ABSTRACT
This research work tied
to find out if industrial relation is vital in the settlement of disputes in an
organization. This research work consists of fire chapters.
Chapter one contains a
general discussion of industrial relation as seen by different people. It
went further to state the problems to be studies and why this study was carried
out, the scope and limitation of the study and finally the research question
and references.
Chapter two contains a
number of past related literature, examined by other studies as it relates to
how industrial relation is vital in the settlement of dispute in an
organization.
Chapter three deals with
the design of the study, the methods used in collecting relevant data. It
is also deals with ways limit the study of this work. The data got from
the research survey were analyzed and interpreter in chapter four and also
hypothesis were tested.
Finally, the summary of
findings, conclusion on the research and
recommendation made by
the researcher are highlighted in chapter five.
If the organization
would put the recommendations made in this study to work, they will not only
achieve efficient and effective management but also achieve their goal that is
profit maximization.
TABLE OF CONTENTS
CHAPTER ONE
INTRODUCTION
1.1
Background of the study
1.2
Statements of problems
1.3
Purpose of the study
1.4
Scope of the study
1.5
Research questions
1.6
Research hypothesis
1.7
Significance of the study
1.8
Limitations of the study
1.9
Definition of terms.
References.
CHAPTER TWO
LITERATURE REVIEW
2.1
An overview of industrial relation
2.2
Concept of conflict
2.3
Cause of conflict
2.4
Collective bargaining
2.5
Procedure for conflict
CHAPTER THREE
RESEARCH DESIGN AND
METHODIOLOGY
3.1
Research design
3.2
Area of study
3.3
Population of the study
3.4
Sample and sampling procedure/techniques
3.5
Instrument for data collection
3.6
Validation of the instrument
3.7
Reliability of the instrument
3.8
Method of data analysis
3.9
Method of data collection.
Reference.
CHAPTER FOUR
DATA PRESENTATION AND
ANALTSIS
4.1
Presentation and analysis
4.2
Testing of hypothesis
4.3
Summary of the result.
Reference.
CHAPTER FIVE
SUMMARY OF FINDINGS
5.1
Conclusion
5.2
Recommendations
5.3
Suggestions for further research
5.4
Implication(s) of research findings
QUESTIONNAIRES
APPENDIX
BIBLIOGRAPHY
NEWSPAPERS AND JOURNALS.
CHAPTER ONE
INTRODUCTION
1.1
BACKGROUND OF THE STUDY.
The industrial relation
is a discipline that deals with the relationship between employers and
employers as they interact with each other.
Looking backward
historically, one can say that the coming of the whitemen to the third world
countries like Nigeria ushered in so many changes in the way of life of our
people including the replacement if our communal world relations by paid
employment system. The able bodied men and woman in the society were
employed.
For construction of rail
way line, motor highways, se5rvants to the white masters are over laboured and
as well needed for other jobs that needs strength these men were then
remunerated in money but the introduction of ax, made almost compulsory for the
adult, makes engage themselves in one form of paid employment or the other.
With the growth of paid
employment, there come the need for some kind of job regulation between
employers on the other hand acting as a group or unions.
In industrial relations,
the government or its agent takes the position of an empires or moderators
during the employers and employees controversial negotiations.
Hence it is usually said
that industrial relations involves three parties such as the employers,
employees and the government or its agency as the empire. This is called
tripartite negotiations or dialogue, all these are geared towards maintaining
good industrial harmony between the workers and the management or employers.
At first, the workers
union often resorts to strike action of making their feelings known to the
management to obtain their demand to substitute the collective bargaining for
the feeble effort or complete surrender of individual works dealing with
employers to compli8cate what has been considered as a matter of “free”
individual relations between employers and employees. It is in this
regard that the term industrial relations evolved as a study of an economic
class conflict between the haves or the bourgeoisies and the have not or the
proletarians vice versa.
Moreover, the ultimate
nature of the conflict was perhaps seriously misunderstood as indicate in the
fieriness with which it was and still indeed frequently waged. This can
be seen when it involve the burning of factory machines distraction of
manufacturing properties, dismissed imprisonment and even shooting of workers
as experienced by the coal miners in Iva valley in 1949 at Enugu which gave
rise to the formation of Nigeria labour congress (NLC).
All these features in
the custody of industrial used countries. Inspite of the opportunities to
have been benefited from lesion of history, this manifestation of industrial
conflict have also been apparent in the developing countries especially in the
third world countries like Nigeria.
However, the industrial
conflict has no final victor or permanent vanquish as each of the parties are
mutually supportive. As Ivor Kenny put it, there is fundamental
conflict of power between those in authority and those over whom authority is
exercised.
1.2 STATEMENT
OF PROBLEM.
Through industrial in
both public and private industries are believe to be inherent and normal, for
the employer seeks to obtain labour at the most economic rate (as he does with
all other resources) and the employer seeks to sell his labour for the
best possible return as all supplies do.
