ABSTRACT
Industrial relation has become formalized in the form of employment contract between the workers and the employers. The parties are seen as equal, who have invested their capital and aim at maximizing profit. The workers on the other hand contribute his services, which if not remunerated falls into abject poverty and dies. The objectives of the study are to; help and maintain the machinery of joint consultation between management and union, to keep in close touch with state, employer and employee relations, and to advise the organization (i.e. ministry of work, Jigawa State) or the government on industrial relation problem. The significance of this research is the study will help both workers and management of state ministry of work, Dutse to know the problem of industrial relations. It will also bring the spirit of collective bargaining and joint consultation in the organization and help in settlement of industrial dispute in the organization. Also, to keep in close touch with state, employer and employee relations. Methodology of the research is the major instruments or tools of data collection for this study were mainly oral interview and questionnaire. The questionnaire was design in such a way that it contained a mixture of closed question that limited the response of their respondents and the opened question that gave the respondents free hand to express their view or opinions on their issues raised. And the recommendation is given as Industrial elation is the inter-twining activities of the worker’s management and government for better working conditions. To improve organizational relation practice, government should in cooperate organization productivity. organization productivity here points out clearly the extent at which every organization carry out its function and responsibilities as regard to improving its responsibilities using the available resources.
TABLE OF CONTENTS
TITTLE PAGE
CERTIFICATION I
APPROVAL II
DEDICATION III
ACKNOWLEDGEMENT IV
ABSTRACT V
TABLE OF CONTENT VI
CHAPTER
ONE
1.0 BACKGROUND OF THE STUDY 1
1.1 STATEMENT OF THE PROBLEM 2
1.2 OBJECTIVES OF THE STUDY 4
1.3 RESEARCH QUESTIONS 4
1.4 STATEMENT OF HYPOTHESIS 4
1.5 SIGNIFICANCE OF STUDY 5
1.6 SCOPE OF THE STUDY 5
1.7 LIMITATION OF THE STUDY 5
1.8 DEFINITION OF TERMS 6
CHAPTER
TWO
LITERATURE
REVIEW
2.1 HISTORICAL OVERVIEW 8
2.2 THE ACTORS IN
INDUSTRIAL RELATIONS AND THEIR AREAS OF INTEREST 10
2.3 PROBLEMS OF INDUSTRIAL RELATIONS 11
2.4 MANIFESTATION OF DISPUTES 12
2.5 PROCEDURE FOR SETTING INDUSTRIAL DISPUTE 13
2.6 ENVIRONMENT OF INDUSTRIAL RELATION 15
2.7 THE IMPORTANCE
AND OBJECTIVES OF SOUND INDUSTRIAL RELATIONS 17
2.8 LEVEL OF INDUSTRIAL RELATION 18
2.9 ELEMENT OF INDUSTRIAL RELATIONS 21
REFERENCES 22
CHAPTER THREE
RESEARCH
METHODOLOGY
3.0 INTRODUCTION 24
3.1 STUDY AREA 24
3.2 STUDY POPULATION 24
3.3
SAMPLING FRAME 24
3.4 SAMPLING SIZE AND SAMPLING TECHNIQUE 25
3.5 SOURCE OF DATA 25
3.6 DATA COLLECTION INSTRUMENT 25
3.6.1 ADMINISTRATION OF
RESEARCH INSTRUMENT 26
3.7 METHOD OF DATA ANALYSIS 26
CHAPTER
FOUR
DATA
ANALYSIS AND DISCUSSION OF FINDINGS
4.1 DATA PRESENTATION AND TABULATION 28
4.2 TEST OF HYPOTHESIS 42
4.3 DISCUSSION OF FINDINGS 45
CHAPTER
FIVE
SUMMARY,
CONCLUSION AND RECOMMENDATION
5.1 SUMMARY OF THE STUDY 46
5.2 CONCLUSION 46
5.3 RECOMMENDATION 47
BIBLIOGRAPHY 48
APPENDIX 50
CHAPTER ONE
INTRODUCTION
1.0 BACKGROUND
OF THE STUDY
Industrial
relation has become formalized in the form of employment contract between the
workers and the employers. The parties are seen as equal, who have invested
their capital and aim at maximizing profit. The workers on the other hand
contribute his services, which if not remunerated falls into abject poverty and
dies. An industrial or labour management
relation is a strategic aspect of human resources management and can be defined
in several ways.
Anugwom
(2002) defines industrial relation: As
the network of social relationship between the employees and their union,
employers and the association, and the government and the numerous agencies in
their attempts to regulate terms and conditions of employment and person other
function that directly concern the initiation and substance of peaceful and
purposeful labour management relation which involve applying machinery dealing
with complaint, grievance and disputes in an organization.
Yesufu
(1984) defined “Industrial Relations as a whole web of human interactions at
work which is predicated upon the matters that arise out of the employment
contract”.
Armstrong
(1980) sees Industrial Relation as the intertwining activities of the worker,
managing and government for better working conditions. Hence,
the scope of industrial relations embraces relations and interaction between
one trade union management and the state (i.e.
government) are all important issues which fall within the purview of
industrial relations.
