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CRISES MANAGEMENT IN AN
ORGANIZATION (A CASE STUDY OF ANAMMCO PLC EMENE ENUGU)
CHAPTER ONE
INTRODUCTIONS
GENERAL BACKGROUND OF THE STUDY
Industrial /organizational crisis constitute a very important
component of the industrial relations system. They can be seen as any disputes
between employers and worker or between workers and workers, which is connected
with the employment or terms of employment and deployment or terms of work.
They involve the pursuit of incompatible on at least seemingly incompatible
goods by two or more parties so that gains for one party result in loss for the
other.
Organizational crisis are usually more exciting to observers and so
invariably attract greater attention and comment than peace. As a result in all
countries, news papers contain more reports about labour disputes than labour
harmony.
Keller 1954 holds two views concerning industrial conflict or
crises. The harmony. Relation view: holds that conflict is unavoidable and only
occurs because of abnormality in a stable and well integrated organization
which has restore a natural homoeostasis while the other realistic view: hold
that crises is inherent in any human encounter. It performs an integral part in
any dynamic social system and is necessary element of change.
Dispute is the essence of industrial relations because the
structural features of organization necessarily result in tensions among
persons on different strata. The industrial relations system consists largely
of maintaining a balance among these tensions in the interest of pressuring a going
enterprise.
Organizational crisis are of the most part normal and even necessary; They have both advantages and disadvantages for
the enterprise, demands by worker forces
management to search for efficiency or for new market in order to meet new demands.
On the other hard, demand which impair the efficiency of the
enterprise or result in an unacceptably higher costs to the customer, threaten
the enterprise’s future. For the society as a whole workers demands have been
an engine for social porgies brining shorter working how’s, longer holidays,
better working conditions and many other improvements over the years. But the
welfare of society also may be adversely affected by productivity where prices
are forced up or efficiency excessively lowered and by the inflationary effects
of increase in labour costs not covered by increase productivity.
Although crises are an element in the maintenance of
equilibrium in industries comes abnormal, dysfunctional or pathological.
Examples include crises accompanied by pervasive violence and disputes which
results in major economic and social disorganization of a community.
In the cost majority of industries, the sources of disputes
are to be found in tensions innate to the industrial relations system. Studied
have shown that where people work together in an enterprises many interests are
to be found, some shared, some not. The employer wants the operations to be a
successful as possible whether judged by profit, non –profit or other measures
of efficiency. The needs to keep his labour costs reasonably commensurate with
those of his inspires managers and supervisors, but in addition they have other
interests of their own as also the employees.
On the worker’s side their diverse interests maximizing wages
and improving the condition under which they supply their labour, ensuring the
securing of their job. Fair treatment from their managers, avoiding any unduly
tough work place, belonging to congenial work groups and working in a sate and
reasonably pleasant environment.
In addition, all staff in the enterprise may have outside
interests, which affect their life within it. For example, work may share
common objectives with comrades elsewhere through their trade union or even
under aims through political movements, which influences their conduct at work.
Their interests may conflict with the achievement of enterprise goals set by
management.
1.2 STATEMENT OF
PROBLEM
In view of
the fact that an employee spends the greater part of the day in his place of
work and most active vigorous part of his life as a workman, it is pf permanent
importance’s that working conditions should be healthy, convenient and
attractive, that the work itself should be as interesting as possible and that
relations among the employees themselves and between employees and management
should be cordial and co-operative and not confrontational.
It is in this context
that we should identify the necessary skills for the effective management of
industrial /organizational crises. It is the contention of this research work
that for management of industrial crises to be effective, management and
workers union must be knowledgeable about the organizational process that
impinge on the workers and must be able to diagnose the environment of
employees. This can be achieving through the power of information. Information
can be even more important than the traditional tangible resources because
rational problem solving and influence by presentation are essential in a
complex setting. The control of scarce information by management on what
motivates specific people, for instance, or on outcomes or processes related to
organizational goals can enhance one’s problem salving ability. Thus,
information is power.
Curiously enough, although workers union have as their central
concern the improvement of the working conditions of their members; but they do
not take the workers interests and needs as the starting point of negotiation.
Instead the conditions of service as laid down by management are the focal
point: However, advances in the behavioral sciences have enabled us to know
about the worker. It is they imperative for trade unions and management to have
a good knowledge about the workers.
Again, while workers and management are concerned about
improving the condition of work which often are interpreted narrowly to include
only salaries, wages and fringe benefits the quality of the actual works
undertaken by a worker hardly ever features as an area of theorists and
researchers on job design that some jobs are ultrasonically more satisfying
than others. Workers a lineation has been found to stem from the nature of the
jobs, jobs that the worker has no measure of control over the methods to be
used, tend to repel to worker, lower his morale and reduce his performance.
PURPOSE OF STUDY
The objective of the study generally is to secure the highest
possible level of mutual understanding and good will between several interests
which take part in the processes of an undertaking so as to maxi mix
productivity for industry and real incomes for workers.
Summarily this study has the following as its objectives.
(1) Elimination
/reduction of conflict /disputes situations among individuals in organizations.
(2) Creation of
group harmony in the work community
(3) Provision of a
warble work environment.
(4) Minimizing
labour turnover
(5) Increasing the
feeling of individual’s self worth.
(6) Freedom to
express himself, recognition for the ability.
(7) Increase level
of efficiency and productivity.
1.4 SCOPE OF THE
STUDY
For the
purpose of this study, we shall Focus primary on the intergruop types of
organizational crises among the staff of our case study organization.
The scope of this cover the management and worker’s union
crises and the strategies or steps in managing crises between this two groups
with particular reference to Anammco Emene Plc Enugu.
1.5 RESEARCH
QUESTIONS
1. What are the
causes of crises in the organization?
2. What are the
effects of these crises to the management, employees and the society eat large?
3. How often do
these organizational crises occur?
4. Use in solving
these crises?
RESEARCH HYPOTHESIS
Based on the foregoing the research hypotheses are formulated
as follows
Ho: Non-employees participation in decision-making does not
result to organizational crisis.
Hi: Non- employees
participial in decision making account for industrial crises.
Ho: Changes in
operations or methods of doing works does not enhance industrial crises.
Hoi: Changes in
operations or method of doing work enhances industrial crises.
1.7 SIGNIFICANCE OF
THE STUDY
The research
topic management of industrial crises will help management; entrepreneurs to
know various preventive crises approach, be confident and make policies that
can reduce these crises which hinder the attainment of business mission.
Secondly Government will know how some of their decision gear
industrial crises especially the issue of change without adequate notification,
planning and use of diplomacy.
1.8 LIMITATION OF
THE STUDY
During the
process of this research, the researcher encountered some constraint, which
hindered the collection of information.
TIME: The researcher
wishers to state it clearly that the period
under which this study is done is short especially when academic
commitment such as writing of term papers, assignment, tests and above all the
preparation for the HNDII final exanimations.
Money: A research
paper of this nature requires a lot of money, which is not readily available to
a student like the researcher. The researcher is handicapped financially, and
thereby cannot afford to make an intensive research.
Back of facilities also reduced the potentiality of this
study. The researchers do not have easy access to books and previous studies by
other authors based on this study.
Because of
all the above limitations the researcher is then recommending that other
researchers can make further investigations and improve on this study.
1.9 DEFINITIONS OF
TERMS
Industrial Employees - will include the whole web of workers
under the employment of both service and manufacturing industries.
Conflict - A
condition of objectives incompatibility between valves or goals; as the
behaviour of deliberately interfering with another goal achievement.
Industrial relations
- Concerns human relations in the process of production.
Management - The ability to get thing done through The
Use of People.
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