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Impact Of Industrial Conflict Management On Employees Performance
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1.2 STATEMENT OF THE PROBLEM
The Trade union decree of
1973 was enacted due to frequent re-occurrence of individual conflict at
the work place and how it affects the performance of employees and
management. The inability to deal with conflict at the workplace can
result in huge loss of productivity and affect the individuals and
groups involve in the conflict emotionally, which may lead to
discrimination, unfair treatment, and inability to ask what one need
among others. Conflict has got enormous attention of researchers in the
last few decades because it becomes global threat to every organization.
Conflict is an unpleasant fact in any organization as long as people
compete for jobs, resources, power, recognition and security.
Conflict
is one factor that contributed to waste of energy and employees
capabilities. Since people normally possess different traits and
characteristics, lack of conflict may indicate lack of meaningful
interaction. However, conflicts are found in all organizations but it
may be weak, strong, silent, outstanding or indistinctive. Researches
also suggest that 20% of manager’s time is spent for resolving
organizational conflict or its aftermath.
It has been observed that
one of the factors of conflict in the organization is the gap in the
bargaining power of the employees and their employers, so therefore,
many questions pertaining to how can collective bargaining improve
employees performance need to be asked. Also, arbitration and joint
consultation as factors that can be used to manage conflict needs to be
analyzed to see if they have impact on employees’ performance at the
work place.
1.3 OBJECTIVES OF THE STUDY
The general objective
of this study is to examine the impact of industrial conflict management
on employees’ performance. However, the specific objectives are:
To determine the effect of collective bargaining as an aspect of conflict management on employees performance.
To ascertain the effect of arbitration on employees performance at the work place.
To determine if joint consultation as an aspect of conflict management will have impact on employees performance.
To determine how improved employees performance affect employees commitment at the work place.
1.4 RESEARCH QUESTION
1. What is the effect of collective bargaining on employees’ performance?
2. What effect does arbitration have on employees’ performance?
3. What is the impact of joint consultation on employees’ performance?
4. Does improved employees performance have an effect on employee’s commitment toward work?
1.5 RESEARCH HYPOTHESES
Ho1: There is no significant relationship between collective bargaining and employees’ performance.
Ho2: There is no significant relationship between arbitration and employees performance.
Ho3: There is no significant relationship between improved employees performance and employees commitment toward work.
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ABSRACT - [ Total Page(s): 1 ]This study was conducted to determine the impact of industrial conflict management on employees’ performance amongst civil servants at the Ministry of Economic Planning in Asaba, Delta State. The sources of data that constituted this research work were primary and secondary data. A structured likert scale questionnaire was the instrument adopted to generate data. Simple percentage statistical tool was used. Coefficient correlation and regression data analysis were used to test hypothesis. ... Continue reading---
