THE IMPACT OF STRIKE ACTION IN THE ACHIEVMENT OF TRADE UNION AIMS IN AN ORGANIZATION

(A CASE STUDY OF NIGERIA NION OF TEACHERS (NUT) ENUGU)

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ABSTRACT

This study looked into the impact of strike action in the achievement of trade Union aims in an organization in specific interest in NUT Enugu State.

In Carrying out this work relevant research questions were asked.

Relevant literatures were reviewed with the aim of author dictating the issue Under study. The research used descriptive design for the project layout for respondents of data collection (questionnaire) the data on the respondent response analyzed using simple fable, one of the findings showed that workers join the Union for the purposes of promoting and ensure job security.

Based on this findings certain recommendation were made which include, management should sit up to settle dispute and the latent stage and that of Job security so as to enhance organizational productivity

PROJECT TOPIC

(!)      The impact of strike Action in the Achievement of Trade Union Aims in An Organization

(A case study of Nigerian Union of Teachers (NUT) Enugu.

(2)     the degree of employees participation in decision – making and its effects on productivity. (a case study of Anambra motor manufacturing company (ANAMMCO)

(3)     MOTIVATION AS A TOOL FOR IMPROVEMENT EMPLOYEE (A CASE STUDY OF AFRI-BANK PLC ENUGU.

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 question

1.5     Research question

1.6     Significance of the study

1.7     Limitation of the study

1.8     Definition of terms

References

CHAPTER TWO

2.0     Review of related literature

2.1     The early days and development of unionism in nigeria

2.2     Objective and functions of trade union

2.3     The objective and function of trade union strikes

2.4     Evaluation of strike as one of the tools of trade unions

References

CHAPTER THREE

3.0 Research design and methodology

3.1 Research design

3.2 Area of the study

3.3 Population of the study

3.4 Instrument for data collection

3.5 Validation of the instrument

3.6 Reliability of the instrument

3.7 Method of data collection

3.8 Method of data analysis

Reference:

CHAPTER FOUR

4.0 Data presentation and analysis

4.1 Testing of hypothesis

4.2 Summary of results

CHAPTER FIVE

5.0 Discussion recommendation and conclusion

5.1 Discussion of results/findings

5.2 Conclusion

5.3 Implication of the research finding

5.4 Recommendation

5.5 Suggestion for further research

Reference:

Bibliography

Journals

Periodicals

Appendix

CHAPTER ONE

INTRODUCTION

1.1     BACK OF THE STUDY

The early 70’s saw and witnessed the end of political crisis and at its time organized labour which was put into the coffin during the civil war was once released free its dilemma of whether or not to forget industrial action in the life rest national security.

With the civil war, labour militate its demand for improvement in the wage structure and other condition of employment throughout the country. Workers protest coupled with the government gravening realization of the poor economic state of the working class ultimately led to the establishment of certain commissions like the Adebo commission.

Since 1970, to the present time, workers demand have increased the number of strike action as management could not satisfy the needs of employees in the face of economic recession.

Strike among others, is not of the root through which employees force management to access to the demand. In the study, however, we are going to examine the causes of strike, its consequences and effectiveness as a weapon of trade union, in achieving their aims. Mention of course would briefly became of the history and development of trade union in Nigeria.

Strike defined by second 37 (1) of trade depute No: 7 1976 is a cessation of work by a body of employed purpose acting in combination or a concern refusal under a common understanding of any number of employed purpose to continue to work for an employer in consequence of a dispute, done as a means of compelling of purpose employed to aid other workers.

As it stands, threat force strike is one word that thorn the flash of management.

Each time strike occurs, substantial out is lost during the first general strike of 1945 1993 (ASU strike Jam 2000 (NLC strike when the government disagreed with civil servant on wages and allowances about forth working days were lost.

Output dropped substantial as a request government had to upgrade salaries in a bid to resolve between 1980, 82, 1993. and 1999 to 2000 respectively, there was a spot of industrial and trade deputies and work stoppage in the country requiting in a high loss in men hours and productivity.

This spate of industrial unrest was evidently a result of lack of adequate attention to the human labour in business organization.

There has been no giant sagging the fact that human factor is of paramount in industry commerce and civil service

The management profit has a heresy made them maximizing profit has a heavy made them to pay little or no attention to the human faction in the organization. This relegation of human factor to the background by management has been a services but latent cause of increase in strike action on with it resultant consequences. it is the purpose of the work to probe into this and acquaint the management, with the tools for combating this hydra headed monster.

