ABSTARCT
A labour management relation in places
of work has become a subject of discussion in recent times. Poor working
relationship exist among employer and employee leads to several industrial
actions by different set of government organizations, labour union, and
management union. The objectives of this study is to identify causes of
management labour union poor working relationships and analyze the problems,
identified and proffer solution at improving the situation and develop measures
that would curtail poor management union relationship in organization. The
method of data collection through primary method which include oral interview
and questionnaire secondary data were also collected by the review of related
literature encyclopedias, handouts, text books, newspaper. The patterns of the
answers has helped to identify the problems that good working relationship exist
between management and union leaders. The worker appreciate the condition of
services and the fringe benefit provided for them. Recommendations were
proffered that employees want basically in the workplace is satisfaction
security and basic recognition by management in decision taking.
CHAPTER
ONE
INTRODUCTION
In
the work place, we have the workers and management team in the organization
engage in formal relationship, which is purely for operational purposes. The
relationship between the management and workers contractual, which is that the
employer-employee relations. Every organization has some set objectives which
it wants to achieve, and these objectives cannot be achieved without an
effective cordial relationship between labour and management, these objective:
high productivity, large market size and increased asset base. The success of
an organization is not only measured by the amount of profit the company can
make, but also by the degree of industrial peace and harmony that can be
maintained, therefore employers of labour must pay more attention to the needs
of labour, so as to maintain high performance. Management having been entrusted
with the day running and administration of the organization should regard and
treat employees as a vital and essential asset of the organization; employees
on the other hand should try to appreciate the effort of management in trying
to protect the interest of
investors
and shareholders.
Labour
and Management are faced with many difficult challenges. In an organization,
management set goals and targets which it must meet, so they employ men and
women from different background to help meat these goals and target. Most often
these individuals goals and targets tend to conflict with the organization’s
goals and sometimes the goals of the individual worker in the organization
conflict with one another, there is therefore bound to be disagreement,
disparities, dis-cordination and conflict which vary from minor differences of
opinions to intensive discord. The problem of low performance in an
organization occurs when there is no cordial relation between management and
its workers; this brings about lack of understanding thereby preventing
management and workers from achieving their goals, in such a situation there is
usually low productivity, no staff morale, low pay, lack of promotion and no
maintenance culture. The swift-moving of current information, knowledge and
skills, continue to increase the difficulty for management to keep up and
advance with new development in an organization. It is tragic to note that
employers are not aware of the effect of lack of communication to productivity,
if information’s are communicated effectively to the employees, it will help
them to put their effort in the right direction and prevent waste, information
should flow freely from the lowest in the organization to the highest, it is
important that workers know at all times what is going on if they are to work
happily and confidently.
Workers
should be motivated if the best is to be expected from them, money alone does
not motivate a worker, job satisfaction and secured tenure of office are
equally necessary if not more important (E.I.O. Osundele). The problem of monopolizing
decision making by management disrupts peaceful co-existence of labour
management relations. Nel (2002) said that industrial democracy is important to
workers because it result in an increased share in the control of the organization,
management should see workers participation in decision making as a way of
increasing the commitment and control of workers. As a result of these entire
one can easily appreciate the need for a good labour- management relation, if
high productivity must be maintained.
1.1
BACKGROUND OF THE STUDY
The growth of labour sector in Nigeria
today inevitable necessitated a definite relationship between union and
management. This relationship broadly speaking concerns the continued existence
of the firms in order to achieve the purpose for which it was established. The
attainment of this goal is largely depends on the relationship between
management and worker in industry, the formation of workers union and
management union are obviously of the management indicates that employees are
interested in the decision of the management in the work place, workers union
through their representatives to seek to participate in the determination of
the policies under which they will agree to work. The recognition of this interest, not only
formalize the labour management relationship between the two parties, as long
as production continues, can be sustained indefinitely. However, the
formalization of industrial relations system in Nigeria does not mean that
conflict has been eliminated from industrial relations, forces involving
conflict have come more predictable. Both management and union still holds
hostile attitude which would emphasis soured relationship and maximize conflict
between management and workers. It is on the basis of the foregoing background
that there is a need for urgent attention to an indept research into declining relationship between
management and worker in ABC Transport.
1.2
STATEMENT OF THE PROBLEM
The
problem of the study is to determine the effect of labour management relations
on workers performance in ABC Transport.
