Human Relations Practices Research Articles

Local community perceptions on human wildlife interactions in the face of climate variability. A case of Nyaminyami community, Zimbabwe

Human interactions with wildlife, both positive and negative, have defined the nature of human wildlife relations throughout history. Along with human wildlife interaction, Climate change exacerbates the complexity and consequences of human wildlife interactions, particularly those that rely on flora and fauna for tourism and development. This study assesses the interrelatedness and causes of human wildlife interactions and climate variability and the impact they have on livelihood. Two hundred and fourteen people randomly selected from four wards in the Nyaminyami community in Mashonaland West, Zimbabwe were interviewed. Four focus group discussion sessions with randomly selected residents were also conducted in each ward. Results from the study show that respondents were concerned that human wildlife interactions resulted in human wildlife conflict, and that anthropogenic factors contributed immensely to an increase in the problems faced by local communities. Most of these concerns stemmed from specific areas (wards) where factors such as competition for resources, settlement in wildlife corridors, agricultural activities, tourism and increasing human induced climate change are accelerating human wildlife conflict. Results also show that human related practices contributed to human wildlife interaction in all the four wards. Discussants reported climate change, competition over resources and living close to protected areas as the major factors influencing human-wildlife conflict. It is recommended that communities be educated on, and need to embrace climate change and adapt to it. It is also important that any tourism ventures in the district involve the communities so that they directly benefit from and see the value of living with wildlife and learn to coexist. Proper land use planning is also paramount before any settlements are allocated to avoid living close to protected areas.

Employee feedback: how to provide feedback and recognition regularly

Purpose This paper explores the transformative impact of regular employee feedback and recognition in the workplace. This study aims to provide a comprehensive understanding of the role of feedback in fostering a culture of accountability and appreciation, thereby improving organizational effectiveness and employee satisfaction. Design/methodology/approach The paper adopts a qualitative approach, drawing on extensive professional experience and contemporary Human Relations practices. It synthesizes insights from various employee engagement strategies, feedback mechanisms and recognition programs implemented in diverse organizational settings. The methodology includes an analysis of best practices in feedback delivery, the role of technology in Human Relations and the challenges of implementing effective feedback systems. The approach is grounded in practical Human Relations expertise, offering a real-world perspective on managing employee engagement. Findings This paper finds that clear communication of expectations, setting achievable goals, providing resources and acknowledging success are key to effective feedback. The study also reveals the importance of personalized, empathetic feedback approaches and the strategic use of technology in HR processes. Research limitations/implications The insights presented are based on the author’s extensive experience and existing literature, which may not encompass all possible scenarios in diverse organizational contexts. Future research could benefit from empirical studies to validate these findings across different industries and company sizes. Practical implications This paper offers actionable strategies for HR professionals and managers to enhance employee engagement through effective feedback and recognition. The paper also discusses the integration of technology in feedback processes and the importance of ongoing training for effective feedback delivery. These insights are valuable for organizations aiming to foster a positive work environment and high employee morale. Social implications The study highlights the social dimension of workplace feedback, emphasizing its role in building a supportive and inclusive work culture. It underscores the importance of recognizing diverse feedback preferences and the impact of empathetic, personalized communication on employee well-being and job satisfaction. The paper advocates for feedback practices that contribute to a more engaged, motivated and socially connected workforce. Originality/value This paper offers a unique blend of practical HR expertise and strategic insights into employee feedback and recognition. It fills a gap in the literature by providing a comprehensive view of the impact of feedback on employee engagement and organizational performance. The paper’s value lies in its practical applicability and its contribution to the understanding of effective feedback strategies in modern workplaces.

The Impact of Human Relations Practice on Organizational Performance: Evidence from Rural Banks in Ghana

Human relation is a definitive management function which help to establish and maintain a mutual line of communication, understanding, acceptance and cooperation between and organization and its human. The purpose of the study was to investigate the impact of human relations practices on organizational performance in selected Rural Banks in the Ashanti Region of Ghana. The study used a quantitative research approach and a non-probability sampling method. The demographic data was evaluated using frequencies and percentages, while the Statistical Package for Social Sciences (SPSS) version 26 was used for the analysis. The study found that effective human relation practices and policies have a significant positive impact on employee satisfaction and ultimately improve the overall organizational performance of banks in the rural areas. It was recommended that organizations should educate their employees on the importance of human relations and how it can improve productivity. Also, management of the selected rural banks should prioritize employ-ee engagement, by creating a positive work environment, providing job security and opportunities for training and development.

