MANAGEMENT OF EMPLOYEE GRIEVANCES IN NIGERIAN PUBLIC CORPORATION (A CASE STUDY OF NIGERIA RAILWAY CORPORATION BAUCHI STATE)
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MANAGEMENT OF
EMPLOYEE GRIEVANCES IN NIGERIAN PUBLIC CORPORATION (A CASE STUDY OF NIGERIA
RAILWAY CORPORATION BAUCHI STATE)
TABLE OF CONTENT
Title of page - - - - - - - - -i
Approval page - - - - - - - -ii
Dedication - - - - - - - - -iii
Acknowledgment - - - - - - - -iv
Table of Contents - - - - - - - -v
Abstracts - - - - - - - - -viii
CHAPTER
ONE
1.0 Introduction - - - - - - - -1
1.1
The background of the study - - - -1
1.2
Statement of the problem - - - - -5
1.3
Purpose of the study - - - - - -6
1.4
Significance of the study - - - - -7
1.5
Research questions - - - - - -8
1.6
Scope of the study - - - - - -9
1.7 Definition of
term - - - - - - -9
CHAPTER
TWO
2.0 Literature Review of - - - - - -11
2.1 Causes of the poor recording in an office- -14
2.2 The important reasons to set up a good
recording in an office - - - - - - - -15
2.3 The effect of poor recording in an office - -18
2.4 Ways to improve in recording in an office- -19
2.5 Types of recording in an office- - - -20
2.6 The possible ways of reducing poor recording
in an office - - - -
- - - -21
2.7 Summary of literature Review - - - -23
CHAPTER
THREE
3.0 Research Methodology - - - - - -25
3.1 Design of the study - - - - - -25
3.2 Area of study - - - - - - - -26
3.3 Population of the study - - - - -26
3.4 Sample of the study - - - - - - -26
3.5 Instrument for data collection - - - -27
3.6 Validation of the instrument - - - -27
3.7 Distribution and retrieval of instruments - -27
3.8 Method of data
analysis - - - - - -28
CHAPTER
FOUR
Presentation and
Analysis of Data
4.0 Data Presentation - - - - - - -29
4.1 Finding - - - - - - - -40
CHAPTER
FIVE
5.0 Summary, Recommendation and Conclusion -42
5.1 Summary - - - - - - - -42
5.2 Recommendations - - - - - -43
5.3 Limitation of the study - - - - - -44
5.4 Conclusion - - - - - - - -45
5.5 Suggestion for further study - - - -47
Appendix
- - - - - - - -48
Questionnaire
- - - - - - -49
References
- - - - - - - -65
LIST OF TABLES
1. Table 1: Shows
respondents views on research question 1 and 2
2. Table II: Shows
respondents views on research question 3 and 4
3. Table III: Shows
respondents views on research question 5 and 6
4. Table IV: Shows
respondents views on research question 7 and 8
ABSTRACT
This research investigation is about the
management of employee grievances in the public corporations. However, this
project focused on the management of employee grievances in Nigeria Railways
Corporation, Bauchi
State. The statement of
the problem in this research is to investigate how employee’s needs arise in
such organization and the consequence that emerge when these needs are not
satisfied. It is assumed that when employee’s needs are not satisfied,
grievances emerge and this situation in turn affects job satisfaction,
production and service delivery therefore, this study falls under
organizational behaviour. Research questions were formulated to guide the major
activities of this project in terms of methodology. This study is descriptive
and explanatory. Survey methods have been used to generate data for analysis.
The major findings of this research reveals that the most significant source of
employee’s grievances in Nigeria railway corporation is non implementation of
contract of employment and new standard of rules and regulations are setup
without due consultation with the employees. Among others, the employees
salaries are inadequate. Based on these findings, it is now recommended that
there is need to bridge the communication gap between the management and the
employees. One of the major way of doing this is to avoid alteration in the
employment contract without due consultation with the employees. Besides,
employees should be properly motivated with adequate incentives packages and
salaries. Conclusively therefore, employees should in the other hand put in
their best in actualization the aims and objectives of Nigeria railway corporation. This
is the shared understanding which will ensure relative industrial peace in
Nigerian Public Corporations.
