The employees work performance is one of the primary factors within an organization for increasing and maintaining the productivity of a given business organization. On the other hand, in the contemporary business environment, executive managers are highly significant in ensuring the success of a given organization. One of the leading factors in ensuring the growth of a company is an effective relationship between the executive managers and their employees (Park, 2013). An effective communication system between employees and their managers is essential for the sufficient performance of an organization because it creates an environment for commitment and encourages team cooperation, builds trust between the managers and employees, and develops a positive relationship between the employees and their managers (Park, 2013).
The recent empirical studies on this topic have indicated that written and verbal communication between the employees and their managers is highly essential in ensuring the success of a given organization (Park, 2013). the studies further state that the managers or supervisors should develop an effective communication system through which they can share their visions, changes and the company’s objectives with their employees (Park, 2013). In this regard, it is evident that effective managerial communication and interactions with the employees improve the employees’ quality of work. For instance, the effective employee-management relationship sufficiently improves the total quality of work within a given organization, and it is also one of the key ways of improving employees’ commitments towards realizing an organization’s set goals and objectives (Park, 2013).
The purpose of this research project is to investigate the effects of employees’ relationships with their managers in determining the quality of their work output.
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"The Effect of the of Employees’ Interaction with their Managers on the Quality of Work".
In order to improve the outcome of this research project, this study relies on three hypotheses to help in improving the results of this project and they include, (1) the workers who have quality relationships with their supervisors or managers are most likely to have their tasks executed accurately more than their colleagues who have low-quality relationships with their supervisors or managers. (2) The employees or workers who have quality relationships with their supervisors or managers are most likely to have their tasks executed in a thorough manner than their colleagues who have low-quality relationships with their supervisors or managers. And lastly (3) the workers who have quality with a high level of attentiveness than relationships with their supervisors are most likely to have their tasks executed than their colleagues who have low-quality relationships with their managers.
The importance of this study is to test some common statistics, trends, and facts relating to managers-employees’ interactions and how this relationship is significant in affecting the productivity of the employees and the organization in general. The manager-employee interaction is one of the leading primary factors that have been identified to improve the success of a given organization in any company throughout the world. Basing facts on this notion, it is important for any organization to improve its management and employee interaction to ensure its survival in the industry it is situated in and also to gain much competitive advantage for its products or goods.
Manager to employee interaction is the process of managing the effective relationships between the managers and employees to ensure that both the stakeholders work in accordance to the realization of a company’s goals and objectives. A company’s human and resource management department is charged with the mandate of ensuring that the executive, managers, and supervisors are coached and trained on how they should effectively relate with the employees, and the methods they should rely on to supervise that kind of relationships, in order to ensure that there is a perfect relationship between them and the employees and that the quality of work of the employees is effectively improved (Park, 2013). Basically, work quality or “Quality of Work” is one of the primary element that an organization uses to evaluate employees’ performances (Park, 2013). a given organization always ensures that it aligns its employees’ work and performances towards realizing the organization’s goals and objectives and a deviation from achieving the organization’s set goals is considered as an underperformance from a given team or individual employee. Therefore, it is the responsibility of the executive and managers to ensure that they set an effective communication channel and relationships such that they offer potential help and assistances to the employees in order to improve their quality of work.
So far this research project has only relied on a single literature review source which is “The Essential of Research Methods by Keeok Parks”, which has not provided enough theoretical and empirical pieces of evidence to support the study’s hypotheses and research topic. However, this resource is essential for this study because it helps in driving the motive of this research project home by assisting in focusing on how low or high employee-manager interactions can improve the employees’ quality of work and the general outcome of the organization’s objectives towards achieving its key agenda and realizing improved profit margins. Therefore, in order to improve the quality of this research based on literature review and past empirical studies on the same topic, more past studies on the same topic and data will be used and analyzed alongside the primary data collected for this project in order to ensure that the results obtained are robust and sufficient enough in order to provide accurate results for this study.
