ABSTRACT
This research project
intends to explore the management of employee grievances (A case study of
selected government establishment in Enugu state). I deemed it necessary since
this research topic is unique to management of employee grievances, a handling of
grievances in the management of employee in a selected government establishment
in Enugu State, a practical research was carried out on Nigeria Railway
Corporation which was used to generalize the project objectives. This research
work cannot be said to be exhaustive due to the management of employee
grievance which the management is trying to see a way it can be reduced in the
establishment for a better tomorrow.
TABLE OF CONTENTS
CHAPTER ONE
1.0 Introduction
1.1
background of the
study
1.2 Statement
of the
problem
1.3 Purpose
of the study
1.4 Significance
of the
study
1.5 Limitations
of the
study
1.6 Definition
of
terms
CHAPTER TWO
2.0 Review
of related
literature
2.1
definition and nature of complaint and grievance
2.2 Need
for grievance
2.3 Grievance
handling in unionized organization
2.4 Grievance
handling in non unionization organization
2.5 Use
of grievance form and grievance interview in handling
grievances.
2.6 Grievance
arbitration
2.7 Need
for justice in grievance
handling
2.8 Supervisory
role in grievance
handling
2.9 Principle/roles
of grievances
handling
CHAPTER THREE
3.0 Research
design and
methodology
3.1
Research Design
3.2 Area
of
study
3.3 Population
and sample
procedure
3.4 Sample
and
procedure
3.5 Instrument
for data
collection
3.6 Validation
of the
instrument
3.7 Method
of data
collection
3.8 method of data
analysis
CHAPTER FOUR
4.0 Data
presentation and
analysis
CHAPTER FIVE
5.0 Summary
conclusion and recommendation
5.1
summary of the
study
5.2 Recommendation
5.3 Conclusion
Bibliography
Appendix
CHAPTER
ONE
1.0 INTRODUCTION
1.1 BACKGROUND OF THE STUDY
There are three basic things to manage in life
and they are human resource, non human resources and time. Organization
effectiveness is being defined as the extent to which an organization as a
social system give certain resources and means, fulfills its objectives without
placing undue straight (grievance) upon its members. The most important element
of an organization is its employee. This is because, machine cannot operate
themselves without human assistance, hence for human being to perform
efficiently, he must have the spirit to perform, this means he must be
satisfied. An unsatisfied worker has grievance
The
issue of employee grievance is as old as industrial societies, but in recent
time the question of management of employee grievance in Nigeria and Enugu
state in particular has reached learning proportion. It is a versed issue that
been eaten deep into the fabrics of every well organized industrial
establishment the problem has also becomes the order of the day in private and
public establishment. Generally, the researcher is of the believe that the
employee grievance in any establishment, establishes the fact that the
employees of the organization are not happy with the scheme of things in the
organization.
An
aggrieved employee who feels he has a grievance against manager a supervisor is
against the company as a whole is an unhappy employee and unhappy employee
cannot do effective work. He becomes depressed, his morale is low and as a
result his efficiency drops. Satisfaction at work in terms of all circumstances
that surround the job is key to high morals. It does not matter how well paid
and interesting a job may be, unless the individual performing the job feels
that he is being fairly treated his morals will be adversely affected.
When
workers go on strike, we realized the importance of human element. This is
because under such conditions everything comes to a halt. Was not until
the how throne’s experience was discovered. The fact that there are grievances
in the organization is not an easy thing to detect, because many grievances go
unexpressed and unexposed for a long period of time and require only a
competent anger to handle before it turns to a critical situation.
Human
assets are more valuable than physical assets and should be carried on the
organizations balance sheet. After all each productive employee represents and
training add to this the cost it would take to find, hire and train someone
else to do the same job and you can begin to see the significance of human
resources management in periods of economic recessions a firm would be wiser to
reduce inventory drastically and sell machinery than to dispose on their most
important assets “the employee”. Staff, therefore is to create and maintain a
high level of morale which will induce full co-operation from his staff to
obtain maximum operation and efficiency through out the units of the
organization for high morale is a direct result of job satisfaction which
reduces grievances and increase job performance and continuity.
The
existence of grievances in organization is inevitable because for an
organization to have grievances free relationship means that they will have no
relationship at all improper handling of grievance leads to disruption of work
in the form of go Show work to rule, demonstration, violence, strike and
resignation which ultimately amount to labour turnover with its effect on the
organization. Therefore an organization wishing meaningful productivity and
improved labour management relationship must design a just and equitable grievance
handling system.
