Key Features:
No of Chapters: 5
No of Pages: 71
Abstract:
Employments are a contract and the express and implied terms of this contract are still the basis of the relationship between employer and employee. However this employment relationship arises when one person (the employee or work) supplied his skill and labour to another (the employer or mater) in return for payment.
On the other hand for social economic and political reasons there has been increasing government intervention in employment since the early nineteenth century. As will be seen many of the rights and duties of the parties are imposed by legislation today still there is an unhealthy relationship between the employers of labour and their employees. This problem had caused devastating and unfavorable consequences in the workplace paralyzing the activities of many organizations/ companies in this country which given rising is adverse economic situations and a coarsened standard of living of the people therein.
This project work has been timely written on the strategy for enhancing a healthy employer-employee relationship in an organization. The researcher therefore carried out an exhaustive investigation to identify most of the problems militating against a health employer-employee relationship and discourse the instruments of enhancing a healthy relationship between the management/employer and their employee/ worker. The work also investigated the courses of industrial conflicts in an organization its effect or the economy the grievance processes, the impact of a healthy employer-employee relationship in workers productivity.
Finally, it reveals the findings of the study recommends some operational strategies to remedy the situation are the conclusion therein.
Table of Content:
CHAPETR ONE
1.0 Introduction
1.1 Background of the study
1.2 Statement of problem
1.3 Purpose of the study
1.4 Scope of the study
1.5 Research question
1.6 Research hypothesis
1.7 Significance of the study
1.8 Definition of term
References
CHAPTER TWO
2.0 Review of related literature
2.1 Concept of strategy
2.2 The instruments of enhancing a healthy employer- employee relationship
2.3 Industrial conflict and their effect
2.4 The grievance processes
2.5 The impact of a healthy employer employee relationship on works productivity
Reference
CHAPTER THREE
3.0 Research design and methodology
3.1 Research design
3.2 Area of study.
3.3 Population of the study
3.4 Sample and sampling procedure
3.5 Instrument for data collection
3.6 Variability of the instrument
3.7 Reliability of the instrument
3.8 Methods data collection
3.9 Method of data analysis
CHAPTER FOUR
4.0 Date presentation & analysis
4.1 Presentation & analysis of data
4.2 Testing of hypothesis
4.3 Summary of results
CHAPTER FIVE
5.0 Discussion recommendation and conclusion
5.1 Discussion of result findings
5.2 Conclusion
5.3 Limitation of study
5.4 Implication of the research finding
5.5 Recommendation for further research
5.6 Suggestion for further study research
Appendix
Bibliography
Introduction:
1.1 BACKGROUND OF THE STUDY
From years back disputer over the terms and conditions of employment are inherent in the employer-employee relationship such disputers have existed from the day an employer hired his first employee in the organization.
This disagreement may be as a result of all or some of the problem enumerated below
- Employment problems and employment scantiest
- Condition of work hours of work shifts.
- Remuneration levels method of wage payment
- Staff health and welfare at work
- Employment development upgrading and promotions etc
The inability on the management or employer to resolve these employment problems with his employee gives rise to industrial disharmony/ strike and discord which in recent times has remained one of the national problems plaguing so many organizations in the country.
In most cases this unhealthy relationship existing between the employer another employee is accompanied by very unfavorable consequences in the workplace such consequences as industrial strike the go-slow the work to rule sit-down strike work in and a lot of others.
This has often paralyzed the activities of the organization in this country resulting in the adverse economic situation and a hoarsened standard of living of the people there in it is against this background that the researcher has embarked on this research work to review the industrial relations system in the country and advance for strategies for healthy employee- employee relationship in an organization using Emenite company limited Emene Enugu as a cast study. It is therefore hoped that this study will have answers to the above labour problems and establishes ways of enhancing a strong and viable healthy relationship between the employers another employee in organization which will go a long way in creating industrial harmony in the workplace
1.2 STATEMENT OF THE PROBLEM
Organized labour has come a long way since 1912 when the first labour union was formed in the country. Nevertheless, organization is not devoid of industrial mischief. There has not been a cordial relationship existing between the employer and the employee. The record has it that there has been general strike in 1945, 1964, 1981 1993 the 2004 general strike nationwide by academic staff union of universities (ASUU) over disagreement between the workers (employee) and the government (employer) on certain issues also the recent general strike national wide by the Nigeria labour union and the federal government over the increase in the petroleum product prices.