1.2     STATEMENT OF THE PROBLEM:

The unstable industrial relation climate, Nigeria just within the last decade has resulted in all time record of cost working hour, unprecedented work stoppages as a result of strike.

In the first six months of the year 1982 Nigeria lost a total of 4, 598 man-hours because of strike action by workers. This represented a 342% increase in the five cost during the first half of 1959 and is even more

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THE IMPACT OF MOTIVATIONAL FACTORS ON EMPLOYEE’S PERFORMANCE

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ABSTRACT

The word motivation comes from the Latin word EMOVERE which mean to move. Motivation is a general term applying to the entire class of drives, desire, and needs wishes and similar forces inherent in an individual, which make him behave in a particular way.

Thus, motivation could simply refer to as those inner drives that activate, energies of move behavioural patterns of individuals or group and sustain them towards the satisfaction of a felt needs. Motivation is interested in the “WHY” or rationale behind human behaviours. Although not all-human behaviour is motivated, some are based on reflex action, habit or instinct. A manager is only interested in those behaviours that can be motivated when an individual is left with a choice.

TABLE OF CONTENTS

CHAPTER ONE

1.0    Introduction          –         –         –         –         –         –         –         1

1.1          Statement of General Problem       –         –         –         –         4

1.2          Objective of the Essay           –         –         –         –         –         5

1.3          Significance of the Essay      –         –         –         –         –         7

1.4          Scope and Limitation of the Essay           –         –         –         8

CHAPTER TWO

2.O    Literature Review          –         –         –         –         –         –         11

2.1          Definition    –         –         –         –         –         –         –         –         12

2.2          Ways of Motivating Employees       –         –         –         –         13

2.3          Factors of Motivation    –         –         –         –         –         –         16

2.4          Theories of Motivation –         –         –         –         –         –         18

2.5          Maslow’s Hierarchy of Needs Theory      –         –         –         20

2.6          Herzberg two Factors Theory of Motivation       –         –         22

2.7          Dorglas Mcgregor’s Theory X and Theory Y     –         –         24

2.8          The Expectancy Theory         –         –         –         –         –         26

2.9          Reinforcement Theory –         –         –         –         –         –         28

2.10     Effect of Motivation on Employees performance         –         30

CHAPTER THREE

3.0            Summary, Conclusion and Recommendation –         –         37

3.1     Summary    –         –         –         –         –         –         –         –         37

3.2          Conclusion –         –         –         –         –         –         –         –         38

3.3          Recommendation          –         –         –         –         –         –         39

Reference  –         –         –         –         –         –         –         –         41

1.0   INTRODUCTION

One of the major problems confronting management today is that of motivating to perform assigned task to meet or surpasses predetermined standard. Motivation is that energizing forces that induces or compels and maintains behaviour. Human behaviour is motivated it is goals directed.

It is not easy to motivate an individual, for the success of any motivational effort depends on the extent of which the motivator meets the needs of the individual employees for whom it is intended. Motivation is an internal psychological process whose presence or absence is intended from observed performance.

In Nigeria today, lack of proper managerial knowledge, economic depression and high rate of unemployment have made most workers subjected to themselves, to deplorable working conditions, which of course are the catalyst of low performance.

The management of most organization tends to believe that workers are satisfied with their job but unfortunately they are not.

The disadvantage of these to the employers that workers will not put in their best and the result will be low performance.

Managers in most of the organization are aware of the situation in the labour market, and as such went to capitalize on that to subject workers to deplorable working condition. It is when one is satisfied both physically and psychologically that such a person can perform his best. Therefore, intimidating workers or threatening to sack can only worsen the situation. But cannot solve it.

Job satisfaction presupposes going to work and getting believed of work done. In Nigeria, most at times, the pay given to a worker is not commensurable to the type of work done. This is the reason why sometimes efficient and experience worker leave an organization for another organization that pay more or stay in the organization and perform below expectation.

Job dissatisfaction is quite prevalent in most organization. low performance which comes as a result of job dissatisfaction is always the basis for conflict between organization and workers. Managers always blame the workers for not putting in their best, and on side of the workers they blame management for not providing or creating an enabling environment as in motivation. Whoever may be guilty, the bottom line is satisfying the objective of the organization, which of course is to make enough profit to keep the organization moving.

To meet the above object there need for both the management and employee to reach a consensus, the management meeting the desires of the workers and in turn the employees putting in their best in terms of performance. The workers need security of all types; physical, psychological and economic are important for effective and efficient performance.