CHAPTER ONE
1.1
INTRODUCTION/BACKGROUND OF THE STUDY
Management of employee grievances originated
because of the problem that is associated with labour and management. Such
problems are not having a bilateral process of grievance procedure led to bias
and unfair treatment of the employees by the management. Again there is no
consideration to protect the employee from discriminatory treatment by the
management. Management treat employee unfairly without considering the
conditions of their work.
However, with the end of the political crisis in
1970, organized labour was once again released from the dilemma of whether or
not to forgo industrial actions in the interest of national serenity. With the
civil war over labour stiffened its demands for improved wage structure and
other conditions of work and employment throughout the country workers protest
as a result of the realization of the poor economic status of the working class
ultimately led to the establishment Adebo and Udoji commissions. The strikes
that occurred during the civil war and after these commissions awards, marked
the beginning of greater industrial crisis since the end of the civil war.
This period also marked the beginning of the
revolutionary measures taken by the government in the settlement of trade
disputes.
It is also of utmost importance at this juncture
to mention the efforts of the Adam Oshomole’s led Nigerian Labour Congress
(N.L.C) in the agitation for better work environment and improved minimum wage
for the Nigerian workers. The N.L.C during this period also made great effort
in resisting some government policies, for example increment in the pump prices
of petroleum product and value added tax (V.A.T) which were detrimental to the
standard of living of the Nigerian worker. The N.L.C. also during this period
resisted the extensive use of casual labour by private enterprises, insisting
on the permanent of at least 80% of these employees under casual labour.
At the formative stage of labour union, suspicion
and skepticism may characterize management relations with labour and vice
versa. This view is strengthened when one considers the unions belief that the
organization with it’s enormous power and wealth is constantly seeking to
surprise the labour union. Management on the other hand beliefs that the unions
is poking it’s nose into it’s business there by making relations between the
parties at the initial stage resemblance of that of cat and rat.
A cursory review of the nature of labour and
management relations in contemporary Nigeria will no doubt be the conclusion
that a significant proportion of employees and workers still reject the idea
that on one hand, the two sides are engaged in a partnership and on the other
hand the absence of an effective industrial relations leads to disorder which
may result to strike and subsequently to lose of manpower and productivity.
Operations will come to a halt and there will be a serious economic
repercussion. This exactly why industrial relations is of utmost importance.
How a lasting industrial peace can be achieved and maintained still remain a
mirage. Hence, this study on management of industrial grievance, the reason
being how to find a lasting peace to labour and management problems.
The Nigeria Railway Corporation (NRC) came into
being in Nigeria
during the colonial era. It was one of the British strategies of exploitation
of Nigeria
resources, therefore it was given priority by the British government it is of
more benefit. It was used to transport each crops like cocoa, palm oil,
groundnut and other raw materials from the rural areas to the urban cities for
onward exportation to Britain.
Bauchi state which is one of the Northern Central States in the Northern of
Nigeria is known due to her high capacity in agricultural products and other
natural resources. They are one of the beneficiaries of the rail lines
constructed in cities of Nigeria
before 1919 by the British colonial masters. The corporation has staff strength
of about 1,500 workers. The organization has high level of bureaucracy which is
strictly adhered to and the workforce is arranged in a hierarchical order which
enhances efficiency, order and instructions, but delays the fast movement of
work.
1.2
STATEMENT OF PROBLEMS
This research tried to x – ray the factors, which
influence employee grievance in Nigeria Railway Corporation Bauchi, with a view
to finding the root causes of the grievances.
However, it could be said that these grievances
stem from such factor as: -
a.
The complain
of inadequate salaries by the employees of Nigeria Railway Corporation, Bauchi.
b.
The
unconducive working environment for the employees of Nigeria Railway Corporation,
Bauchi.
c.
The short
supply of motivational strategies by the management of Nigeria Railway Corporation
to detriment of it’s employees.
The consequences of these complaints
when they are not taken care of by the management is that job performances are
adversely affected, state the fact that job satisfaction has a direct influence
on employee performance and this may rise to employees grievance.
