THE INDUSTRIAL RELATION CLIMATE AND EMPLOYEES SATISFACTION WITH A FOCUS ON CHEVRON NIGERIA LIMITED

TABLE OF CONTENTS

CHAPTER ONE

INTRODUCTION

1.1   Background of the Study

1.2   Statement of the Problem

1.3   Objectives of the Study

1.4   Research Questions

1.5   Research Hypotheses

1.6   Significance of the Study

1.7   Scope of the Study

1.8   Brief History of Chevron Corporation

CHAPTER TWO

LITERATVRE REVIEW

2.0   Introduction

2.1   Theoretical Perspective

2.2   The Context of Industrial Relation Climate

2.3   The Industrial Relations Climate: Economic, Social, Political and Technology

2.4   The Economic Context of Relations Climate and Satisfaction Industrial Employee

2.5   The Social Climate of Industrial Relations Climate and Employee Satisfaction

2.6   The Technological Context of Relations Climate and Satisfaction Industrial Employee

2.7   The Political Context of Industrial Relations Climate and Employee Satisfaction

2.8   Pressure on the Industry Relations Climate

2.9   Empirical Study on Industrial Climate and Employee Satisfaction

2.10 The Labour Management Synergy In Industrial Relations Climate

CHAPTER THREE

RESEARCH METHODOLOGY

3.1   Introduction

3.2   Research Design

3.3   Population

3.4   Sample

3.5   Sampling Technique

3.6   Data Collection Instrument

3.7   Data Collection Procedure

3.8   Data Analysis

CHAPTER FOUR

PRESENTATION AND ANALYSIS OF DATA

4.0     Introduction

4.1     Distribution and Collection of Questionnaires

4.2     Testing Of Hypotheses

4.3     Analysese of Other Responses

CHAPTER FIVE

SUMMARY, CONCLUSION AND RECOMMENDATION

5.0     Summary

5.1     Finding and Conclusions

5.2     Recommendations

Bibliography

Appendix

CHAPTER ONE

INTRODUCTION

1.1   BACKGROUND OF THE STUDY

An industrial society is a highly complex and dynamic arrangement of differentiated groups, activities and institutional relationships intertwined with a variety of attitudes, beliefs and expectations. Industrial relations is only one segment of this structure and activity and is influenced by, and in turn influences, other segments. Actions or changes in these areas may directly stimulate or constrain specific industrial relations activities as well as indirectly influence the attitudes of the participant. Industrial climate refers to the background or circumstances surrounding a particular event or situation which may influence or constrain its development. It is the evaluation that workers give to the policies, practices and programs of the organization which also in turn influence their behaviours.

It is important to recognize that these climates exert an influence at all levels of industrial relations and therefore, as Fox (2005) stated, ‘organizational issues, conflicts and values are inextricably bound up with those of the society at large’. The role, relationships, institutions, processes and activities which compose the phenomenon of industrial relations exist in a wide variety of industries and services and at number of levels ranging from the sub-organizational (workgroup, section or department) and organizational (site or company) levels through the industry level to the national level. This inevitably creates a pattern of internal influences both horizontally (between different organizations and industries) and vertically (between different levels).

Consequently, the industrial relations system, in terms of attitude and activity existing within it at any point in time, provides its own context or climate for the individual industrial relations situations.

The industrial relations climate comprises of (political, social, economic and technology) which surround industrial relations is composed of a number of interrelated elements and each environment interrelates with other environments and with the industrial relation system. For example, the growth of female employment, and its importance for industrial relations, is closely bound up with; ,changing social patterns and expectations In respect of education, work and family arrangements, changes in industrial structure, technology and the level of economic activity, as well as the introduction of legislation directed towards reducing sex discrimination in employment.

Employee satisfaction is the terminology used to describe and needs at work. Many measures purport that employee satisfaction is a factor in employee motivation, employee goal, achievement and positive employee morale in the workplace.

Employee satisfaction, while generally a positive in every organization, it can also be a downer if mediocre employees stay because they are satisfied with the work environment.

There are some factors contributing to employee satisfaction which include treating employees with respect, providing regular employee recognition, empowering employees offering above industry ­average benefits and compensation, providing employee perks and company activities, and positive management within a success framework of goals measurements and expectations. Employee satisfaction IS often measured by anonymous employees satisfaction surveys administered periodically that gauge employee satisfaction.