ABSTRACT
The study cantered on Labour
Welfare and Industrial Relations in a Depressed Economy; a case study of Grief
Nigeria Pic which intends to show the importance of labour welfare and
industrial relations in a workplace and the environment at large. The study
revealed that interaction in workplace boost performance. The organisation's
welfare system should be highly improved. Workers appreciate the welfare
package they get from their employers. Management should pay attention to the
basic needs of their employees.
TABLE OF CONTENT
Front Page i
Title page ii
Certification iii
Dedication iv
Acknowledgement v
Abstract vi
Table of content vii
CHAPTER ONE: INTRODUCTION
1.1 Background of the Study 1
1.2 Statement of the Problem 6
1.3 Objective of the Study 7
1.4 Scopes and limitation of Study 7
1.5 Significance of the Study 8
CHAPTER TWO: LITERATURE REVIEW
2.1 Introduction 9
2.2 TYPES OF LABOUR WELFARE FACILITIES 9
CHAPTER THREE
3.0 Research Methodology 34
3.1 Research Setting 34
3.2 Study sample 35
3.3 sampling Procedure 35
3.4 The Data Collection Method 36
3.5 The instrument of Analysis 36
CHAPTER FOUR: DATA
PRESENTATION, ANALYSIS AND INTERPRETATION
CHAPTER FIVE: SUMMARY,
CONCLUSION AND RECOMMENDATION
Bibliography 49
Questionnaire 51
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND
OF THE STUDY
Labour in general, could be
defined as the human efforts of any kind, manual or mental, skilled or
unskilled, scientific or artistic. It is the human knowledge transformed into
activity that gives utilities or values to all commodities.
It is a man who cultivates land whether
he uses hoe or tractor. It is the same man who sows, weed, harvest, process,
stores and sell. Every single endeavour here on earth has man's finger print.
All these human efforts which are vital to production are called LABOUR. The productivity
of a worker would be a function of the amount of effort a man can put forward
in a given period of time and skill. When we talk of productivity, we mean the
increased efficiency and the rate of which goods are produced, while labour is
the bodily and mental work.
Welfare services are so enormous and
numerous. This can be defined as the added advantage or support given to the
workers by the employer or the company at large. This can be described as the
Canteen Services, Financial Support, Educational Financial Support, Transport
Facilities, Medical Facilities, Maternity Benefits, Gratuity Scheme, Employment
Provident Fund, Compensation Scheme, Recreational Benefits, etc.
The Coinage of the term Industrial
Relation is originally traceable to the historical circumstances of British
industrial revolution of the 18th and 19th centuries in
Europe. It should be remembered that the industrial revolution was accompanied
by a breakdown of the manorial system and serfdom, i.e. person client
relationship that was tied to the tradition land ownership in the form of the employment contract between
the workers and the employer. Workers exploitation through a regime of
oppressive or horrifying wages: poor organization climate, poor quality of
working life. The inherent profit motivation of capitalist, employers of their
surrogates (e.g. manager) on the other hand and primary reward and job
satisfaction interest if ranks and file employees.
Industrial relation is the study of
employment relationship that is between workers and management or employer.
Here are some of their definitions by different authors:-
Beatrice Webb (1890): defines industrial relation as whole web of human interaction at work
which is predicated upon and arise out of employment contact.
UBEKU (1982): defines industrial relation as a resolution of industrial conflicts.
HYMAN (1975): opines that industrial relation as a process of control over work
relation and among their process, those involving works organization and of a
particular concern.
When we talk of economic depression, it
means a situation whereby the employment phase falls, economic meltdown, but
the rate of fall gradually decreases until the circle through is reached.
Economic depression of a country is the devaluation of currency. High level of
unemployment rate in any economy is a state or period of economic depression.
The value of labour to an employer
varies with the marginal productivity of the worker. This is the additional
contribution which the last worker makes to the employer's output. Marginal
productivity of labour must be equal to the wages rate if the product rises,
all other things being equal and employer of labour will be able to employ more
labour. The marginal productivity of labour will be affected by the following
factors:-
a)
The natural ability of labourer's
efficiency and training.
b)
The equipment with which the worker
works will also be determined by the marginal productivity of labour, where
modern and suitable equipment are used, labour is likely to have a high
marginal productivity
c)
The conditions of demand for the
product which labour produces will also affect marginal productivity of labour.
If the demand for the product increases, the employer will employ more labour
force adding more to earnings and loss of production. This will affect the
overall demand for labour and its marginal productivity.
