Abstract
The study examined labour conflict and management in power holding company of Nigeria, Awka business units. The management have often been accused of negligence and insensitivity to the plight of workers and as well do not involve the workers in the decision making which have given rise to conflict between the two parties. The survey research method was adopted for the study and the study relied much on primary and secondary data. Four hypotheses were formulated to guide the study. The date collected were formulated in frequency tables and analyzed using percentages and the hypotheses were tested using chi-square. The findings from the study showed that the attitudes of the management contributed to conflict that the various activities of the management like the style of leadership, the types of communication and relationship that exist between the two parties are strained. The researcher concluded that these factors are entirely true in the business unit. That the management were the workers are marginalized in decision making and the relationship between them is not cordial. The researcher recommends that continuous maintenance of cordial relationship and workers involvement in decision making will help in conflict resolution.
TABLE OF CONTENTS
Title
page i
Approval
page ii
Dedication iii
Acknowledgement iv
Abstract v
Table
of contents vi
CHAPTER ONE
1.0
Introduction 1
1.1
Background of the study 1
1.2
Statement of the problem 7
1.3
Objectives of the study 10
1.4
Research questions 11
1.5
Significance of the study 12
1.6
Scope of the study 13
1.7
Limitation of the study 14
1.8
Definition of terms 15
CHAPTER TWO
2.0 LITERATURE REVIEW 18
2.1
Introduction 18
2.2
Definition of labour crisis 19
2.3.1
Management/resolution of industrial/labour conflict 27
2.3.2
Kinds of industrial conflict 30
2.3.3
Causes of industrial/labour conflict 34
2.3.5
Principles of management 35
2.4
Theoretical framework 43
CHAPTER THREE
3.0
Research design and methodology 45
3.1
Introduction 45
3.2
Research design 45
3.3
Sources/methods of data collection 46
3.4
Population and sample size 47
3.5
Sample technique 48
3.6
Validity and reliability of measuring instruments 49
3.7
Method of data collection 50
CHAPTER FOUR
4.0
Presentation and analysis of data 51
4.1
Introduction 51
4.2
Presentation of data 51
4.3
Analysis of data 52
4.4
Interpretation of result (s) 66
CHAPTER FIVE
5.0 SUMMARY, CONCLUSION AND RECOMMENDATIONS 70
5.1
Introduction 70
5.2 Summary of findings 70
5.3
Conclusion 73
5.4
Recommendations 74
References 77
Appendix
79
CHAPTER ONE
1.0
INTRODUCTION
1.1
BACKGROUND OF THE STUDY
Labour
conflict is paramount and traceable to the human factor in the search for
better wage structure and other conditions of employment and this affects the
apparent need to evolve appropriate policies that would ensure management of
labour conflict in power holding company of Nigeria. Power holding company of
Nigeria is a public utility corporation/enterprise that generates, transmits
and distributed light in Nigeria.
This
public corporation is established by specific status which contains provisions
relating to finance and personnel.
According
to Leleye (2002) in Anikezie and Ngwn (2004) public enterprise is an organization
that is set up as a corporation body and as part of the governments apparatus
for an entrepreneurial or entrepreneurial-like organization that emerged as a
result of government acting in the capacity of an enterprise (Asamoleku 1982)
The
postulation of Leleye and Asamoluku portrayed that power holding company of
Nigeria is an establishment of federal government for the interest of the
public.
It
is an autonomous body that is either fully or partially owned by government.
Although Nigeria power sector is now a privatized company since the middle last
tenure of Obasanjo tenure till date. The reason for the privatization of
Nigeria power sector which led to the changing of its name from national
electric power authority (NEPA) to power holding company in Nigeria (PHCN) were
attributed to the following conditions, lack of clear and proper articulated objective
unduly interference from the government, poor infrastructure lack of control,
lack of autonomy and incompetence. But in all the input measures inserted by
the government, not half output has been measured looking at the present
service of power holding company of Nigeria. The service cannot commensurate
with the required standard of modern society in transmission generation and
distribution of electric power to the public as a privatized public
corporation. Conflicts are inevitable in any organization setting when workers
felt that there is misinterpretation or misapplication or non-application of
the term of employment, conflict arose.
Many
managerial techniques have been developed to ensure peaceful atmosphere in
organizational setting. According to the trade dispute Act, 1976, “any dispute
between employers and workers or between workers and workers which is connected
with non employment or employment of any person is called trade dispute”. From
the foregoing, conflicts often exist in power holding company of Nigeria,
especially among management and the staff. This dichotomy between the employers
and the employees manifest in several subsidiary terms, quarrel, disputes over
wages, disputes over condition of work, violation of agreements, impromptu payment
of wages and salaries, at time due to refusal/delayance in promotion strate to
the merited staff. This unpeaceful atmosphere in the electric power sector in
Nigeria brought the existence of Nigeria union of electricity workers reach consensus
on behalf of the workers in order to maintain peaceful atmosphere in the
administration of electric power sector as well as cooperation between labour
and management, so as to maintain high productivity, services and profit in
workplaces. But when this is not in place, workers attitudes towards work
becomes prisoned that sometimes it appears they simply mean to throw some
missiles without any particular target in mind.
LABOUR CONFLICT AND MANAGEMENT IN POWER HOLDING COMPANY OF NIGERIA: (A CASE STUDY OF AWKA BUSINESS UNIT)
