on how to correct poor performance and
employee misconduct. In such instances, progressive discipline and regulatory and other
requirements must be considered in effecting disciplinary actions and in resolving employee
grievances and appeals. Information is provided to employees to promote a better
understanding of management's goals and policies. Information is also provided to employees to
assist them in correcting poor performance, on or off duty misconduct, and/or to address personal
issues that affect them in the workplace. Employees are advised about applicable regulations,
legislation, and bargaining agreements. Employees are also advised about their grievance and
appeal rights and discrimination and whistleblower protections.

Methodology:
Application of appropriate methods and adoption of scientific procedure is a sin-quo-non -
systematic enquiry. This has an important bearing on the collection of reliable and accurate
information as well as on the outcome of the study. A sample of 400 employees has been taken
at stratified random sampling from industries in and around Visakhapatnam. The sample was
distributed among four selected companies Rashtriya Ishpat Nigam Limited, Hindustan
Petroleum Corporation Limited, Coromandel International Limited, and Visakhapatnam Port
Trust. The details of sample size are presented in Table 1.

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ZENITH International Journal of Business Economics & Management Research__________ ISSN 2249- 8826
ZIJBEMR, Vol.5 (1), JANUARY (2015)
Online available at zenithresearch.org.in

Table 1: Showing the sample size of Employees:

Selected Company No. of Employees

Coromandel International limited 75

Rashtriya Ishpat Nigam Limited 125

Visakhapatnam Port Trust 125

Hindustan Petroleum Corporation Limited 75

TOTAL 400

Source: Data collected from survey

Data Collection:
Data has been collected from both primary & secondary sources. The researcher
personally visited the institutions and investing centers during May - 2013 to July - 2013. An
administered close ended questionnaire was circulated to the selected employees in order to
collect first-hand information. This has been followed by personal interviews of informal nature.
Secondary sources of data were also used and they include record files, brochures and other
published and unpublished material of the institutions as well as outside stock broking agencies.
The enquiry is essentially in the nature of a qualitative study. Though the study has not used any
advanced quantitative methods, a few statistical techniques like the following were used
wherever necessary to make the data more precision and systematization.
In view of the importance of the employees and their perception towards employee and employer
relationship, it would be fruitful to examine and understand their socio-economic characteristics
that influence, their behavior and performance in a large measure. Therefore, an attempt is made
in this section to present the socio-economic profile of employees of selected companies.
Proportion of the sample data is presented in the table given the distribution of age, income and
education of the sample of 400 employees.

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ZENITH International Journal of Business Economics & Management Research__________ ISSN 2249- 8826
ZIJBEMR, Vol.5 (1), JANUARY (2015)
Online available at zenithresearch.org.in

Distribution of age, income and educational:

Age * Education * income Cross tabulation
Educational
Inter/
Income SSC Degree PG Professional Total
Less than 35 8 24 29 9 70
35-55 6 11 23 1 41
Age Above 55 3 6 7 3 19
less than 3 lakhs Total 17 41 59 13 130
Less than 35 9 23 45 14 91
35-55 7 15 13 6 41
Age Above 55 2 7 16 4 29
3.1-6 lakhs Total 18 45 74 24 161
Less than 35 6 15 28 8 57
35-55 3 9 15 3 30
Age Above 55 3 7 10 2 22
6 lakhs above Total 12 31 53 13 109
Grand Total 400

Source: Data collected from survey

From the above table it is to be observed that there are 3 income categories with less than 3 lakhs
as one income group, 3.1 to 6 lakhs as another income group and 6 lakhs and above as another
income group. Each income group is again divided into 3 different age groups as less than 35
with age as one age group, 36 to 55 with age as another age group and above 55 with age another
age group.
So, an individual can be in any of the above groups with a different Educational
Qualification as SSC, Inter/Degree, PG and Professional.
From, the above table it is clear that in the group of individuals with income less than 3 lakhs
there are 17 individuals with SSC as education qualification, 41 individuals with inter/degree as
educational qualification, 59 individuals with post graduation as education qualification and 13
are professionals.
If the group of individuals with income ranging from 3.1 to 6 lakhs is considered it is to be noted
that there are 18 individuals with SSC as educational qualification, 45 individuals with
Inter/Degree as education qualification, 74 individuals with PG as education qualification and 24
individuals as Professionals.
Finally, when individuals with income more than 6 lakhs are considered there are 12 individuals
with SSC as education qualification,31 individuals with Inter/Degree as education qualification,
53 individuals with post graduation as educational qualification and 13 professionals.
Among all the income groups the group with 3.1 to 6 lakhs as income is large with 161
individuals in which there are 91 in the age group less than 35, 41 individuals in the age group
between 35 to 55 years and there are 29 members in the age group above 55 years.
The group with income more than 6 lakhs is by far the smallest with 109 individuals with 57
individuals in the age group less than 35, 30 individuals in the age group with the age 35 to 55
and 22 individuals in the age group above 55 years.

