Industrial Conflict As An Impediment To Personnel Management
(Case Study Of Anammco, Emene, Enugu)
Industrial conflict poses a significant challenge to effective personnel management within organizations. Such conflicts, arising from disputes between employers and employees or among workers themselves, can manifest in various forms, including strikes, lockouts, and grievances. These conflicts disrupt workflow, compromise productivity, and strain workplace relations, leading to decreased morale and increased turnover rates. Moreover, they often result in financial losses for companies due to halted operations and potential damage to reputation. To mitigate the adverse effects of industrial conflict, proactive measures such as fostering open communication channels, implementing fair labor practices, offering conflict resolution mechanisms, and prioritizing employee engagement and satisfaction are essential. By addressing the root causes of conflict and promoting a harmonious work environment, organizations can enhance personnel management practices and cultivate a more resilient and productive workforce.
This topic is on the impact of industrial conflict on personnel management.
(A case study of Anammco limited Enugu).
The purpose of going into this research work was to examine the various types of industrial conflict that exist in ANAMMCO their source and to proffer solution to such causes of conflict.
In the cause of this research work the researcher designed a comprehensive questionnaire which was administered to both senior and junior staff of ANAMMCO the questionnaires were filled and returned to the researcher. The filled questionnaire were all analysed using chi-square.
The result of the research questions were used to test the null hypothesis which was accepted because the calculated table valves were less than the critical table valves.
The researcher while analyzing the filled questionnaires find out the following that:
ANAMMCO workers show their grievance atoms thought peaceful demonstration
That industrial conflicts are caused by ineffective Communication Workers are allowed to join the workers union.
Based on the findings, the researcher made some recommendations on the way to stop or minimize conflict in ANAMMCO some of the recommendations are:
Management should have group discussion with the staff to know their feelings
Provisions of suggestion boxes where staff can lodge in their complaints
Functions of workers should be made known to them on employment.
Finally, the researcher gave some aspects of the research work which he was unable to carry out due to time limit for further studies and stated some of the guidance he encountered in the forces of carrying out the research project.
Title page
Approval
Acknowledgement
Dedication abstract
Table of content
CHAPTER ONE:
INTRODUCTION
1.1 Background of the study
1.2 Statement of problem
1.3 Objective of study
1.4 Delimitation of the study
1.5 Research questions
1.6 The significance of the study
CHAPTER TWO:
REVIEW OF THE RELATED LITERATURE
2.1 Type of industrial conflict
2.2 The effect of labour-management conflict in ANAMMCO
2.3 The sources industrial conflict
2.4 Industrial conflict resolution techniques
2.5 Summary of the related review literate
Reference
CHAPTER THREE
METHODOLOGY
3.1 Research design
3.2 Area of study
3.3 Population of the study
3.4 Sample and sampling procedure
3.5 Instrument for data collection
3.6 Validation of instrument
3.7 Reliability of the instrument
3.8 Method of administration of instrument
3.9 Method of date analysis
CHAPTER FOUR:
DATA PRESENTATION AND RESULTS
4.1 Summary of data analyzed results
CHAPTER FIVE:
DISCUSSION OF RESULTS
5.1 Conclusion
5.2 Implications of the research results
5.3 Recommendations
5.4 Suggestions for further research
5.5 Limitation of the study
References
Appendixes
Questionnaires
INTRODUCTION
BACKGROUND OF STUDY
For the purpose of clarity and understand it is imperative that the introductory part of this project approach the type by giving definitions of the subject of the project work.
Roder and Rogers (1973) defined the term organization or industrial activities as a stable system of individuals who work together to achieve through a hierarchy of ranks and division of labour a common goals, while on the other and Gray (1980) defined conflicts as a behaviour by one person or group of persons that is purposely designed to inhibit the attainment of goal by another person or a group of person or when one person or a group of persons deliberately interferes with the aim of denying the other goal achievement.
However, one should be careful not to confuse conflict with competition and so often the two has been interchangeable but by definitions of the two can be viewed differently.
Conflict takes place when individuals or group have incompatible goals but do not interfere with each other as they both try to attain their respective goal while competition occurs when individuals or groups have incompatible goals and they interfere with each other as they try to attain the respective goals.
In home parents suppress conflict by telling their children to stop fighting. In schools, teachers are assumed to have correct answers and exams are checked to see whether students are deviating from these. Most churches stress brotherhood and peace and not conflict.