In
the federal ministry of finance, Abuja, industrial relation deals with
everything that affects the relationship between workers and employers, perhaps
from the time the employee joins the work in federal ministry of financial
until the time he or she leaves his or her job.
However,
industrial relation is also fundamentally concerned with a complexity of power
relationship and power sharing between management, the employee or trade union
and the state (i.e. government) furthermore, with the realization of the vital
importance of work to the entire life of a worker, industrial relations is
becoming increasingly concerned with how the employee can be fully identified
with the purpose of the organization and how he, by effective participation
both in the work effort and decision making, can find greater self-fulfillment
in the work situation (Yesufu 1984).
1.1 STATEMENT
OF THE PROBLEM
The
attention has been devoted to examine the cause or factors which have been
largely responsible for unproductively in the industrial relation practice.
One
of the problems of industrial relation practice is employment of unsuitable
candidates in preference to candidates of high merit. The reason can be trace
directly to nepotism. Another problem encountered is the area of employment
security whereby there is unusual termination of employment. This implies hours
of work, shifts, holidays or leave.
Remuneration;
level, frequency, method of wage which is the most sensitive area because the
aim of every worker is to ensure that the method of wage in the organization is
favoured and beneficial to him, payment and wage fixing. No worker will want
his payment to be withheld, but this has become the custom of organization in
Nigeria.
There
are always regular labour and employee grievances and disputes in industrial
relations, practice which leads to industrial strike actions and it reduces
productivity. The
constant conflict and industrial disputes lead to low level of production and
efficiency in an organization. It includes sickness and old age benefit,
maternity leave, employment injury compensation. Safely, healthy and welfare at work upgrading
and promotions.
The
attainment of the various factors which have been largely responsible for
organizational unproductivity and effective industrial relation practice in the
public service like ministry of work, Jigawa state, is usually a difficult task
because of reasons such as lack of management support, poorly policy process,
funds etc.
Therefore,
the problem in this research is to really asses organizational productivity and
effective industrial practice in the public service like ministry of work, Jigawa
state and to find out whether this can be used to solve problem in the
ministry.
1.2 OBJECTIVES
OF THE STUDY
The
objectives of the study are as follows:
i.
To identify the effect of industrial
relation practice on employers and trade union in order to achieve greater
productivity in the organization.
ii.
To evaluate the poor industrial relation
effect on performance of the staffs of Jigawa state ministry of works.
iii.
To examine the negotiation and collectives
bargaining significant to the performance of the staffs of Jigawa state
ministry of works.
1.3 RESEARCH
QUESTIONS
i.
What impact do you think that industrial
relations policies have brought in the organization like ministry of work, Jigawa
State?
ii.
How does poor industrial relation
effective the performance of the staffs of Jigawa state ministry of works?
iii.
How does negotiation and collective
bargaining have a significant effect on performance of the staffs of Jigawa
state ministry of work?
1.4
SIGNIFICANCE OF STUDY
The
study will help both workers and management of state ministry of work, Dutse to
know the problem of industrial relations. It will also bring the spirit of
collective bargaining and joint consultation in the organization and help in
settlement of industrial dispute in the organization. Also, to keep in close
touch with state, employer and employee relations.
1.5 SCOPE
OF THE STUDY
The
scope of the study is limited to state ministry of work, Dutse. This research
is expected to focus mainly on examination of the effect of industrial relation
practice on organizational productivity in the Nigerian public sector.
1.6 LIMITATION
OF THE STUDY
In carrying out this study, some
difficulties were encountered.
-
Financial constraints which hampered the
researcher from visiting other federal and state ministries.
-
Time constraints are also other major
difficulties which the researcher encountered during this research because the
researcher had equally other demanding official obligations to meet with.
-
Another constraint was the uncooperative
attitude of some of the respondents during the time the questionnaires were
distributed to them.
1.8 DEFINITION
OF TERMS
Industrial relation:
This can be defined as the interviewing activities of workers, management and
government for the working conditions. According to Yusuf (1962), industrial
relations is a field of study which concerns itself with everything that has to
do with the atmosphere and climate of work environment.
Collective bargaining:
this is seen as the process through which management and union representatives
participate in the negotiation, administration, interpretation and enforcement
of written agreements covering joint understanding with respect to wages and
salaries, races of pay, hours of work and other conditions of employment.
Industry democracy: this is the various
ways by which workers influence the decisions of the organization for which
they work.
Negotiation:
This means the process in which union and employee discuss in order to come to
an agreement.
Joint Consultation:
This is a process whereby the employer and employee come together to discussion
issues of mutual interest.
Trade Union:
Is any combination of workers or employers whether temporary or permanent. The
purpose of which is to regulate the term and conditions of employment of
worker, whether the combination in question would or would not, apart from this
decree be an unlawful combination by reason of any of whether being in restraint of trade and whether its purpose
do or do not include the provision of benefits for its workers.
Productivity: The rate at which a worker, a company or a
country produces goods, and the amount produced, compared with how much time,
work and money is needed to produce them.
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