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ZENITH International Journal of Business Economics & Management Research__________ ISSN 2249- 8826
ZIJBEMR, Vol.5 (1), JANUARY (2015)
Online available at zenithresearch.org.in

Analysis & Discussions:

By going through above demographic profile of employees it can be understood that the
perception of employees towards relationship with employer totally depends on the age,
education and annual income of the employee. Basing upon these factors the opinions of the
respondents were collected which was rated on a 5 point scale starting from Highly significant
to Not Relevant. They are as follows:
Incentive Schemes Q1
Non-Monetary benefits Q2
Job duties Q3
Authority and Responsibility Q4
Recognition of work Q5
Promotion Policy Q6
Work environment Q7
Freedom at work Q8
Attitude of peers Q9
Relation with subordinates Q10

Mean Mean Mean Mean Mean Mean Mean Mean Mean Mean
Age
Q1 Q2 Q3 Q4 Q5 Q6 Q7 Q8 Q9 Q10

35 2.94 2.67 2.78 2.62 2.72 2.71 2.88 2.55 2.87 2.52

36-
2.81 2.71 2.87 2.69 2.64 3.06 2.82 2.80 3.01 2.56
50

>50 2.86 3.03 2.38 2.61 2.76 2.96 2.69 2.65 2.97 2.64

The table reveals the analysis of the opinion of employees of different age groups, with respect
to the factors that influence the relations with employer. Because of their various factors like
domestic and professional life, people of different ages express different behavior in various
situations. The expectations on relationship with employer also varies as they belong to different
age group, the tables shows that employees having age less than 35, since they show dynamism
in work and behavior opine that incentive schemes and working environment are the couple of
factors that are to be considered in relationship with employer, as employees are of young age
and fresh show more commitment and may have more expectations towards their incentives and
other factors like environment in which they are working. The age group of 36-50 because of
having experience in the company and the system, they opine that questions job duties, authority
& responsibility, promotion policy, freedom at work and attitude of peers are key factors in
employee employer relationship. The age group >50 are not dynamic workers opine that
questions non monetary benefits, recognition of work and relationship with subordinates are
factors in employee employer relationship.
Since education helps people in analyzing different factors in an extensive way, we find
significant differences in the opinions of the employees when we classify them on the basis of
their educational qualification.

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ZENITH International Journal of Business Economics & Management Research__________ ISSN 2249-
8826
ZIJBEMR, Vol.5 (1), JANUARY (2015)
Online available at zenithresearch.org.in

Mean Mean Mean Mean Mean Mean Mean Mean Mean Mean
Education
Q1 Q2 Q3 Q4 Q5 Q6 Q7 Q8 Q9 Q10

SSC / Inter 2.66 2.98 2.78 2.72 2.70 2.95 2.62 2.79 2.55 2.49

Graduation 2.67 2.83 2.68 2.85 2.59 3.02 2.72 2.79 2.68 2.71
Post
3.08 2.63 2.65 2.50 2.75 2.73 2.92 2.60 3.13 2.45
Graduation
Professional 2.94 2.56 2.70 2.50 2.78 2.92 2.94 2.50 3.06 2.64

The table reveals the analysis of the opinion of respondents by their mean values with respect
to factors that influence the relations with employer. As the level of education that they have
in their life will help them in understanding different factors intensely. The experience on
relationships also varies as they have different education the table reveals that employees
having professional education opine that recognition at work and work environment are
couple of factors that are to be considered as in having healthy relationships in the
organizations. Next the employees who have graduation as their education qualification,
opine that authority & responsibility, promotion policy, freedom at work and relation with
subordinates are risk factors play vital role in employee employer relationship. The who
have post graduation level of education might be in the era of settlement and not dynamic
decision makers opine that factors like incentive schemes and attitude of peers will influence
the relationship So, finally employees who have ended their education at SSC level or
intermediate level and settled in doing their job and not enough capable of judging factors,
consider that non monetary benefits and job duties are couple of factors will play a key role
in making healthy relationships. Thus different education background people will have
different perception levels.

Annual Mean Mean Mean Mean Mean Mean Mean Mean Mean Mean
Salary Q1 Q2 Q3 Q4 Q5 Q6 Q7 Q8 Q9 Q10
<3
2.77 2.83 2.72 2.67 2.85 3.07 2.77 2.73 2.85 2.44
Lakhs
3.1 - 6
3.01 2.60 2.83 2.53 2.57 2.82 2.93 2.56 2.93 2.58
Lakhs
>6
2.95 2.86 2.56 2.72 2.72 2.63 2.81 2.61 3.01 2.65
Lakhs

The table reveals the analysis of the opinion of respondents by their mean values with respect
factors that influence the relations with employer. Basing on their education and also might
be because their occupation individuals experience different monetary benefits, the tables
shows that employees who have annual income <3 lakhs, opine that factors like recognition
of work, promotion policy and freedom at work place will play vital role in perception of
employees towards their relationship with employer. Next the employees, who have their
annual income between 3.1 6 lakhs, percept that incentive schemes, job duties and work
environment are factors that influence relationship with employer. The employees whose
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ZENITH International Journal of Business Economics & Management Research__________ ISSN 2249-
8826
ZIJBEMR, Vol.5 (1), JANUARY (2015)
Online available at zenithresearch.org.in

annual income is more than 6 lakhs opine that non monetary benefits, authority &
responsibility, attitude of peers and relation with subordinates are vital factors that may effect
relationship between employee and employer.

Suggestions:
For better understanding and communication, interaction should be at all levels of
management interpersonal communication needed to be given importance at all levels of
management.
Arrangement of team outings with family and social meetings like birthday
parties, attending colleague marriages at all levels of employees.
The non monetary benefits must be improved more in order to maintain a good
employee employer relationship. More emphasize on fringe benefits.
As per the analysis there should be freedom at work for better productivity.
Strong HRD changes are to be made. Revision of HR policy is strongly suggested.
There should be adequate job supervision in order to increase the morale of the
employees in the organization.

REFERENCES:
www.slideshare.net/kushising/employer-and-employee-relations
Gary Dessler: Human Resources Management, PHI Private Limited, New Delhi, 2007.
K Aswathappa: Human Resource and Personnel Management, Tata McGraw Hill, New
Delhi, 2007.
Subba Rao P: Personnel and Human Resource Management-Text and Cases, Himalaya
Publications, Mumbai.

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