Human-related lean practices for manufacturing SMEs’ lean transformation: a systematic literature review

PurposeDemanding and highly competitive business environment has stimulated small and medium enterprises (SMEs) to restructure their manufacturing practices. Lean manufacturing (LM), a comprehensive alternative, is now being adopted, notably by manufacturing organizations, to increase business effectiveness and performance through a variety of lean approaches. Lean implementation, however, ran into a number of difficulties, which showed that non-technical factors such as human-related practices must also be integrated if lean is to be successful. This study aims to examine a thorough overview of the various human-related lean practices (HRLP) mentioned in recent literature and to determine which of them is more pertinent to a successful LM implementation in SMEs.Design/methodology/approachA total of 193 publications published in 45 journals between 2013 and 2023 and based on the 4 reputable publishers, namely, Science Direct, Emerald Online, Taylor and Francis and Springer Link, were gathered based on a systematic literature review of peer-reviewed journal articles in LM.FindingsThe amount of research on human resource management and lean management that has been conducted has increased dramatically during the past few years. The outcome of this study will offer a thorough analysis of soft lean practices found in the LM literature that manufacturing SMEs should take into account while implementing lean.Research limitations/implicationsThe scope of this research is restricted to a survey of scholarly works using the terms “Lean manufacturing” or “Lean production” as well as “human” or “people” or “soft-lean practices” in the title. Furthermore, only works published in scholarly publications that have undergone peer review were included. Also, due to the authors’ linguistic restrictions, only English articles were used. The HRLP linked to a smooth lean transition are described in this research. Thus, it can be used to assist the production and human resource departments in raising an organization’s long-term performance.Originality/valueThe study gives researchers a better grasp of the direction the subject is taking and what gaps still exist, which aids them in focusing their research on HRLP in small- and medium-sized businesses.

Impacts of human-related practices on Ommatissus lybicus infestations of date palm in Oman.

Date palm cultivation is economically important in the Sultanate of Oman, with significant financial investments coming from both the government and private individuals. However, a widespread Dubas bug (DB) (Ommatissus lybicus Bergevin) infestation has impacted regions including the Middle East, North Africa, Southeast Russia, and Spain, resulting in widespread damages to date palms. In this study, techniques in spatial statistics including ordinary least squares (OLS), geographically weighted regression (GRW), and exploratory regression (ER) were applied to (a) model the correlation between DB infestations and human-related practices that include irrigation methods, row spacing, palm tree density, and management of undercover and intercropped vegetation, and (b) predict the locations of future DB infestations in northern Oman. Firstly, we extracted row spacing and palm tree density information from remote sensed satellite images. Secondly, we collected data on irrigation practices and management by using a simple questionnaire, augmented with spatial data. Thirdly, we conducted our statistical analyses using all possible combinations of values over a given set of candidate variables using the chosen predictive modelling and regression techniques. Lastly, we identified the combination of human-related practices that are most conducive to the survival and spread of DB. Our results show that there was a strong correlation between DB infestations and several human-related practices parameters (R2 = 0.70). Variables including palm tree density, spacing between trees (less than 5 x 5 m), insecticide application, date palm and farm service (pruning, dethroning, remove weeds, and thinning), irrigation systems, offshoots removal, fertilisation and labour (non-educated) issues, were all found to significantly influence the degree of DB infestations. This study is expected to help reduce the extent and cost of aerial and ground sprayings, while facilitating the allocation of date palm plantations. An integrated pest management (IPM) system monitoring DB infestations, driven by GIS and remote sensed data collections and spatial statistical models, will allow for an effective DB management program in Oman. This will in turn ensure the competitiveness of Oman in the global date fruits market and help preserve national yields.

