Professional Documents
Culture Documents
RESOLUTION
BY
(MBA,CNA.NIAFA.)
TECHNOLOGY
EFFURUN
DELTA STATE.
NIGERIA.
NOVEMBER 2009
CERTIFICATION PAGE
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DEDICATION PAGE
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ACKNOWLEDGEMENT
and purpose in life to come through. First of all, thanks to Almighty God
who gave me power and wisdom, and the grace to be educated and to
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Centre Mrs Alex Obinaka for her love towards me and my father
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whose Vision for my life was to be great and useful in life and those
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ABSTRACT
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research problem, the objective of the study, significance of the
in chapter five.
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CHAPTER ONE
INTRODUCTION
1950 the number had grown to 144 with more than 144,000
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and political life of the nation. Journalists, university professors, and
social conflict and peace refer to issues in the wider political and
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the other collective bargaining party in order to achieve its goals.
dimensions:
industrial action);
industrial action).
negotiations or exist to show that the trade unions' weapons are not
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more quickly, implying higher wage rises for the unions, whereas
low levels of profit will lead to long strikes and low settlements.
recognize them.
to an organization.
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1.2 OBJECTIVES OF THE STUDY
management functions.
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7. The pubic at large and customers of this firm.
1.4 HYPOTHESES
HYPOTHESIS THUS:
disputes.
ALTERNATIVE HYPOTHESIS
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Material Procurement
town.
Time Constraints
Financial Constraints
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1.6 STRUCTURE OR ORGANISATION OF THE STUDY
follows:
1. Introduction
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CHAPTER TWO
LITERATURE REVIEW
2.0 INTRODUCTION
and resolution.
work done over the legal limit. Employers are required by law
but that is not the case for most of the others. Conditions in
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the pre-collegiate schools and the universities have
trafficking.
issues.
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The term industrial conflict denotes the clash of interests, and
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achieve its goals. The term is often used synonymously with
action);
and
weapons are not becoming rusty. Others argue that the right to
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implying higher wage rises for the unions, whereas low levels of
Wage Demands
Working Conditions
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amenities such as lunch rooms, change rooms and toilet
facilities.
Management Policy
structural change.
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Political Goals and Social Issues
of different perspectives.
Unitary Perspective
needed.
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Pluralist Perspective
Radical Perspective
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managers are playing a much greater role today in resolving
disputes.
employers in tribunals.
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response, highly visible) and covert action (silent and unseen
response)
Overt
Lockouts
to enter the workplace and are locked out from the workplace
directed
Pickets
the workplace.
Strikes
Bans
Work-to-Rule
Covert
making in business
organisation.
Absenteeism
roster who will be taking time off. Action of this sort disrupts
the business but does not stop the employee’s income (sick
Sabotage
firm.
Staff Turnover
been given the opportunity to have their say for e.g. not
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Dispute resolution processes – conciliation, arbitration,
arises. They usually start with the first point of contact, such
2.8 Negotiation
or other assistance.
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2.9 MEDIATION
2.10 CONCILIATION
together.
2.11 ARBITRATION
or outcome of a dispute
Financial: Costs
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Cost could include loss of production and reduced productivity
due to bans, and loss of wages for the employee if the dispute
Benefits
labour turnover.
Personal: Costs
an increase in absenteeism.
Benefits
Social: Costs
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Tensions and dissatisfaction at work can lead to breakdowns
Benefits
Political: Costs
political conflict
Benefits
International: Costs
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Furthermore a loss of export income could occur after periods
of disruption.
Benefits
improved production.
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CHAPTER THREE
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The subjects give the data the natural settings of their
workplaces;
statistically; and
(vi) The aim of the research may span from the exploration
The survey research method also has the merit that data
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3.2 SAMPLING
The list of all senior and junior staff of the firm is from the
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3.3 Population
Warri.
Questionnaire
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The questionnaire has a lot of merits. It needs less skill to
1976).
and unable.
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To report on the particular subject matter. Also, if a subject
namely, the personal data section and the section on the data
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questions are to be allowed. Some of the questions are of the
respondents to tick.
be got.
Interview
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the mail or the telephone methods of communication of a
questionnaire.