Ohiri
A.U (2002:100) asserts that employee grievance in organizational or industrial
relation context as a state of dissatisfaction or discontent on the part of
either labour or management. He also said that grievance is negative feeling
which commonly finds expression in various forms ranging from complaint to
strike action or destructive reactions. He also pointed the following causes of
grievance which are
1. Non-payment
or delay of employees entitlement
2. Unfair-treatment by management
3. Poor welfare
4. Branch of terms of contract by management
5. Management’s in sensitivity to the problems of
labour
6. Denial of information etc
In order to have efficient grievance handling
which will ensure an “in built mechanism” for absorbing resolving and
eliminating grievance in the form of destructive differences in an organization
he (A.U. Ohiri) gave the following rules for handling of employee grievances
which `are:-
1. Determination
on both parties to stop it in their mutual interest.
2. Sincerity and empathy
3. Spirit to forgive and take compromise during its
resolution.
4. Preparedness on the part of the affected parties
to admit faults and make amends.
5. Use of third party mutually agreed upon by the
parties.
6. Adoption of conventional and statutory
approaches
7. Preparedness on the part of both parties to
accept statutory and impartial resolutions advanced by the mediator.
This project will go to the root in examine the
various methods in handling grievance as an inevitable sign of a healthy
relationship of organizational members. This will enable them to develop the
necessary constructively. Considering the desirable effect of a healthy human
relation on desirable effect of healthy human relations on productivity in any
organization, a study and careful labour turnover of the effect of grievance
handling and labour turnover becomes necessary by the researcher for the
purpose of isolating their individual or respective contributions to divindling
productivity.
1.2
STATEMENT OF PROBLEM
Grievance in the organization if not resolved of
properly handled creates ineffective workers and consequently undermine
efficiency which would result into high labour or employee turnover. The
researcher has observed that in Nigeria, improper or unsatisfactory handling of
grievances in many organizations including the selected firms I used as my case
study has caused high labour or employee turnover, repeated training of new
staff, strike and down tool, poor human relation and in effective communication
of objectives.
Assumptions are made that all organization
irrespective of their locations and other environmental factors have the same
characteristics.
In the light of the above, the researcher has
presented the following research questions.
a. To
what extent has the ways grievances are handled affected labour or
employee turnover?
b. What
are the grievances that can be associate with labour turnover in organization?
1.3
PURPOSE OF THE STUDY
1. The
purpose of this study is to investigate the various methods organizations
employ in handling and resolving staff grievances and the effectiveness of such
matters. The study shall relate the methods of grievance handling to the rate
of labour turnover.
2. To
determine the various type of employee grievance that exists in organizations
in the category of the management staff, senior staff and junior staff.
1.4
RESEARCH QUESTIONS
1. Do improper handling
of grievance cause labour turnover.
2. Do effect of fair
handling of grievance affect employees moral.
3. If offered
alternative employment will you resign your present job on the ground of unfair
handling grievance of employee?
1.5 HYPOTHESIS FORMULATION
Hypothesis I
H0: Improper handing grievance causes labour
turnover
H1: Improper handing grievance does not causes
labour turnover
Hypothesis II
H0: Effect of fair handling of grievances affect
employees moral.
Hii: Effect of fair handling of grievances affect
employees moral.
Hypothesis III
H0: If offered alternative employment I will resign
my resent job on the ground of unfair handling of my grievances.
1.6 SIGNIFICANCE
OF THE STUDY
The importance of this study is in many folds,
this study will reveal to management of organizations the various methods of
handling grievances in a manufacturing outfit and the effect of such methods on
labour turnover. This study will also reveal to management organizations the
types of employee grievances. The fact that some grievances in the organization
do not arise out of frustration which in turn is a result of an amalgamation of
factors which can only be isolated by patient and skillful management, this
study will be used to leads of departments of human resource of various
organizations in handling grievances that arises is their organizations and in
checking labour turnover as a result of such grievances.
Finally recommendations made from the study
would lead to a better handling of grievances when they occur in the
organization, which would therefore reduce labour turnover.
1.6
DEFINITIONS OF TERMS
1. Management
in this context means the top managers and decision-makers in an organization.
2. Grievances:-
Is any discontent or sense of injustice expressed or not felt by an employee in
connection with his employment in an organization.
3. Bargaining
Agreement:- A record of all binding conclusion and agreement reached between
management and employees especially through negotiation.
4. Contract:-
A legally enforcement agreement between one or more parties which include
exchanges of commitments.
5. Productivity:
- Rate of output per man-hour of work volume of output in relation to input.
6. Employee:-
Any person who enters into a contract of employment to offer his labour.
7. Labour
turnover:- Is the term given to the measurement of employees leaving a company
and their replacement.
| Department | Business Administration and Management |
| Project ID Code | BAM0353 |
| Chapters | 5 Chapters |
| No of Pages | 96 pages |
| Reference | YES |
| Format | Microsoft Word |
| Price | ₦4000, $15 |
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| Contact Us On | +2347043069458 |