THE INFLUENCE OF INTERPERSONAL WORKPLACE RELATIONSHIPS ON EMPLOYEES’ OVERALL PERFORMANCE

1.1 Background to the Study Organizations, whether in the public or private sector, rely heavily on various forms of communication to convey their messages to their intended audience or to reinforce their mission and vision. Effective communication serves as a cornerstone in facilitating awareness and understanding within an organization. Oftentimes, employees may exaggerate their productivity levels in the workplace, especially when communication is perceived to be functioning optimally. This includes instances when information about organizational policies and procedures is readily available, accurate, and timely—fostering positive perceptions and responses from employees (Abushawish, 2015). In today's world, only a few large-scale organizations have made deliberate efforts to prioritize effective communication practices. Many managers mistakenly believe that collaboration is a straightforward task that requires little skill or effort. However, research shows otherwise. The level of interaction within an organization can significantly influence its survival and growth. A major concern arises when leadership assumes that merely informing employees about daily activities is sufficient for maintaining effective communication. According to Ahmad (2020), employees who engage in productive work benefit immensely from having access to two-way communication channels, which instill a sense of purpose and help fulfill their emotional and social needs. Pradeep (2021) observed that even though management may attempt to engage employees through internal publications such as workplace newsletters or magazines, many critical communication channels remain underutilized. He emphasized that relying solely on such publications is insufficient and lacks the ability to positively impact an organization’s continuity. Instead, fostering open and reciprocal dialogue is essential for enhancing workforce morale and commitment. Furthermore, Pradeep argued that organizational success can be significantly boosted when employees are encouraged to participate in decision-making processes, particularly those concerning policy formulation. Such inclusion contributes to increased employee loyalty and higher productivity levels. A lack of effective communication between management and employees can create a sense of mistrust, disrespect, or under-appreciation among workers. This perception can hinder workplace morale and affect performance outcomes. The research highlights that employees are among the most valuable assets of any organization, and it is, therefore, crucial for managers to promote an open flow of communication that enhances both organizational success and employee output. Internal communication plays a vital role in coordinating ethical behavior, initiating development strategies, efficiently mobilizing resources, and guiding recruitment, training, and performance assessment. Similarly, external communication is essential for maintaining relationships with clients, suppliers, government bodies, and other stakeholders. Management must engage effectively with both internal and external parties to ensure operational efficiency. Communication is undeniably one of the most critical components of organizational success in the modern era. It functions as the operational backbone that drives performance, shapes outcomes, and determines the long-term effectiveness of any institution. Hence, this research aims to explore The Influence of Interpersonal Workplace Relationships on Employees’ Overall Performance. 1.2 Statement of the Problem As highlighted by Huang (2019), employee engagement remains a vital aspect of organizational life. The development of workplace relationships is deeply rooted in communication, which is essential for an organization’s longevity and prosperity. They assert that communication is not only central to employee engagement but also foundational to an organization’s overall success. Work environments differ significantly across regions, economies, and cultures, and many organizations today operate within complex structures that complicate reporting lines and responsibilities. In such environments, overlapping roles may occur, where subordinates are assigned more responsibilities than their superiors, leading to confusion and inefficiency. Research indicates that clear and effective communication enhances employees' ability to coordinate activities and achieve collective objectives. This is particularly important during phases of social integration, decision-making, conflict resolution, and change management. These stages require employees to work collaboratively toward shared goals, emphasizing the importance of interpersonal communication in achieving organizational aims. Most organizations today are preoccupied with identifying the most effective communication strategies to engage their internal and external stakeholders. Establishing strong interpersonal relationships in the workplace contributes significantly to the successful execution of tasks and overall employee performance. Therefore, this study seeks to critically examine The Influence of Interpersonal Workplace Relationships on Employees’ Overall Performance. 1.3 OBJECTIVE OF THE STUDY The general objective of the study is An Examination of the Influence of Interpersonal Workplace Relationships on Employees’ Overall Performance . The specific objectives is as follows: 1. To understand the importance of good employee relationship. 2. To find out the factors affecting good employee relationship. 3. To analyze the impact of good employee relationship on employee overall performance. 4. To establish the extent to which good employee relationship has improved employees’ overall performance. 1.4 RESEARCH QUESTIONS 1. what is the importance of good employee relationship? 2. what are the factors affecting good employee relationship? 3. what is the impact of good employee relationship on employee overall performance? 4. what is the extent to which good employee relationship has improved employees’ overall performance? 1.5 RESEARCH HYPOTHESIS The following hypothesis have been formulated for this study H0: The extent to which good employee relationship has improved employees’ overall performance is high HA: The extent to which good employee relationship has improved employees’ overall performance is low 1.6 SIGNIFICANCE OF THE STUDY The findings of the study would be useful to managements as it provides information about their communications processes, procedure, and services.and managers will gain understanding of the impact of good communication as a result of the research. The study will be significant to the academic community as it will contribute to the existing literature 1.7 SCOPE OF THE STUDY The study will understand the importance of good employee relationship. The study will also find out the factors affecting good employee relationship. The study will further analyze the impact of good employee relationship on employee overall performance. Lastly, the study will establish the extent to which good employee relationship has improved employees’ overall performance. Hence, this study is delimited to Nigerian bottling company Lagos State. 1.8 LIMITATION OF STUDY This study was constrained by a number of factors which are as follows: just like any other research, ranging from unavailability of needed accurate materials on the topic under study, inability to get data Financial constraint , was faced by the researcher ,in getting relevant materials and in printing and collation of questionnaires Time factor: time factor pose another constraint since having to shuttle between writing of the research and also engaging in other academic work making it uneasy for the researcher 1.8 DEFINITION OF TERMS Good relationship: Partners respect each other's independence, can make their own decisions without fear of retribution or retaliation Work Place: How well an individual executes a Task, position, mission, or role is called work performance. this includes tangible things like revenue targets as well as intangible things like communication. performance Is evaluated In relation to documented responsibilities, objectives, goals, and reasonable expatiations associated with position, profession, and industry. Performance: Performance is the action or process of performing a task or function