Observations
The researcher and three other field data collectors did the
TOOLS
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The data presentation tools are simple bar charts, histograms,
include;
(c) Caption
prose information;
prose formation:
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for testing the two hypothesis. Percentages express the ratio
was easy but the contrary was the case. As a student, several
time available.
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CHAPTER FOUR
4.1 INTRODUCTION
Walters 1995).
discussion.
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Apart from the heading above, the other headings in this
chapter includes:
Data Presentation,
Percentage analysis
Cross-tabulated analysis
Hypothesis testing
TABLE1
THE SUMMARY OF THE PERSONAL DATA OF THE
RESPONDENTS
1 SEX FREQUENCY
Male 150
Female 50
Total 200
Angles
2 Marital Status suspended
Married 130 in degree
Single 70
Total 200
3 AGE
21-30 years 90
31-40 years 90
41-50 years 10
51-60 years 10
Total 200
4 HIGHER
EDUCATIONAL
QUALIFICATION
DIPLOMA 10 18
OND 30 54
HND 80 144
FIRST DEGREE 20 36
SECOND DEGREE 40 32
NIM 20 36
TOTAL 200 360
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The marital statuses of the 200 respondents it is found that 130
of them are married while 70 of them are single. For the ages
of the 200 respondents they are 21-30 years, 31-40 years, 51-
are diploma, OND, HND, First Degree, Second Degree, NIM. and
Figure 4.1 below shows the simple bar chart of the data on the sex
of the respondents.
FIGURE 4.1: THE SIMPLE BAR CHART OF THE DATA ON THE SEX OF
THE RESPONDENTS
140-
120-
100-
80 -
60 -
40 -
20 -
0 -
MAIL FEMALE
them.
Figure 4.2 below shows the simple bar chart of the data on
140 -
120 -
100 -
80 -
60 -
40 -
20 -
0 -
MARRIED SINGLE
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From figure 4.2 above, it is shown that the married respondents
have the modal frequency of 130 out of the 200 respondents while
N = 200.00
1.0 2.0 3.0 4.0
of 10.
Figure 4.4 below shows the pie chart of the data on the highest
NIM DIPLOMA
OND
5%
15%
SECOND DEGREE
10%
20%
40%
10%
Educational
SOURCE: Frequency
TABLE from the dataPercentage
in table 1. Valid Cumulative
level 5. EDUCATIONAL QUALIFICATION OF THE RESPONDENTS
Percentage Percentage
DIPLOMA 10 5.0 5.0 5.0
Diploma, O.N.D, First Degree, Second Degree and NIM and the
sustained angles in degree is equal to 180, 540, 1440, 360, 720 and
respondents
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The above table shows that the total of 100 respondents (out
of 200 said no. this proved that disputes are often the result
employees.
104 respondents out of 200 said yes. While 40 did not agree
or test of significance.
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population. Null hypothesis is thereby denoted by the symbol
CHI-SQUARE TEST
c =∑ (O-E)2/E
Where,O=Observed frequency
charts and to find out the valid percentage responses from the
Residuals
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The observed value of the dependent variable minus the value
TEST STATISTICS
EMPLOYERS USES
GRIEVANCE
DISPUTES ARE PROCEDURES AND
OFTEN THE NEGOTIATE
RESULT OF AGREEMENTS
DIRECTLY WITH
INADEQUATE EMPLOYEES TO
CONSULTATION RESOLVE
BY MANAGEMENT DISPUTES
WITH THEIR
EMPLOYEES.
Chi-Square 73.880 94.120
df 3 55 3
note: df = degree of freedom
Level of significance……….0.05
Critical value………………………43.0
Calculated value……………………73.880
From the above analysis, it could be seen that in the first test,
DISPUTES ARE OFTEN THE RESULT OF INADEQUATE
CONSULTATION BY MANAGEMENT WITH THEIR
EMPLOYEES.
’, the calculated value is greater than the critical value so we
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CHAPTER FIVE
5.0 INTRODUCTION
5.1 FINDINGS
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conflict is allowed to escalate.
5.2 SUMMARY
5.3 CONCLUSION
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Conflicts in employment and industrial relations are a complex
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