THE EFFECT OF INDUSTRIAL RELATIONS ON CONFLICT MANAGEMENT IN AN ORGANIZATION: A CASE STUDY OF JULIUS BERGER PLC NIGERIA ABUJA
ABSTRACT
ABSTRACT
This
researched work is designed to study objectively the effect of industrial
relations on conflict management systems in an organization. It showed the various
effect and level of conflict management and the stage-by-stage settlement of
conflict and a concise study of the machineries of conflict handling system.
The research methodology is both descriptive and exploratory. The sample plan
was designed for a research on a sampled population drawn from the organization
chosen for the study and other organization. The sample members were given
questionnaires to complete in response to questions, which are relevant to this
study. The researcher also conducted personal interview where possible and
necessary. The sample was used in order to attain effective and meaning full
data since it was impossible and unwise to survey the entire population in the
organization. This research work has shown that conflict is unavoidable in an
organization and it also provide a critical view of conflict management system as may be appropriate to
particular situation.
CHAPTER ONE
1.1
INTRODUCTION
The
establishment and continuous existence of organization through the realization
of set goals and objectives requires the continuous and effective functioning
of its material input with the human element being indispensable.
However,
the human elements required to facilitate goals attainment often engage in
disagreement and variance over factors such as interest, views, style of
management among others. The reactionary effect is due to the perceived
incompatibilities resulting typically from some form of interference or
opposition termed conflict.
AZAMOSA
(2004) observed that conflict involve the total range of behaviors and
attitudes that is in opposition between owners/managers on the one hand and
working people on the other. It is a state of disagreement over issues of
substance or emotional antagonism and may arise due to anger, mistrust or
personality clashes. Irrespective of the factors resulting in conflict, it has
been observed that industrial conflicts produce considerable effects on the
organization and should be consciously managed as much as possible.
For
people to progress at work and other aspect of life, there must be cooperation
which is essential to ensure task attainment and stability in life. However, it
would be wrong to reach the conclusion that cooperation is good while conflict
is bad, this is because both concepts are pervasive and co-exist in our social
life. Conflict is inevitable given the wide range of goods for the different
stakeholders in the organization and its absence signifies management
emphasizes conformity and stifles innovation.
Rahim
(2001) opined that conflict may be interpersonal or inter group with
interpersonal conflicts occurring between a supervisor and his subordinate or
between two individuals at the same level of the organizational hierarchy.
Inter group conflicts often occur between two trade unions between two
departments or between management and workers while attempting to implement the
policies and programme of the organization.
Hence,
this research work reviews the source, types, causes and consequential effect
of conflict and its effective management on corporate productivity with the aim
of suggesting a valid, objective and transferable conclusion to the
construction companies with Julius Berger Nigeria Plc Abuja as a case study.
An
industrial relation consists of the total sum of relationship that exists
between the employee, employer and government in order to corporately achieve
high productivity in an organization management. Conflict is equally to be
managed to avoid low productivity or an economic loses.
Nigeria
has witnessed unprecedented industrial conflict both private and public sector
of the economy, thus resulted to economic loses. A good example is the conflict
(disagreement) between the government and labour over oil subsidy which led to
strike and Nigerian and at the process government loses billions of Naira.
There was stagnation chaos, violence e.t.c. in the economy.
The
fact that industrial relationship and conflict is unavoidable, it should be
done in such a way that it can be managed by the management. The management of
conflict tends highlight the various conflict handling systems open to the
management of an enterprise which can be applied to prevent conflict from
degenerating into stages that are capable of disrupting business activities of
the enterprises leading to reduce profit or total loss of capital and
consequently unemployment.
1.2
STATEMENT
OF PROBLEM
The
effect of industrial relation on conflict management in an organization are
numerous and diverse as the situation may portray. In the life of an
organization there are bound to be conflict between parties involved in the
employment contract such as conflict between employee and fellow employee, worker,
union and government e.t.c.
Organization
in their drive for achievement of their objectives often encounter problems
relating to workers grievances such as complaint against time, lack of
resources, poor communication, objection to general method of supervision,
general working condition, allegation about violation e.t.c. It is on this
premise that the researcher seek to analyze the effect of industrial relation
in the management of the various conflicts mentioned above, how can it be
handled or managed in order to provide the best solution to any of the
conflicts that may occur.
1.3
OBJECTIVES
OF THE STUDY
The
main objective of this study is to assess the effect of industrial relation on
conflict management in an organization among which it seek to address the
following:
i.
The method used by
labour union (trade union) and management of an organization to handle or
address conflict in the organization.
ii.
To make obvious the
danger and opportunities of conflict when they do occur.
iii. Seek
to address the effect of conflict when left to degenerate to a worst stage.
1.4
SIGNIFICANCE
OF THE STUDY
The
essence of this project is to analyze the effect of industrial relation on
conflict management in an organization therefore at the completion of this
project work, it will serve the significant purpose of enabling the
organization under study and others outside to know the importance effect of
industrial relation in conflict management in the overall performance of the
organization. It also gives a deep knowledge on consequences of conflict and
its importance in an organization.
