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Industrial Relation As A Veritable Instrument For The Settlement Of Industrial Dispute In An Organisation.

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INDUSTRIAL RELATION AS A VERITABLE INSTRUMENT FOR THE SETTLEMENT OF INDUSTRIAL DISPUTE IN AN ORGANISATION.

(A CASE STUDY OF NIGERIA BEWERIES PLC, ENUGU)

ABSTRACT

 

This research work tied to find out if industrial relation is vital in the settlement of disputes in an organization.  This research work consists of fire chapters.

Chapter one contains a general discussion of industrial relation as seen by different people.  It went further to state the problems to be studies and why this study was carried out, the scope and limitation of the study and finally the research question and references.

Chapter two contains a number of past related literature, examined by other studies as it relates to how industrial relation is vital in the settlement of dispute in an organization.

Chapter three deals with the design of the study, the methods used in collecting relevant data.  It is also deals with ways limit the study of this work.  The data got from the research survey were analyzed and interpreter in chapter four and also hypothesis were tested.

Finally, the summary of findings, conclusion on the research and

recommendation made by the researcher are highlighted in chapter five.

If the organization would put the recommendations made in this study to work, they will not only achieve efficient and effective management but also achieve their goal that is profit maximization.


TABLE OF CONTENTS

 

Title page

Approval page

Dedication

Acknowledgements

Abstracts

Table of contents.

 

CHAPTER ONE

INTRODUCTION

1.1            Background of the study

1.2            Statements of problems

1.3            Purpose of the study

1.4            Scope of the study

1.5            Research questions

1.6            Research hypothesis

1.7            Significance of the study

1.8            Limitations of the study

1.9            Definition of terms.

References.

 

CHAPTER TWO

LITERATURE REVIEW

2.1            An overview of industrial relation

2.2            Concept of conflict

2.3            Cause of conflict

2.4            Collective bargaining

2.5            Procedure for conflict 

 

CHAPTER THREE

RESEARCH DESIGN AND METHODIOLOGY

3.1            Research design

3.2            Area of study

3.3            Population of the study

3.4            Sample and sampling procedure/techniques

3.5            Instrument for data collection

3.6            Validation of the instrument

3.7            Reliability of the instrument

3.8            Method of data analysis

3.9            Method of data collection.

Reference.

 

CHAPTER FOUR

DATA PRESENTATION AND ANALTSIS

4.1            Presentation and analysis

4.2            Testing of hypothesis

4.3             Summary of the result.

Reference.

 

CHAPTER FIVE

SUMMARY OF FINDINGS

5.1            Conclusion

5.2            Recommendations

5.3            Suggestions for further research

5.4            Implication(s) of research findings

 

QUESTIONNAIRES

APPENDIX

BIBLIOGRAPHY

NEWSPAPERS AND JOURNALS.

 

CHAPTER ONE

 

INTRODUCTION

1.1     BACKGROUND OF THE STUDY.

The industrial relation is a discipline that deals with the relationship between employers and employers as they interact with each other.

Looking backward historically, one can say that the coming of the whitemen to the third world countries like Nigeria ushered in so many changes in the way of life of our people including the replacement if our communal world relations by paid employment system.  The able bodied men and woman in the society were employed.

For construction of rail way line, motor highways, se5rvants to the white masters are over laboured and as well needed for other jobs that needs strength these men were then remunerated in money but the introduction of ax, made almost compulsory for the adult, makes engage themselves in one form of paid employment or the other.

With the growth of paid employment, there come the need for some kind of job regulation between employers on the other hand acting as a group or unions.

In industrial relations, the government or its agent takes the position of an empires or moderators during the employers and employees controversial negotiations.

Hence it is usually said that industrial relations involves three parties such as the employers, employees and the government or its agency as the empire.  This is called tripartite negotiations or dialogue, all these are geared towards maintaining good industrial harmony between the workers and the management or employers.

At first, the workers union often resorts to strike action of making their feelings known to the management to obtain their demand to substitute the collective bargaining for the feeble effort or complete surrender of individual works

 

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