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INDUSTRIAL INDUSTRIAL CONFLICT AS AN IMPEDIMENT TO PERSONNEL PERSONNEL MANAGEMENT

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INDUSTRIAL INDUSTRIAL CONFLICT AS AN IMPEDIMENT TO PERSONNEL PERSONNEL MANAGEMENT

 

 

 

 

CHAPTER ONE

INTRODUCTION

  • Background of the Study

Industrial conflict is inevitable in every society as well as organization. It occurs within groups individuals, organization, government and even among family members. Industrial conflict between groups or organization. Potentially improves team dynamism (Mary Ann 2000). Industrial conflict personnel management skills is necessary for personnel management of industrial conflict in any organization. For any organization to be effective and efficient performing of its activities. Here is the need for mutual co-existence and understanding among members of the organization. However, industrial conflict within an organization can emerged as a result of individuals difference, ambitions or from villainy between sub-groups or factions (Dennis, 2006).

 

Industrial conflict is generated from emotions and frustration and has a detrimental impact on group or organizational outcomes i.e. information processing ability. Cognitive function of group members, attribution of group members behavior group loyalty. Work group commitment intent to stay in the present organization and job satisfaction (Jameson 2007).

Organizational industrial conflict is a state of discord caused by the actual or perceived opposition of needs, value and interests between people working together. Industrial conflict takes many forms in organization there is the inevitable clash between formal authority and power and those individual and group. Affected most organizational industrial conflict are as a result of agitation by workers unions for improve condition of service and other welfare packages. In the recent past organize labour, government and owners of enterprise have been constraint with the problem of industrial industrial conflict, hence industrial conflict resolution as activities of industrial relation become very necessary following the disagreement between workers and personnel management repetition (employer and employee) on the matter pertaining to either policy formulation on the welfare of workers in an organization or workers participation in decision making process on matters that boarders on their interest and welfare.

 

Jornab (2007), urges that agitation by worker unions for improved condition of service and other welfare package are almost always not in consonance with the interest and expectation of employers the very foundation of industrial industrial conflicts.

Hence, the need to examine industrial conflict resolution as a tool for effective personnel management in SSABML very imperative.

  • Statement of Problem

Productivity in most organization have comparatively taken a nosedive sequence to frequent industrial industrial conflict, the frequent agitation by workers for improved working condition and other workers interest and right. Hence optimal productivity has been hampered because of frequent industrial industrial conflict as such many organizations has restored to different means of resolving such industrial conflict because of its intended negative consequences such as down toll, which will affect sales, production decline, patronage and profit margin.

 

  • Objective of the Study

The objective of the study are as follows:

  1. To identify the causes of industrial conflict in SSABML
  2. To examine the relevance of effective industrial conflict personnel management in SSABML
  3. To examine the criteria for effective industrial conflict resolution in SSABML
  4. To proper possible solution to industrial conflict in SSABML
    • Significance of the Study

The study will be beneficial to corporate organization especially SSABML as they utilize the finding in policy formulation regarding industrial conflict personnel management in their organization. The study will add to existing knowledge on industrial conflict resolution and would be useful reference materials to individuals, students as well as scholars who may wish to undertake a similar research.

 

Most importantly, the study will go a long way in putting an end to unnecessary unrest in the corporate and will enhance productivity, peaceful co-existence between personnel management and employee which will have positive impact on sales, profit, personnel management and maximum enhancement of labour.

The research will also serves as a reference point to further research work.

 

  • Research Questions

The research questions that will guide the study are:

  1. What are the causes of industrial conflict in SSABML?
  2. What is the relevance of effective industrial conflict personnel management in SSABML?
  3. What are the criteria for effective industrial conflict resolution in SSABML?
  4. What are the positive solution to the problem of industrial conflict in SSABML?

 

 

 

 

 

 

  • Scope of the Study

The study cover the examination of industrial conflict resolution as a tool for effective personnel management in SSABML. To this end the study will identify the criteria for effective industrial conflict resolution as well as the relevance of effective personnel management system in SSABML. The study will equally identify the causes of industrial conflict in SSABML and would proffers solution to such problems.

 

1.7     Limitation of the Study

For the fact that this study is restricted to Sona System Association Business Personnel management Limited (SSABML) it is not certain if the same result would be obtained if the survey is done on a different area for the fact that the questionnaire as well as the survey design are used as the instrument and the research design respectfully. Its is not certain if other kind of instruments  as well as research design could yield the same result.

 

Other limitations arise from the uncooperative attitude of respondents as well as their non-challant attitude. This affected the validity of their response. As such incoming students as well as individual who may wish to conduct a further research should take this into cognizance.

 

 

1.8     Historical Background of the Case Study

Sona System Association Business Personnel management (SSABML) was established in Nigeria in 1977. It first started with it first Plant in Kaduna located in Kuddenda Industrial Layout, Kaduna.

 

The company kick-up with franchise from Hamburg Breweries in Germany Market of Kronerburg and Sergenbre to produce Kronernburg, Serzenbre, other franchise were obtained from Malinnger Breweries in U.S.A to produce legent extra smooth and Amstel Malt.

 

Sona System Association Business Personnel management Limited Kaduna (SSABML)  has distribution outlet across all states in Nigeria Selling Beer and Malt Drinks to its customers.

 

1.9     Definition of Terms

  1. Industrial conflict: This is a process in which one party perceive that it interest is being opposed or negatively affected by another party.
  2. Personnel management: Personnel management is the act of getting things done through people.
  3. Industrial conflict Personnel management: Is a communication process in an organization that a solution when industrial conflict arise
  4. Organization: This is a framework for getting things done.
  5. Strike: This is temporary withdrawal or withholding of labour power with the hope of raising its price by improving the payment of wages and other condition of employment.
  6. Lockout: This refers to personnel management refusal to allow employees to work.
  7. Trade Union: This is a combination of workers or employers association form for the main purpose of regulating the terms and conditions of employment of workers.
  8. Production: This is the process of transforming resources such as raw materials, labour and capital goods into finished product and services.
  9. SSABML: This is an acronym for  Sona System Association Business Personnel management Limited.

 

 

 

 

 

 

 

 

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