STUDY ON THE STRATEGIES FOR HEALTHY EMPLOYER- EMPLOYEE RELATIONSHIP IN ORGANISATION
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STUDY ON THE STRATEGIES FOR HEALTHY EMPLOYER- EMPLOYEE RELATIONSHIP IN ORGANISATION
Chapter one
INTRODUCTION
1.1 Background of the study.
Disagreements about employment terms and conditions have persisted for many years, dating back to the day an employer employed his first employee in the organisation.
This dispute may be the result of all or some of the problems listed below.
– Employment issues and employment scarcity
– Condition of work hours and shifts.
– Wage payment method and remuneration levels
– Employee health and welfare at work.
– Employment development, upgrading and promotions, etc.
The incapacity of management or employers to address employment issues with their employees leads to industrial disharmony/strike and discord, which has recently become a nationwide problem plaguing many organisations in the country.
In most circumstances, an unhealthy connection between an employer and an employee is followed by very unfavourable workplace consequences such as industrial strikes, work slowdowns, sit-down strikes, and many others.
This has frequently paralysed the activities of organisations in this country, resulting in an adverse economic situation and a lower standard of living for the people.
It is against this backdrop that the researcher has embarked on this research work to review the industrial relationship system in the country and advance strategies for healthy employee-employee relationships in organisations, using Emenite Company Limited Emene Enugu as a case study.
It is thus intended that this study will have answers to the aforementioned labour concerns and establishes means of developing a strong and viable healthy relationship between employers and other employees in the organisation, which will go a long way in generating industrial harmony in the workplace.
1.2 Statement of the Problem
Since the formation of the country’s first workers union in 1912, organised labour has gone a long way. Nonetheless, organisation is not free of industrial mischief. The employer and employee have not had a cordial relationship.
According to records, there have been general strikes in 1945, 1964, 1981, and 1993, as well as the 2004 national strike by the Academic Staff Union of Universities (ASUU) over disagreements between workers (employees) and the government (employer) on certain issues, as well as the recent national strike by the Nigerian labour union and the federal government over increases in petroleum product prices.
This toxic relationship has subsequently subjected the employee in the organisation to various forms of discomfort and exposure to additional forms of emasculation, such as suspension from work for an extended length of time without pay and outright dismissal from work.
These issues prompted the researcher to conduct a study on ways for healthy employer-employee relationships in order to put an end to all oddities in the workplace.
1.3 Purpose of the Study
In basic and plain terms, this effort was aimed to check the following.
a) To identify the components of the industrial relations problem.
b) Conduct an in-depth examination of the strategies for healthy employee-employer relationships in the organisation.
c) Identify some reasons of industrial disputes in practice.
d) To find out measures of making employees satisfied with the manner they are handled by their employers.
a) Determine whether a cordial relationship exists between the employer and the employee in the workplace, with a specific reference to Emenite Cay Limited Emene Enugu.
1.4 Scope of the Study
Within the scope of this study, the seeming inability of the industrial relations system to adjust to the rapid pace of social and economic change has sparked ongoing public debate over what is wrong with the system.
The inference and conclusion here are based on tools to improve a healthy employer-employee relationship encompassing Emenite Company Emene Enugu.
1.5 RESEARCH QUESTION
1) What are the elements or components of industrial relations problems at the company under consideration?
2) Are there any strategies that help improve or encourage a healthy employer-employee relationship in the organisation?
3) What are the root causes of industrial disputes in an organisation?
4) What steps can be made to ensure a positive relationship between employer and employee in an organisation?
5) Is there a friendly relationship between the employer and employee of the organisation under study?
1.6 Research Hypothesis
HYPOTHESIS 1 H0: A friendly relationship between empower and employee does not lead to
Company to success.
H1: A positive relationship between empower and employees leads the organisation to success.
HPOTHESIS 11 H0: The implemented strategies do not improve a healthy relationship between
Employer and Employee of Emene Company Limited
H1: The implemented strategies promote a healthy interaction between
Emenite Company Limited’s employer and employee.
1.7 SIGNIFICANCE OF THE STUDY.
The study will show how industrial methods such as collective bargaining can be used to improve organisational effectiveness and efficiency.
This study may teach Emenite Co Ltd how cooperative decision-making by both employers and employees may have a significant impact on productivity, service quality, and job security, allowing them to evaluate their union leadership for better and more efficient performance.
Other organisations in Nigeria are not excluded from the benefits. In this sense, this study could be extremely beneficial to labour unions in general, as the amount to which they successfully represent the interests of workers is determined by the methodological approach to industrial relations.
This study on business administration, management, and behavioural studies would assist both students and companies in Nigeria.
Furthermore, it will be extremely beneficial to anyone who want to establish a good and pleasant relationship at work in order to achieve personal goals.
1.8 Definition of Term
1) STRIKE: A strike is a period of time when a group of workers deliberately cease working due to a disagreement about wages, working conditions, and so on. It is a means of forcing their employer to comply with the terms of employment and physical conditions of work.
2) INDUSTRIAL DIPUTES: This is a conflict between an employer and an employee that is always associated with non-compliance with either party’s work agreement, which leads to grievances.
3) EMPLOYER: This term refers to an individual, corporation, organisation, or even the government that employs people.
4) EMPLOYEE: An employee is someone who is paid to work for another person in a company.
5) EMPLOYMENT: This may relate to work done for money or a living.
6) STRATEGY: This simply refers to a pre-determined means, approaches, or skillful plan to reach goals and objectives.
7) GRIVANCES: A grievance is stated to occur when a worker/employee feels aggrieved or dissatisfied with a specific treatment measure administered to him by either his employer or a superior officer in the workplace.
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