The impact of employee relations on labour stability: A case study of Ssabagabo Sub-county Headquarters-Makindye.
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Date
2009-01
Authors
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Publisher
Kampala International University, College of Economics and Management Sciences .
Abstract
The study intended to investigate the Impact of Employee Relations on the rate of Labour
Stability mainly at SCHQs- Makindye while being guided by a problem statement that is to say
Employee Relations is a gate way to labour stability justified by foreign countries like United
States where employees are treated as great resources resulting into lower labour turnover rates in
the country (Pastay G. 2001). However, at SCHQs- Makindye, the concept seemed to have been
taken for granted which forced the researcher to end up conducting a detailed research in order to
examine the impact of employee relations on the rate of labour stability.
The main specific objectives of this study were to investigate the relationship that existed
between industrial democracy on the rate if labour stability, the importance of participation and
involvement on the rate labour stability and lastly the effects of leadership style on the rate of
labour stability respectively. In data collection process, the researcher employed instruments like
closed and self administered questionnaires and interviews for primary data and extensive library
research for secondary data which were all analyzed using Microsoft excel, presented in tables
and pie charts for easy interpretation.
In as far as findings are concerned, the study found out that industrial democracy is a road map to
knowledge management and a way of streamlining sub-county activities using methods such as
delegation, motivation, transparency and good leadership styles. the study further found out that
participation and involvement are practices important in promoting decision making process and
problem solving activities and that leadership is an integral part of management AND every one's
business in an organization justified by the participate style that was popularly used at the sub county.
However, the study revealed that the activities which this research rotated on such as
industrial democracy, participation and involvement plus leadership style were practiced in
favour of the ruling party while segregating other parties at the sub-county.
Further more the study found out that the sub-county had inefficient suggestion boxes and poor
treatment of employees revealed by low wages and salaries that they were getting compared to
the standards of living.
Thus, it can be recommended that all sub-county employees should be allowed to participate in
the sub-county activities regardless of the political party in which they belong and financial
rewards should be properly integrated in the total systems of promoting good employee relations
in order for labour stability to prevail at the sub-county.
Description
A research report submitted to the School of Business
and Management in Partial Fulfillment of the
Requirements for Award of Degree in Human Resource Management
of Kampala International University.
Keywords
Labour Stability, Employee Relations, Impact, Makindye Division, Kampala