Security can serve as an incentive to some individual to remain with the organization and to put in maximum effort in performance.

1.1   STATEMENT OF GENERAL PROBLEM

Some organization tends to employ more personnel in order to meet the set target of their organization’s production and to satisfy the primary demand of customer. However, despites all these effort, there could still be inefficiency that is performance could still be below…

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THE ROLE OF PERSONNEL MANAGEMENT IN ENHANCING INDUSTRIAL HARMONY.

(A CASE STUDY OF COTTON MILLS ONITSHA)

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ABSTRACT

This project study exposes the reader to what personnel management is all about the various tools involve in the management of personnel management.

This work also expose the reader to what keeps personnel management satisfied and also enhances the industrial harmony in the cotton mills Onitsha.

Various method were employee in collecting data for the study which involved personnel interview and questionnaire

Different type of management tolls were also examined commuters were interviewed with the data collected presentation and analyzing were done and finally summary were give and conclusion was draw

TABLE OF CONTENTS

CHAPTER ONE

INTRODUCTION

1.0     General background of the study

1.1          Problem associated with the study

1.2          The importance of the study

1.3          Scope of the study

1.4     Definition of some important terms

1.4          Reference

CHAPTER TWO

2.0     LITERATURE REVIEW

2.1          Origin and factory of the study area

• School of though with in the subject area
• The different school of though relevant to the problem of study
• Method of studying the problem associated with the study
• Summary
• Reference

CHAPTER THREE

3.0     CONCLUSION

• Data collection
• Analysis of data/ findings
• Tabulation of data
• Recommendation

CHAPTER ONE

 INTRODUCTION

1.0     GENERAL BACKGROUND OF THE STUDY

The purpose of undertaking this project is to look into how personnel management enhances industrial harmony with special reference to cotton mills limited Onitsha.  Also it is utmost important to and identity the problems militating against workers effective performance it is hoped however , that it mill from a useful handbook for the management of general cotton mills limited particularly the personnel management whose duty is to enhance the industrial harmony of the company.

Before analyzing the area to be covered in this project it is worth explaining some keywords like personnel management;

The dictionary meaning of personnel is body of persons engaged in some public service or in the offices.  Also a personnel manager is the one employed to dead with relationship between individual employee their relationship problems grievance etc.

Personnel management is therefore the management of human resources and the optimum utilization of  manpower  to achieve the desired objective and this is regarded as a life wire of any organization.

Personnel management in the sense of managing people can said to be part of the role every person who is responsible for the work of others.

Furthermore personnel management deals with recruiting selecting placing training developing motivating pay and benefits enforcement relation with trade unions staff association safety and heath employment legislation etc

The creation of goods and service in our society is accomplished through effective work force.

It is pertinent to mention have that many organizations has lose down or retrench their worker due to not only lack of raw material and spare parts but to some extents dues to industrial arrest that are bound in such organization it is therefore necessary to curb or strongly minimize such a menace or hazards.

To do this investigations should be carried out or condition hence this project is undertaken.

It should be noted or remembered that since that attainment of organizations objectives is through the work of people and it is established that if people think and act differently conflicts and disharmony must exists.

The investigations is therefore aimed at highlighting the factor that affects and that could brings about disharmony in a department and to try and recommend remedies for it

Personnel management which is that departments in an organization that has the prime responsibility for the following:

1. Formulating proposing and gaining acceptance for the personnel polices and strategies of the organization.
2. Advising and guiding the organization management on the implantation of personnel policies and strategies
3. Proving personnel service for the organization to facilitate the recruitment motivation and developing of the sufficient and suitable employee at all levels.
4. Advising the organization managers of human consequence of change.

Again personnel management amongst all departments in an organization is regarded as one of the important department of which if not fund affects the running of the organization.  There are some other important works which are performed by the personnel managers which helps the organization in enhancing their industrial harmony which will help for the effectiveness of the workers and could also lead to improvement of their output.

• PROBLEMS ASSOCIATED WITH THE STUDY

There are many problems associated with this study and it could not be overemphasize.

In Nigeria today there are problems which face the personnel practitioners the first major problems is concerned with the delicate balance which a personnel manager must maintain between expatriate and their counterparts.  By virtue of culture difference between two group and the fact that expatriate  who belong to multinational organization have to be treated differently and apparently better with regards to conditions of service there is bound to be…

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