1.3
PURPOSE OF THE STUDY
The major purpose of this study was to ascertain
the relevant issues bothering management of employee grievances in Nigeria
Railway Corporation, Bauchi.
Specifically, the study is aimed at finding all
the following: -
a.
To ascertain
the major factors that give rise to employee grievances in corporations.
b.
To know
exactly the measure used by the employees in expressing their grievances and to
know the effect of its to the corporation.
c.
To know the
consequences of employee grievances towards achieving the goals of the
corporation.
d.
To ascertain
the strategic methods in handling employee grievances and preventing it’s
further occurrence in the corporation.
1.4
SIGNIFICANCES OF THE STUDY
Due to the regular occurrence of employee
grievance in recent times one begins to appreciate the need for a study that
would contribute towards the development and advancement of knowledge on labour
grievances and handling of labour management conflicts in Nigeria and with particular
reference to Nigeria Railway Corporation Bauchi.
The management of Nigeria Railway Corporation
Bauchi and other public organization will through this research study,
understand why grievances occur their indisposition in good labour relations
result in grievances. They will also appreciate the very need for grievances free work environment. The recommendations at the end of the work will be useful in finding
ways to ensure tranquility in the organization.
This work will also help in finding the quickest
and cheapest means of resolving employee grievance. Moreover, the union
leaders, through this study will also learn how to utilize the instrument of
collective barraging in negotiating with management to achieve positive results
on grievance resolution. Individuals and groups will draw a lot of information
and understanding from this study on this mechanism for expressing grievances
to management. Labour leaders will be able to understand the legal procedures
this study will elucidate in handing labour and work conflicts.
Finally, this research will be most useful for
academic and conventional purposes. It will serve as reference for students
carrying out research in related studies in the presenting and the finding can
provide the basis for future studies.
1.5
SCOPE OF THE STUDY
This study is designed to look into the management
of employees grievance with particular reference to Nigeria Railway Corporation
Bauchi.
1.6
RESEARCH QUESTIONS
In the course of this study, and in a bid to
ensure that this research achieves its aims and objectives the following
research questions were designed:
1.
What are the
factors that give rise to employee grievances in the corporation?
2.
In what ways
can employees express their grievances in the corporation?
3.
What are the
consequences of employees grievances in the corporation?
4.
What are the
various ways of handling employees grievances by the management of the
corporation?
These questions all put together, help us to
channel our investigations and studies towards finding the root cause of
employee grievance in Nigeria Railway Corporation and solutions to these
grievances.
1.7
DEFINITION OF TERMS
Some of the basic concepts that may look vague or
ambiguous and therefore pose a threat to the understanding and assimilation of
this work are concisely defined below.
1.
MANAGEMENT
Here, we mean those who carry out the
task of planning, organizing, staffing, directing and controlling with the
organization.
2.
LABOUR
Those who belong to the intermediate
and junior cadre workers. They could be equally be seen as those who belong to
the non-management cadre.
3.
LABOUR DISPUTES
It means controversies dealing with
the terms, contract or conditions of employment or representation of persons in
negotiating, fixing maintaining or charging the terms and conditions of
employment.
4.
GRIEVANCES
Any complaint by an employee or by a
union (some times by employee or employees association) concerning any aspect
of the employment relationship.
5.
GRIEVANCE MACHINERY/PROCEDURE
It refers to the structure/provision
set up to resolve problems, which arise in the application and interpretation
of the contract agreement.
6.
GRIEVANCE COMMITTEE
It refers to the union and management
representatives, that reviews grievances after they have come up from lower
steps of the grievance machinery.
7.
ENTREPRENEUR
This refers to one who innovates,
introduces new ideals, new products, new technology and opens up new markets.
8.
INDUSTRIAL RELATIONS
It refers to discipline concerned with
the systematic aspect of employment relation.
It is also a regulational relationship
between the trade union, the employee and the government.
It is also the regulation of
employment relations in any employment situation by the employment or
management or their organization.
“This simplest way of economizing
effort in an inquiring to review and build upon the work already done by
others” Seltizelal (1959:53).
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