American Journal of Humanities and Social Sciences Research (AJHSSR)
2018
American Journal of Humanities and Social Sciences Research (AJHSSR) e-ISSN :2378-703X Volume-02, Issue-12, pp-52-59 www.ajhssr.com
Research Paper
Open Access
Relationship Management: A Critical Organizational Success Factor among Hotels in Rivers State. 1
TAMUNOMIEBI, Miebaka Dagogo PhD. ; 2DAGOGO ELI LEGG-JACK; 3 ADIM, CHIDIEBERE VICTOR
1
Department of Management, Faculty of Management Sciences, Rivers, State University, Nkpolu-Oroworukwo, PMB 5080, Port Harcourt, Nigeria. 2 Doctoral Candidate Department of Management, Faculty of Management Sciences, Rivers State University, Nkpolu- Oroworukwo, PMB 5080, Port Harcourt, Nigeria. 3 Department of Management, Faculty of Management Sciences, Rivers State University, Nkpolu-Oroworukwo, PMB 5080, Port Harcourt, Nigeria.
ABSTRACT: Building a good relationship with an employee is the best way to close the employee‘s productivity gap. The Relationship Management set of competencies includes essential Social Skills. Developing others involves sensing people‘s developmental needs and bolstering their abilities—a talent not just of excellent coaches and mentors, but also out-standing leaders. The purpose of this paper therefore is to examine Relationship Management: A Critical Organizational Success Factor among hotels in Rivers State. The population of this study consisted of all registered and functional 3-Star Hotels in Port Harcourt, Rivers State. Thus, our target population comprised of only 3-Star Hotels that are registered with the Chamber of Commerce, Industry, Mines and Agriculture (PHCCIMA) Rivers State branch. These hotels are also registered in the latest Rivers State Yellow Pages Directory 2013/2014. Preliminary investigation revealed that there are 269 registered Hotels in Rivers State (Yellow Pages Directory, 2013/2014) out of which 14 are 3-star hotels. 42 managers constituted the respondents of the study. Findings revealed a significant positive relationship between relationship management and organizational success factor and thus recommends that hotel management need to nature team spirit by clarifying roles and responsibilities, encouraging respect for each other‘s differences, spending time out together as a team, sharing plans, common goals and avoiding the blame game.
KEYWORDS: Relationship Management, Organizational Success, Hotels I.
INTRODUCTION
Employees are the central point in the triumph of every organization. If the employees work together and carve up a good relationship with employers they can attain their tasks much quicker. Managing employee relationship is imperative and precious to the organizational success and achieving spirited benefit. The need to manage the relationships that exists between the employers and employees has been at the forefront ever since the beginning of industrial revolution. Effective employee relationship management is vital to the workplace, whether at the time of recruitment, during an employees‘ tenure or at the time of separation (Rose, 2008). Maintaining healthy employee relationship through effective management is a pre-requisite for organizational success. High job satisfaction is achievable with great working relationships between labour and management (Boyle, 2006). Employee relationship management is an art which effectively monitors and manages the relation between individuals either of the same team or from different teams. Employee relationship management activities helps in strengthening the bonds among the employees and ensures that each one is contented and enjoys a healthy relation with each other in the organization. Improvements in the management of employee relationships in organizations brings more positive aspects to the firm than just increased employee motivation (Grant, 2007; Gegax & Grimme, 2006) and promises employees greatest possible satisfaction of their individual needs; while to the employers, it promises increased attraction, retention, motivation and performance of employees (Schweitzer & Lyons, 2008; Wargborn, 2009) and improves employee morale (Harrison et al. 2001). However, the effectiveness of such relationship management practices is perceived differently between employees and employers. Employees generally may be less constrained in their criticism of workplace relations than managers who are more directly responsible for them. This paper seeks to examine the essence of relationship management and its critical nature to organizational success.
AJHSSR Journal
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