Abstract

This research examined the degree of labour relationship between management and employees of Anammco Plc Emene. The population consisted the staff of Anammco including secretaries the sample is 100 for the analysis of the data collected. It was discovered that cordial relationship exists between management employees of Anammco Plc even though the organization has thrived without industrial crises.

Table of Content

Title Page

Abstract

Table of contents

List of Tables

Chapter One

Introduction

1.1 Background of the Study

1.2 Statement of Problem

1.3 Purpose of the Study

1.4 Significance of the Study

1.5 Delimitation of the Study

1.6 Assumption of the Study

1.7 Research Question

1.8 Definition of Terms

1.9 Implications of the Study

Chapter Two

Review of Related Literature

2.1 Public Relations

2.2 Effect of mutual relations

2.3 Communication

2.4 Labour participation in management

2.5 Leadership style

2.6 Motivation and the input in workers productivity

Chapter Three

Methodology

3.1 Design of the Study

3.2 Area of Study

3.3 Population of the Study

3.4 Sample and Sampling Techniques

3.5 Instrument for Data Collection

3.6 Testing the validities and Reliability of Research Instrument

3.7 Methods of Data Distribution

3.8 Methods of Data Analysis

Chapter Four

Presentation, Analysis and Interpretation of Data

Chapter Five

Discussion of Findings, Summary, Conclusion and

Recommendations

5.1 Discussion of Findings

5.2 Summary of Findings

5.3 Conclusion

5.4 Recommendation

5.5 Limitation of the study

5.6 Area / Areas for Further Research

Appendix

Letter of Transmission

Questionnaires

References

Introduction

1.1 BACKGROUND OF THE STUDY

Industrial relations constitute one of the most delicate and complex problems of the modern industrial society. This phenomenon of a new complex industrial set-up is directly attributable to the emergence of ‘Industrial Revolution”. The pre-industrial revolution period was characterized by a simple process of manufacture, small scale investment, local markets and small number of persons employed. All this led to close proximity between the manager and the managed. Due to personal and direct relationship between the employer and the employee it was easier to secure cooperation of the latter. Any grievance or misunderstanding on the part of either party could be promptly removed. Also, there was no interference by the State in the economic activities of the people. Under such a set-up industrial relations were simple, direct and personal. This situation underwent a marked change with the advent of industrial revolution – size of the business increased needing investment of enormous financial and human resources, there emerged a new class of professional managers causing divorce between ownership and management, and relations between the employer and the employer became entranged and gradually antagonistic. This new set-up rendered the old philosophy of industrial relation irrelevant and gave rise to complex, indirect, and impersonal industrial relations.

Industry today is neither viewed as a venture of employers alone nor profit if considered as its sole objective. It is considered to be a venture based on purposeful cooperation between management and labour in the process of production and maximum social good is regarded as its ultimate end and both management and employees contribute in their own way towards its success. Similarly, labour today is no more an unorganized mass of ignorant works ready to obey without resentment or protest the arbitrary and discretionary dictates of management. The management has to deal with employees today nto as individuals but also as members of organized social groups who are very much conscious about their rights and have substantial bargaining strength. Hence, the objective of evolving and maintaining sound industrial relations is not only to find our ways and means to solve conflicts to resolve differences but also to secure the cooperation among the employees in the conduct of industry.

But maintaining smooth industrial relation is not an easy task. Almost all the industrialized countries of he world fact the problem of establishing and maintaining good management worker relationships in their industries. Each country has sought to find our solution, depending upon its economic, social and political environment. However, industrial conflict still arises and therefore establishment and maintenance of satisfactory industrial relations forms an important plank in the personnel policies of modern organization.

Meaning

In the broad sense, industrial relations cover all such relationships that a business enterprise maintains with various sections of the society such as workers, state, customers and public who come into its contact.

In the narrow sense, it refers to all types of relationships between employer and employees, trade union and management, works and union and between workers and workers. It also includes all sorts of relationships at both formal and informal levels in the organization.

Labour Management Relations: A Tool For Industrial Harmony In Nigeria Organizations A Study Of Union Bank Of Nigeria Plc

Key Features

Table of Content

Introduction