This unhealthy relationship has subsequently subjected the employee in organization to various forms of discomfort and exposure to other forms of emasculation including suspension from work working for a period of time without payment and outright dismissal from work. These problems have led the researcher to flashing a study on strategies for healthy employer- employee relationships in an organization to put a stop to all anomalies in the workplace.
1.3 PURPOSE OF THE STUDY
In simple and direct terms this work has been designed to check the following
a) To ascertain the components of industrial relation problem.
b) To have an in depth study of the strategies for healthy employee- employer relationship in organization
c) To identify some causes of industrial disputes in practice
d) To find out measures of making employees to be contented with the ways they are being treated by the employers
e) To identify if a cordial relationship exist between the employer and the employee within the working environment with a particular reference to Emenite cay limited Emene Enugu.
1.4 SCOPE OF THE STUDY
In the scope of this study apparent inability of the industrial relation system to the respond to quickening pace of social and economic changes has generated continually public debate on what is wrong in the system. The inference and conclusion here are based on instruments to enhance a healthy employer- employee relationship covering Emenite Company Emene Enugu
1.5 RESEARCH QUESTION
1) What are the factors or components of industrial relation problems as regards the company understudy?
2) Are there strategies that can enhance or promote a healthy employer-employee relationship in the organization?
3) What are the causes of industrial disputes in an organization?
4) What measure can be taken to ensure a healthy relationship between employer and employee in an organization?
5) Does a cordial relationship exist between the employer and employee of the company understudy?
1.6 RESEARCH HYPOTHESIS
HYPOTHESIS 1 H0: Cordial relationship between empowering and the employee does not lead the
Company to success
H1: Cordial relationship between empowering and employee lead the company to success HYPOTHESIS 11 H0: The adopted strategies does not enhance a healthy relationship between
employer and employee of Emene company limited
H1: strategies adopted to enhance a healthy relationship between
Employer and employee of Emenite Company limited.
1.7 SIGNIFICANCE OF THE STUDY.
The study will disclose how industrial practices through collective bargaining can be used for effectiveness and efficiency in an organization.
The Emenite Co Ltd may learn from this study how decision-taking jointly by both the employer-employee can really influence their productivity condition of service and job security thence they can appraise their union leadership for better and efficacies. Other organization in Nigeria is not left out from the benefits. In this regard, this study could also be of immense benefit to labour union generally because the extent to which they achieve successful representation of the worker's interest depends on the procedure approach to industrial relations.
Students of business administration management and behavioral studies as well as Nigerian employers will also benefit from this study on their discipline.
Besides, it will be very useful to any person who is interested in achieving healthy and cordial relationships in the work place for the achievement of self objective.
1.8 DEFINITION OF TERM
1) STRIKE: This is a period of time when a group of workers deliberately stop working because of a disagreement about pay working conditions etc. it a means of compelling their employer to company with the terms of employment and physical condition of work.
2) INDUSTRIAL DISPUTES: This is a disagreement between an employer and which is always connected with non-camphene of either party mostly the employee on work agreement these cause grievances.
3) EMPLOYER: This refers to a person company organization or even government that employs people.
4) EMPLOYEE: An employee is someone who is paid to work for someone else in an organization.
5) EMPLOYMENT: This may be referred to as work that one does to earn money or a living.
6) STRATEGY: This simply means a pre-selected means or an approach or skillful plan to achieve goals and aims.
7) GRIEVANCES: Grievance is said to occur when a worker/employee feels aggrieved or not contented with particular treatment measures to him by either his employer or a superior officer in the workplace.
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