Inspite of the fact that
Nigeria has been witnessing a myriad of industrial unrest, ranging from minor
unrest within private industries and state government establishment and
parastalals to the nation wide strikes in Nigeria
The cause of these4
strikes have been generally suspected to be as a result of poor management of
these establishments, poor states of the nations economy, non-payment of
workers salaries and bonuses, incessant lay-off and in some situation complete
liquidation of some companies or an organization.
Moreover, in every work
situation, differences of opinion will arise over working methods, conditions
and rates of pay, if relationships are poor, these differences will develop
into confrontation which may in turn result to open disputes involving either
strike action and stoppages or the failure of workers and management to
co-operate fully.
Apart from losses in
output which such dispute can cause, the long term effects can be poor
industrial relations is likely to face industrial disputer.
Most of these public
organizations are concerned with the provision of vital goods and services,
sometimes undermonpolistic conditions.
Moreover, looking
critically into the associated problems of industrial relation as a discipline,
it can be categories into the following:
a.
How to organize productions and shares the returns of other joint endeavors as
regards to employees and employers.
b.
The employers are primarily concern on maximizing the returns from their
investment while the employees are only interested on how to maximized his own
returns in the form of wages and other benefits.
c.
What benefits institute by the organization and who shall partial there of.
d.
What to produce and how to produce them by the organization.
e.
Decision on how to employ and dismiss by the organization as regards to
employer who shall make such decision and how such decision can be made
f.
The appropriate time available for the employment contract negotiation as
regards to the employees and employers
1.3 PURPOSE
OF THE STUDY.
The intention to which
the researcher had in mind before carrying out the research is to examine the
following:
a.
To examine the role of industrial relation in the running of business
organization efficiently and effectively
b.
To examine the role of industrial relation between employers in delegation of
duty
c.
To ascertain how employers and employees joint consultation and collective of
organizational policies.
d.
To ascertain how industrial relation ensures harmony in an organization.
1.4 SCOPE
OF THE STUDY.
The research work is
being limited to the industrial dispute as applied in Nigeria Breweries 9th mile
corner, with a view to improve harmony in the organization and also the
organizations performance.
1.5 RESEARCH
QUESTIONS
To enable the researcher
solve the problem in his research work the following research questions were
formulated.
i. What
role has the industrial relation played in the running of business
organization efficiently and effectively?
ii. What
role does industrial relation played between employers in
delegation of duty?
iii.
Does employers and employees joint consultation and collective
bargaining in organization permits evaluation of organizational policies?
iv.
Does industrial relation ensure harmony in an organization?
1.6 RESEARCH
HYPOTHESIS
It is in consideration
of the problems stated above and the objective of the studied environment that
the researcher propounded the following hypothesis:
1. Ho industrial
relation is not important the running of business organization efficiently and
effectively . Hi industrial relation is a vital tool in the running of
business organization efficiently and effectively
2. Ho industrial
relation between the employers does not maker proper delegation of a duty easy.
Hi industrial relation between employers make proper delegation of
a duty easy.
3. Ho employees
and employers joint consultation and collective bargaining in an organization
does not permit evaluation of organizational policies Hi employees and
employers joint consultation and collective bargaining in an organization
permit evaluation of organizational policies.
4. Ho effective
industrial relation in an organization does not ensures industrial
harmony. Hi effective industrial relation in an organization ensures
industrial harmony.
1.7 SIGNIFICANT
OF THE STUDY.
This study is
significant in many aspects. For one thing, it is directed towards the
solution of empirical problems namely: industrial relations and organizational
efficiency in the Nigeria Breweries Plc . here, the study proffers
questions on the possible solution of found industrial disharmony and
efficiency at the Nigeria Breweries Plc.
For another, the study
is significant since it is raised to satisfy a academic requirement pertaining
to the procurement of higher national diploma (HND) in business administration.
It is thus a contribution of knowledge.
Furthermore, our
research is timely in he face of strikes and labour grievances in the
contemporary Nigeria industrial beneficial to employers, employees, government
and protagonists of industrial harmony and efficiency as well as to students of
this aspect of management sciences.
1.8 DEFINITION
OF TERMS
The following terms in
this study should be taken to mean the following:
INDUSTRIAL RELATION.
This is the social
relationship that exists between the employee and their unions, employers and
their association and the government and their agencies in their effort to
regulate the terms and conditions of work.
DISPUTE
This is the interacting
factor between the employers and the employees over the terms and conditions of
work.
CONFLICT
Conflict here means the
incompatibility of interest between the employee and the employer or between
the employers and employees connected wit employment or non-employment.
It is taken to mean the same thing as dispute.
Department | Business Administration and Management |
Project ID Code | BAM0071 |
Chapters | 5 Chapters |
No of Pages | 70 pages |
Methodology | Chi Square |
Reference | YES |
Format | Microsoft Word |
Price | ₦4000, $15 |
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Contact Us On | +2347043069458 |