1.2 STATEMENT OF THE PROBLEM
It has been established that conflict has been with man since beginning of mankind and has no doubt a negative impact on the administrative of personnel polices and programme. The existence hinders the said industry from achieving its set objectives no matter which ever way one may want to view it, either from the point of the employee or the employee, it is assumed that conflict is an unhealthy development towards the attainment of industrial goal. The case of ANAMMCO is viewed from the following perspectives:
1) The effect of labour- Management conflict in ANAMMCO
2) Types of conflicts and their effect on personnel management
3) The sources of industrial conflict
4) Industrial conflict resolution techniques.
1.3 OBJECTIVES OF STUDY
As conflict is considered to be major set back in the administration of personnel policies and programmes and also an unhealthy development to the performance of an industry and due to the unhealthy development in ANAMMCO which resulted in poor output and general retrogression in the companies activities, it is the objective of this study to:
1) Ascertain the effect of labour-management conflict in ANAMMCO
2) Examine the various type of industrial conflict in the ANAMMCO
3) Find out the various industrial conflict resolution techniques
4) Investigate the sources of industrial conflict problem and proffer solution to them.
1.4 DELIMITATION OF STUDY
The scope of this project borders on effect of various types of industrial conflict on personnel management, the extent of work disruption by labour-management conflict, effect of ineffective communication and role function industrial conflict and techniques for conflict resolutions.
1.5 RESEARCH QUESTIONS
1) To what extent does labour management conflict disrupt the activities of ANAMMCO.
2) To what extent does the various types of industrial conflict affect personnel management.
3) To what extent are the various conflict resolutions techniques applied ANAMMCO.
4) To what extent does ineffective communication and role function trigger of industrial conflict?
1.6 THE SIGNIFICANCE OF THE STUDY
The findings of this research work are expected to contribute the following:
1) Provide suggestions to avert labour management conflict ANAMMCO
2) Help ANAMMCO works appreciate the devastating effect of industrial conflict on personnel management.
3) Provide suggestions to the various sources of industrial conflicts
4) Provide basic information on industrial conflict resolution techniques.
Industrial conflict refers to disputes, disagreements, and tensions between employers and employees or among groups of employees within an organization. It can manifest in various forms, including strikes, work stoppages, slowdowns, lockouts, and protests. Industrial conflict can indeed be a significant impediment to effective personnel management for several reasons:
- Disrupted Operations: Strikes, work stoppages, and other forms of industrial conflict can disrupt normal business operations. This disruption can lead to delays in project timelines, decreased productivity, and even financial losses for the organization.
- Loss of Productivity: During periods of industrial conflict, employees might not perform at their usual level, even if they are not directly involved in the conflict. The uncertainty and tension can lead to a decline in overall productivity and efficiency.
- Employee Morale: Prolonged industrial conflict can negatively impact employee morale and job satisfaction. Employees may feel frustrated, stressed, and uncertain about their job security, which can lead to decreased engagement and increased turnover.
- Resource Allocation: Organizations often need to allocate resources, including time and money, to manage and address industrial conflicts. These resources could have been better utilized for other strategic initiatives or personnel development programs.
- Reputation Damage: Public perception of an organization can suffer due to industrial conflicts. News of strikes, labor disputes, or other conflicts can tarnish an organization’s reputation and impact its relationships with customers, suppliers, and investors.
- Communication Breakdown: Industrial conflicts often stem from communication breakdowns between management and employees or between different employee groups. Failure to address these communication gaps can perpetuate misunderstandings and escalate conflicts.
- Innovation and Creativity: A work environment marked by industrial conflict is less conducive to fostering innovation and creativity. Employees are less likely to contribute new ideas or collaborate when they are focused on grievances and tensions.
- Trust Erosion: Trust between employees and management can erode during times of conflict. This erosion of trust can have lasting effects on the employment relationship, making it harder to implement changes, enforce policies, and maintain a positive work culture.
- Legal and Regulatory Risks: Prolonged industrial conflict might lead to legal actions, grievances, and regulatory issues. Organizations may have to spend additional resources on legal fees, settlements, or fines.
- Negotiation Strain: Personnel managers and HR professionals often have to invest significant time and effort in negotiating and mediating conflicts. This diverts their attention from other important HR functions, such as talent development and strategic planning.
To mitigate the impacts of industrial conflict on personnel management, organizations can focus on improving communication channels, fostering a positive work culture, addressing employee grievances promptly, and implementing conflict resolution strategies. Open lines of communication, fair grievance procedures, and proactive efforts to address employee concerns can help prevent conflicts from escalating and negatively affecting personnel management.