For
there to be an efficient and effective performance in an organization, there
has to be a mutual satisfaction and dedication of the group that constitute the
human side of the organization, unfortunately most organizations fail to achieve
this mutual satisfaction and peaceful co-existence that they end up producing
below expectation.
When
the organizational goals and individual goals are not compatible, it brings
about conflict and disharmony which can result to strike. Strike brings frustration
to management and causes unnecessary waste that will interfere seriously with
the total organizations accomplishment. Organizations where there is poor
labour management relations ends up producing below expectation, the cause of
this as earlier mentioned are lack of communication between management and
labour, bad leadership from management, poor motivational skills and lack of
workers participation in decision making, since the major objective of ABC
TRANSPORT is to generate, transmit, distribute, and market electricity to all
its customers with least interruption, it has tried to an extent to maintain a
fair labour management relation, yet the performance in this organization is
still low because fair labour management relation is not enough. For consumers
to get electricity with least interruption, the workers must perform well, and
for workers to perform well there must be an adequate mutual relationship
between them and management, so ABC TRANSPORT is experiencing some problems of
poor labour management relations.
One
of the problems confronting manufacturing organization today
is industrial harmony. This situation is aggravated by non-recognition of
workers social expectation and the challenge by workers or union who seek
increasing participation management decision making the above situation symbolize
the soured relationship between management and workers in ABC Transport. In
Nigeria today there are certain conditions which influences the nature and
practices of management and workers in a work place which ideally should be
that “father-son” relationship, invariably, the worker carries with this
father-son might be expected, the management of ABC Transport. Which is full
diagnosed should be aware of this cultural expectation the management. The
reaction of some managers (who constitute the worsened by general display of
influence by some manager and few privileged workers even under this modern
world. The whole situation now led to bad blood between management and unions,
distrust, uncertainty, insecurity, low moral and productivity, which is against
the objectives of ABC Transport.
1.3 OBJECTIVES OF THE STUDY
The objectives of this study is to
identify causes of management or union poor marking relationship and analyze
the problems identified and proffer solution aimed at improving the situation and
to develop measures that would curtail poor management or union relationship in
organization.
1.4 SIGNIFICANCE OF THE STUDY
I) This research work will stimulate further
research
ii) This will serve as a source of literature
to the general public.
iii) It will help policy makers among others.
1.5 SCOPE OF THE STUDY
The overall scope of this study is
concerned with the labour management relations ABC Transport. Robber producing
industry.
This work would restrict the management
relationship with the workers, this is necessary because it would give a very
good understanding of what sendop industry are and their contribution towards
increasing industrial harmony in the industries.
1.6 HYPOTHESIS
The null hypothesis is symbolized with
Ho while the alternative hypothesis is symbolized with Hi.
Ho: Labour management relations do not
have any impact on increased efficiency.
Hi: Labour management relations do have
much impact on increased efficiency.
1.7
LIMITATION OF THE STUDY
i) FUND: the researcher faces with
financial problems as huge sum of money was required to carry out this study.
ii) TIME: the time needed to complete this
study was so short and this is one of the reasons for the scope been limited to
ABC Transport, Aba.
iii) INSUFFICIENT LIBRARIES: This factor
also limited this research in that of secondary data needed for this study was
insufficient as a result of poor libraries in Aba. Despite these limitations,
hence the researcher worked relentlessly so as a meet up with the deadline for
the submission of this work.
1.9
DEFINITION OF TERMS
MANAGEMENT:
Management is policy making and implementation body of the company.
CONFLICT:
Conflict is a situation in which people groups or countries are involved in
serious disparagement or argument.
COLLECTIVE
BARGAINING: Collective bargaining is discussion
between a trade or labor union and an employer about the pay and working
condition of union members.
INDUSTRIAL
RELATIONS: Industrial relations as a system of rules which the
itemize orders trade union and an employer about the pay and working condition
of union regulations collective agreement, arbitration awards, social
conventions, management decision and accepted custom practices.
TRADE
UNION: Trade union any combination of workers of which is
to regulate the terms conditions of employment of workers, where the
combination in question would or not be are unlawful combination by reason of
any or its purpose of which is to regulate the terms and conditions of
employment of workers, include the provision of benefits to its members.
FRINGE BENEFITS: Fringe extra things
that an employer, salary example free health insurance etc. DOWNLOAD FULL MATERIAL