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THE IMPACT OF INDUSTRIAL RELATIONS ON EMPLOYEE PERFORMANCE

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THE IMPACT OF INDUSTRIAL RELATIONS ON EMPLOYEE PERFORMANCE

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THE IMPACT OF INDUSTRIAL RELATIONS ON EMPLOYEE PERFORMANCE

 ABSTRACT

This research work title “The Impact of industrial relations on employee performance was undertaken to find out whether good industrial relations system enhances employees productivity with various authors were consulted to cover the problems raised for the study and the research question. To achieve the benefits of the research work survey research method refers to as ex-post factor was used. The researchers used the sampling size of 150 population of the study as respondents this is due to the size of the populations. Areas that were covered include; meaning of industrial relations, collective bargaining, industrial conflicts, charters of employees as well as employee’s participation in management set of 150 questionnaires were administered to the respondents while 120 were returned. The data collected were analyzed using the mean score of 2.50, five questionnaire questions were administered to the executives and employees of bank of agriculture Kaduna, where (1) How does industrial relationship between management and employees increases efforts on  organizational productivity (2) Does good understanding with the union by the management contribute to the success of your organizational operation? (3) what are the factors that influences good industrial relation between the management and the employees (4) what are the factors that hinder industrial relations bad industrial relation between the management and the employees avoid industrial action and unrest in your organization? The findings from the study revealed that good industrial relations system enhance employee productivity. The research ahs also made recommendation that if the organizations of bank of Agriculture follow, it will achieve industrial harmony and work performance.

 

 

 

TABLE OF CONTENTS

Cover page-       –       –       –       –       –       –       –       –       i

Title page  –       –       –       –       –       –       –       –       –       ii

Declaration –       –       –       –       –       –       –       –       –       iii

Approval page    –       –       –       –       –       –       –       –       iv

Dedication –       –       –       –       –       –       –       –       –       v

Acknowledgement      –       –       –       –       –       –       –       vi

Abstract     –       –       –       –       –       –       –       –       –       vii

CHAPTER ONE

1.1    Background of the study-    –       –       –       —      –       1

1.2    statement of the study        –       –       –       –       –       –       3

1.3    objective of the study –       –       –       –       –       –       4

1.4    Significance of the study     –       –       –       –       –       5

1.5    Research Question      –       –       –       –       –       –       6

1.6    Scope of the study-    –       –       –       –       –       –       –       6

1.7    Limitation of the study –       –       –       –       –       –       –       7

CHAPTER TWO- Literature Review

2.1    Meaning of industrial relations-     –       –       –       –       –       8

2.2    The trade union and its functions-        –       –       –       –       –       10

2.3    Functions of trade unions-   –       –       –       –       –       –       11

2.4    Types of trade union-  –       –       –       —      –       –       –       12

2.5    Collective bargaining-  –       –       –       –       –       –       –       12

2.6    The process of collective bargaining-    –       –       –       –       13

2.7    Industrial conflict-       –       –       –       –       –       –       –       14

2.8    Causes of industrial conflict  –       –       –       –       –       –       15

2.9    Ways of settlement of industrial conflict-        –       –       –       –       17

2.9    The characteristics of employees- –       –       –       –       –       18

2.10  The characters of employees-      –       –       –       –       –       18

2.11 Employees participation in management –       –       –       –       20

2.12  Summary of the chapter-     –       –       –       –       –       –       21

CHAPTER THREE: RESEARCH METHODOLOGY

3.1    Introduction       –       –       –       –       –       –       –       22

3.2    Research Design        –       –       –       –       –       –       –       22

3.3    Area of the study        –       –       –       –       –       –       –       23

3.4    population of the study       –       –       –       –       –       –       23

3.5    sample size and sampling technique-    –       –       –       24

3.6    instrument of data collection        –       –       –       –       –       24

3.7    validation of the instrument-        –       –       –       –       –       25

3.8    reliability of the instrument- –       –       –       –       –       25

3.9    method of data collection-    –       –       –       –       –       25

3.10  method of data analysis-     –       –       –       –       –       27

3.9    Method of data collection-    –       –       –       –       –       28

3.10  Method of data analysis-     –       –       –       –       –       29

CHAPTER FOUR:      DATA PRESENTATION

4.1    Introduction-      –       –       –       –       –       –       –       28

4.2    Respondents Characteristics and classification-      –       –       28

4.3    Data presentation table-      –       –       –       –       –       31

4.4    Data analysis –   –       –       –       –       –       –       –       34

4.5    Summary of findings   –       –       –       –       –       –       40

4.6    Discussion of finding-  –       –       –       –       –       –       41

CHAPTER FIVE – Summary, Conclusion Recommendation

5.0    Introduction-      –       –       –       –       –       –       –       43

5.1    Summary – –       –       –       –       –       –       –       –       43

5.2    Conclusion –       –       –       –       –       –       –       –       45

5.3    Recommendation-       –       –       –       –       –       –       47

Bibliography       –       –       –       –       –       –       –       50

Appendices                –       –       –       –       –       –       –       51