When we talk of economic depression, it
means a situation whereby the employment phase fall, but the rates of fall
gradually decrease until the circle through is reached. Unemployment in a
country is a situation whereby the mentally and physically fit men and women
can't get a job to do. Any responsible government must combat the problem
seriously. Another main cause of economic depression of a country is the
devaluation of the currency. By this we mean exchange value of the country
currency is reduced to a lower rate.
By Yesufu (1984); who view industrial relation
(R) as the total sum of labour relation (LR) and personnel relations (PR),
illustrating with arithmetic model of IR = LR + PR developed by Seward authors. In
more details, labour relation (LR) defines the relationship between labour
(trade union organisation) and management and individual employees. Also,
Yesufu located the various concepts of "employee relations, labour
relation and industrial relation". Even when used interchangeably within
the central theme of employment.
J.T DUNLOP (1958) defines industrial
relations as "web rules" that actors in the sphere of employment
working together Industrial relations as an academic in Nigeria is relatively
young and developing. This has been reflected in the status of organized
literature on the subjects' matter, which has been expanding but relatively
scarce in respect of the key area including the labour economics aspect.
The whole idea of this research bothers
on the concept of "Welfare Scheme of the Industrial Labour Force"
which is conceptualized as the right of every workforce for freedom to some
rights of social amenities, health and safety outfits and other facilities in
an industrial sociological factory or company.
The system concept of industrial
relations is credited to john Dunlop who explains that a system of industrial
relations is comprised of four main attributes. These are: major actors, web of
rules, contexts and ideology. The Major actors in a typical system of
industrial relations are recognized as: workers and their organizations. (E.g.
trade unions), managers or employers and their association, government and
their agencies. The "web of rules" is essentially referenced to the
semblance of work rules that are formulated and applied for the moderation of
interactor behaviour in line with the demands of conformity and harmony in the
workplace. The "context" refers to the various situation and
environments of employment that may often produce different patterns of systems
that influence the mode of operation of a specific work organisation and bind
together a system of industrial relations
The welfare services includes: canteen
services, housing facilities ,educational financial support, death benefits,
recreational benefits, transport facilities, provision of creches, bonus
benefits, medical facilities, gratuity scheme, maternity benefit, employee
provident fund and compensation scheme.
I am introducing GREIF NIGERIA PLC. As
my case study. A leading manufacturing company in metal drums and plastic
containers. The company is also into marketing of metal drums and plastic
containers.
The company's overseas branches are at
Brazil and South Africa.
Mission Statement- To provide the packaging that gives the
ultimate value to our customers and to the best packaging company in the world,
working in true partnership with our customers, our suppliers and among
ourselves.
GRIEF NIGERIA PLC. is building upon its
rich history as a special place to work. They operate between a culture of
integrity, character and respect. They intend to solve packaging challenges in
Nigeria and to become a responsible steward of the earth's natural resources.
1.2 STATEMENT OF THE PROBLEM
One must admit that the
geographical/physical and social expansion of human society places the
industrial relation of any society in a pivotal position.
Therefore, labour, welfare and
industrial relation in any establishment is very important both to the
organization and the economy at large. This is due to the fact that social
interaction and better labour welfare increases productivity and high level of
performance at work. This continuity on the long run brings better result to
the organization and this boosts the economy. Absence of the labour welfare and
industrial relations would reduce performance of the worker and its effect is
widely felt in the economy. This could bring about corruption, theft, fraud and
the widely feared in the economy "Armed Robbers"
1.4 OBJECTIVES
OF THE STUDY
The study seeks:
(a)
To show the importance of labour
welfare and industrial relations.
(b)
To show that lack of this benefits and
social interaction could lead to dissatisfaction and decreased productivity.
(c)
To examine the impact of labour welfare
and industrial relations on the performance of the workers in GRIEF NIGERIA PlC.
(d)
To highlight some labour welfare for
workers in organisations.
(e)
To highlight alternative industrial
relations in organisations.
(f)
To make recommendation as appropriate.
1.5 SCOPES AND LIMITATION OF
STUDY
The study is focused on GRIEF NIGERIA
PLC. and is limited to the staff of the organisation.
Our choice of GRIEF NIGERIA PLC. For
this study arises from its long existence and experience in the manufacturing
and marketing field. Their industrial relation profile and frequent agitation
for incentives by their workers. In the course of investigation, there were no
problems of serious a nature that could have been enough to stop the
reliability and validity of the data analyzed.
1.6 SIGNIFICANCE OF THE STUDY
This work seeks to achieve some goals
which will be necessary in the theory that labour welfare and industrial
relations are useful for organization goal attainment.
The study will also provide information for
management student and others which will be helpful to them in 1ife and further
study.
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