Finally,
this study will serve as a reference material to other organization, researcher
and any fellow who will want to advance their knowledge on industrial relations
and the management of conflict in an organization.
1.5
SCOPE
OF THE STUDY
The
scope of the study will be restricted to the effect of industrial relation on
conflict management in an organization with particular interest in Julius
Berger Nigeria Plc Abuja.
1.6
STATEMENT
OF HYPOTHESIS
The
research hypothesis for this study shall be Ho: Industrial relation has a
significant effect on conflict management in a construction company.
(Julius
Berger Plc, Abuja)
Hi:
Industrial relation has no significant effect on conflict management in a
construction company.
1.7
LIMITATION
OF THE STUDY
During
the execution of this study, the researcher encountered some difficulties which
affected the smooth execution of this study. Some of these difficulties
encountered are as follows:
i. Data
Sourcing: Searching for relevant information faces a lot of challenges as the
researcher has no free access into the organization to obtain accurate and
sufficient data, but notwithstanding the researcher overcome all this and
questionnaires were distributed to the respondents which enable the researcher
to carry out the researched work to the best of her ability.
ii. Time:
Time available for the conduct of this researcher work is not enough to explore
organization coupled with the academic activities engaged in by the researcher.
iii. Finance:
The limited availability of money for the execution of this study is a major
factor that has posed a big challenge to the research work.
1.8
DEFINITION
OF TERMS
Chaos:
A situation of disorderliness and confusion
Conflict:
A situation in which people, groups or countries are involved in a serious
disagreement.
Dispute:
Dissatisfaction between employers and employee, employees and employee.
Effect:
A change produced by an action or other cause, a result.
Management:
The act of controlling the use of human and financial resources in an
organization or establishment.
Stand
Still: Total stoppage of activities
in the system.
Precedent:
An action or decision taken at a time which becomes a basis for further action.
Discontentment:
A situation where the expectation of an individual worker from his working
relationship with organization is not met.
Strike:
A period of time when an organized group of employees of a company stop working
because of disagreement over pay, condition e.t.c.
Employee:
A person who is paid to work.
Employer:
A person or company that pays people to work for them.
REFERENCES
Fashoyin T. (1992) Industrial Relations
in Nigeria
Ikeja
Fajama, S. (2000) Industrial Relation in
Nigeria Theory and Features Lagos
Olugboye, O. (1996) State Labour
Relation in Contemporary Nigeria.
Oxford
Advanced Learners’ Dictionary, International Student Edition New 8th
Edition
CHAPTER TWO
REVIEW OF RELATED LITERATURE
2.0
INTRODUCTION
Labour
is an important factor in the successful operation of a given enterprises. The
success with which it works with other factors like management and capital will
largely determine how well we can live and have the goods and services we want.
Labour
refers to all forms of human efforts, physical and mental, that provides goods
and services, it includes the services performed by manager, engineer,
mechanics, skilled factory workers, stenographers and many more. Besides
producing goods or adding value or utility to goods, labour also performs
important economic services that are not directly related to the production of
physical goods.
Each
type of labour in its own special way is very important. Most workers are
employed by others and are paid wages. Some workers are self-employed. They own
their business and perform work in those businesses.
2.1
CONCEPT OF INDUSTRIAL RELATIONS
Industrial relations
has become one of the most delicate and complex problems of modern industrial
society. Industrial progress is impossible without cooperation of labours and
harmonious relationship. Therefore, it is in the interest of all to create and
maintain good relations between employers (labour) and employers (Management).
The term Industrial
Relations comprises of two terms Industry and Relations. Industry refers to any
productive activity in which an individual (or a group of individuals) is (are)
engaged. By Relations it means the relationship that exist within the industry
between the employer and his workmen. The term industrial relations explain the
relationship between employees and management which stem directly or indirectly
from union employer relationship. Industrial relations are the relationship
between employees and employers within the organizational settings.
The field of industrial
relations looks at the relationship between management and workers,
particularly groups of workers represented by a union. Industrial relations are
basically the interactions between employers, employees and the government, and
the institutions and association through which such interactions are mediated.
The term industrial relations has a broad as well as a narrow outlook.
Originally, industrial relations was broadly defined to include the
relationships and interactions between employers and employees. From this
perspective, industrial relations covers all aspect of the employment
relationship, including human resource management, employee relations and
union-management or (labour) relations. Its meaning now has become more
specific and restricted.
Accordingly, industrial
relations pertains to the study and practice of collective bargaining, trade
unionism, and labour management relations, while human resource management is a
separate, largely distinct field that deals with non-union employment
relationships and the personnel practices and policies of employers. The
relationship which arise at and out of the workplace generally include the
relationship between individual workers, the relationship between workers and
their employer, the relationships between employers, the relationships between
employers and workers have with the organization formed to promote their respective
interests, and the relations between those organizations, at all levels.
Industrial relations also includes the processes through which these
relationships are expressed (Such as, collective bargaining, worker’s
participation in decision-making, and grievance and dispute settlement) and the
management of conflict between employers, workers and trade unions, when it
arises.
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