SOFT LEAN PRACTICES FOR SUCCESSFUL LEAN PRODUCTION SYSTEM IMPLEMENTATION IN MALAYSIA AUTOMOTIVE SMES: A PROPOSED FRAMEWORK

Challenging and competitive business environment has prompted the automotive industry to restructure its manufacturing practices. Nowadays, Lean Manufacturing (LM) has been widely implemented in the automotive industry. LM supported the manufacturing companies, particularly automotive manufacturers in becoming world class manufacturers through various lean practices. However, lean implementation faced various obstacles such as the lack of management commitment and support, the absence of organizational communication, employees’ attitude and many more. It is also indicated that lean implementation success factors are not merely due to technical practices but also with the integration of non-technical aspects such as human-related practices. This paper aims to investigate the Soft Lean Practices that are necessary for the successful implementation of the Lean Production System (LPS) in the Malaysian Automotive SMEs. The result of this paper will provide a detailed review of Soft Lean Practices within the LM literature that should be considered by the organizations when implementing lean. A framework was also developed through an extensive review of Soft Lean literature.

YMCA training of industrialists in human relations

The involvement of the YMCA in fostering the idea of human relations training for industrialists was a natural outgrowth of its history and mission. It found itself in the position to bring together the social gospel ideas and the industrialists who were seeking ways to implement these ideas into their businesses by virtue of its existing interest in the welfare of the industrial worker and its own training needs. The YMCA took advantage of its unique situation to establish a forum which could provide training in human relations practices and purposes through its “Human Relations in Industry Summer Conferences.”.

Human Relations Training for Middle Management: A Field Experiment

A field experiment was conducted in a specialty steel plant that was attempting to improve human relations practices. The research design included the use of an experimental and a control group and...

Human Relations Training for Middle Management: A Field Experiment.

A field experiment was conducted in a specialty steel plant that was attempting to improve human relations practices. The research design included the use of an experimental and a control group and...

Laboratory training and supervisory attitudes.

Previous smdies have reported significant changes in supervisory atrimdes as a result of laboratory training. Carron ( 1 9 6 4 ) , utilizing the Leadership Opinion Questionnaire and the Sanford F scale, reported significant changes toward democratic attitudes among supervisors as long as 17 mo. after training in human relations. Gassner, Gold, and Snadowsky (1964) also found increased understanding of and better attitudes toward democratic leadership following such training. This srudy was conducted to evaluate the changes in attitude toward supervisory practices d u r ~ n g a management development rraining program involving a 1-wk. T-Group. Procedure.-Twenry employees of The Dow Chemical Company completed a Special Training Program designed to familiarize them with management principles. All of the employees were male college graduates chosen for their supervisory potential. None were in a supervisory position at the time of training. The Special Training Program consisted of a 1-wk. T-Group and seven 1-day lectures by management specialists spaced 1 wk. apart. The Supervisory Index (SI; Science Research Associates) and the Leadership Opinion Questionnaire (LOQ; Science Research Associates) were administered to all trainees before and after the entire training program. Differences berween scores on each subtest were tested with the Wilcoxon matched-pairs signed-ranks test. Results.-Sum of the ranks (Tc) and critical values of T on SI Management, Supervision, Employees, and Human Relations Practices, and on LOQ Srrucmre and Consideration were 68.6 ( T = 4 0 ) , 89.5 ( T = 5 9 ) , 45.2 ( T = 3 5 ) , 33.5' (T = 3 5 ) , 54.5 (T 5 52) and 88.5 ( T = 6 6 ) , respectively. Only one subtest from either scale showed a significant difference. Human Relations Pracdces was higher on the Supervisory Index after training. This is hardly encouraging. One significant change among six subtests could result from chance factors. N o change in supervisory behavior was detected by either index, thus laboratory rraining evidently does not produce changes in a trainee's attitudinal structure which are detectable by these instruments. These results contradict previous studies. It seems possible that laboratory training does not change supervisory attitudes, or that the measuring instruments are not adequate for detecting the type of change which occurs. Also, management lectures may have interfered with results of the T-Group, but we feel it is more likely that the content of the lecmres reinforced the purposes of laboratory training. The T-Groups were conducted by experienced trainers, so it is also difficult to criticize the actual laboratory procedures. Further study is in order.