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
1.1
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
1.2
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.
1.3
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.
a. To
find out the factors that influence bad industrial relations between the
management and the employees.
b. To
find out if the relationship between the management of an organization and the
employees have any relevance on productivity.
c. To
ascertain how the management and employees can avoid industrial action and
unrest in the work place.
d. To
find out the factors that influence good industrial harmony
1.4
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
i. What are the factors that hamper
industrial harmony?
ii. 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?
iv. Does
the relationship between the management and the employees have any relevance on
employee productivity
1.6 SCOPE
OF THE STUDY
The
study is limited to the influence of industrial relations on employees
productivity in (bank of Agriculture Kaduna) since industrial relations is
mainly concerned with employment problems, we are going to look into the
following aspect as it affect the (BOA). Before and after it merger and to show
how these have contributed to the organization effectiveness.
1.7 LIMITATION OF THE STUDY
In
writing a project research work, one is bond to come across certain constraint
that will limit the extent to which the research may intend to cover such as:
i. Some
respondents refuse to collect and fill the questionnaire be because of time
factors and office schedule.
ii. It
is also difficult to gain access for the organization under case study.
iii. It
is difficult to gather enough and factual information that are relevant to the
study