 

CHAPTER ONE

  • BACKGROUND OF THE STUDY

One of the cardinal focus of the management is the application of management strategies that would bring about efficiency and high moral among which in turn result to high productivity. To make workers to be productive, there are certain condition to be met by employers of lbaours. Cole (1989), Pg 13 is ever looking at ways of attaining such goals. This has led to carrying out of several studies with a view to harmonize both human and natural resources. One of the most vacant area now is industrial relations. Industrial relations which has to do with attaining maximum levels of production and has to share the economic reform of organization may not be realized by the management that is has influence on employees  productivity. Industrial relations can be said to be social political and economic condition that exist between the management and the employees. It is also fundamental concerned with a complex power relationship power sharing the economic and other decision which emanates from the employment, the condition of employment and employees at trade union and the government. Move importantly too is how the employees will formally be indentified with the purpose of the enterprise and how they, by effective participation both in the work effort and in the relevant decision making can find greater self fulfillment in the work place (David 1993) Pg. when the industrial relationship between the management and the employees is cordial, the organization will unquestionably be able to achieve it’s objective through collection and concerned efforts of motivated employment. When employees have negative feelings on job productivity is at stake. Despite this position of industrial relations, is an organization, there seems not be any study regarding how it influences the attainment of set goals by the various management of the organization hence there is need to look into this by the researcher.

It is also fundamental concerned with a complex power relationship power sharing the economic and other decisions which eminates from the employment, the condition of employment and remunerations between management and the employees of trade union and the government. More importantly too is how the employees will formally be indentified with the purpose of the enterprise and how they, by effective participation both in the work effort and in the relevant decision making can find greater self-fulfillment in the work place. (David 1993) pg. 17 when the industrial relation ship between the management and the employees is cordial, the organization will unquestionably be able to achieve its objectives through collection and concerned effort of motivated employment.

When employees have negative feelings on job  productivity is at stake. Despite this position of industrial relations, is an organization, there seems not to be any study regarding how it influences the attainment of set goals by the various management of the organizations hence there is need to look into this by the researcher

 

  • STATEMENT OF THE STUDY

The industrial relationship between the management and the employees in work place is vital to the success of the organization. When employees work without any sort of grievance and are happy, productivity will subsequently increase as employees always put in their maximum effort. Unfortunately, from observation, some management seems not to recognize this fact. They seems not be give employees chances to participate in some decision making in the organization, which often sparks off conflict between them. The bank of Agriculture limited, Kaduna. Today also seem not to employ some basic management techniques in softening grievance among employees.

Catastrophic effects on organizational output. it appears that they are yet to realize the effect of trade union and their level of bargaining power of the company. Going by the above situation, the researcher will critically find out the influence of industrial relations on employees productivity.

 

  • OBJECTIVES OF THE STUDY

The main objective of the study is to ascertain the influence of industrial relations on employees performance. However, the specific objective are outlined below.

  1. To find out the factors that influence bad industrial relations between the management and the employees.
  2. To find out if the relationship between the management of an organization and the employees have any relevance on productivity.
  3. To ascertain how the management and employees can avoid industrial action and unrest in the work place.
  4. To find out the factors that influence good industrial harmony
    • SIGNIFICANCE OF THE STUDY

That this study is very unique in the fact that employees and management occupy a very important position in an organization. It is hope that the study would be beneficial to the management in organization, trade union, and staff in the organization as well as future researcher management.

These study would be beneficial to management who are directly involved in the utilization of workers they will appreciate the importance of workers in the organization and also think the ways of alleviating the problems they are facing.

EMPLOYEES.

The study will hopefully unwell to employees the importance of keeping good relationship with the management, thereby avoiding act capable  of causing disquiet and turmoil in the organization this will also ensure job security and efficiency.

TRADE UNION

They are representative of workers to the management in the organization, therefore, they should knows the limit of their bargaining power.

FUTURE RESEARCHERS

It will serve as a guide and a useful resources material for future researchers and it’s a pre-requisite for the award of H.N.D in Business Admin, in Kaduna Polytechnic.

 

1.5   RESEARCH QUESTION

  1. What are the factors that hamper industrial harmony?
  2. What are the factors that encourage industrial harmony?

iii.     How can the management and the employees avoid industrial action and unrest in your work place?

  1. Does the relationship between the management and the employees have any relevance on employee productivity
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