Key Features:
- No of Pages: 122
- No of Chapters: 05
Introduction:
Abstract
This project studied the Impact of Industrial Conflict on Organizational Performance. A case study of Nigeria Breweries 9th mile corner Ngwo Enugu. Questionnaires were distributed as the tools which were used to analyze the data. Firstly, the researcher noted that inadequate training of headers/staff hinders the attainment of goal stated in Nigeria Breweries Enugu.
Secondly, not applying the fourteen principles of management will result in inefficient and ineffective industrial conflict in Nigeria Breweries Ltd (N.B.L) Enugu. Finally, the researcher recommended that proper training should be done regularly to achieve effective and efficient result.
Table of Content
CHAPTER ONE
Introduction
1.1 Background of the study
1.2 Statement of the Problem
1.3 Purpose of the study
1.4 Scope of the study
1.5 Research Questions
1.6 Limitation of the study
1.7 Definition of Terms
CHAPTER TWO
Literature Review
2.1 Meaning of Conflict
2.2 Types of Conflict
2.3 Sources of Organizational Conflicts
2.4 Management Conflicts
2.5 Impact of Conflict
2.6 Importance of conflict in an organization
2.7 Different Types of Conflicts
CHAPTER THREE
3.0 Research Methodology
3.1 Research Design
3.2 Area of Study
3.3 Population of Study
3.4 Sample and Sampling Procedure
3.5 Instrument of Data Collection
3.6 Reliability of the Instrument
3.7 Method of Data Collection
3.8 Method of Data Analysis
CHAPTER FOUR
4.0 Data Presentation and Analysis
4.1 Presentation and Analysis
4.2 Test of Hypothesis
4.3 Summary of Findings (Result)
CHAPTER FIVE
5.0 Discussions, Recommendations and Conclusions
5.1 Discussion of findings (Result)
5.2 Implication of the Research Findings
5.3 Conclusions
5.4 Suggestion for Further Studies
Bibliography
Appendices
Introduction
Individuals come together to form association they do so as to satisfy their basic needs which would be difficult to attain without organization. One of such associations is referred to as trade union. The expression, according to Section 1 of trade union Acts 1973 (as amended by the trade unions Amendment Acts 1973) states that, “any combination of workers or employers, whether temporary or permanent, the purpose of it is to regulate the terms and conditions of employment of workers, whether the combination in question would or would not, apart from this act, be an unlawful combination by reason of any of its purposes being in restraint of trade and whether its purposes do or do not include the provision or benefits for its members”. Two main issues stand out from the above expression are:
a) The trade union must originate from a combination of workers or employers and
b) Its purpose must concern the regulation of terms and conditions of employment of workers only.
There are professional’s grades and managerial people that join together for similar purpose as those of trade unions but refer to their organization as professional association. Workers join in trade unions to improve the workers bargaining strength with the employer through collective functions. They also join to minimize the humiliating effect and treatment which non-ownership of property brings to workers. Trade unions therefore, give workers who have no status a collective power. Other reasons for joining trade union are social and psychological needs.
Since trade unions refers to the association of workers and employers, the relationship which bring both workers and their employers together is known as industrial relation. Leeds (1992) say that industrial relation are concerned with the practices and problems arising from the employment relationship between employer and employee in an organization and with finding ways of preventing or overcoming internal conflicts.
In other words, Akpala (1992) defines industrial relation as; the regulation of employment relations by workers of the organization and a third party, private or government acting as an empire of a controller, the purpose of which is joint decision making for establishing job rules and job values and for co-operation of manpower resources for the attainment of the organizational objectives of the enterprise the trade union and of course the state. According to the author, all industrializing countries have their systems of industrial relations among management, labour and government agents. Each system is for channeling of worker protest and for establishing job values. He says that industrial relations involve rule making, the subject of which is wages, working conditions, trade union right etc.
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