INDUSTRIAL RELATION AS A VERITABLE INSTRUMENT FOR THE SETTLEMENT OF INDUSTRIAL DISPUTE IN AN ORGANISATION.
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INDUSTRIAL RELATION AS A VERITABLE INSTRUMENT FOR THE
SETTLEMENT OF INDUSTRIAL DISPUTE IN AN ORGANISATION.
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.
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