THE IMPACT OF EMPLOYEE RELATIONS ON LABOUR STABILITY: A CASE STUDY OF SSABAGABO SUBCOUNTY HEADQUARTERS-MAKINDYE

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 nad every one's business in an organization justified by the participative style that was popularly used at the subcounty. 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 patticipate 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.