THE IMPACT OF CORDIAL INDUSTRIAL RELATIONS ON THE GROWTH OF AN ORGANIZATIONS

THE IMPACT OF CORDIAL INDUSTRIAL RELATIONS ON THE GROWTH OF AN ORGANIZATIONS
 
CHAPTER ONE
INTRODUCTION
1.1     BACKGROUND OF THE STUDY
Industrial relations has become one of the most delicate and complex problems of modern industrial society. Industrial progress is impossible without cooperation of labour and harmonious relationship. Therefore, it is in the interest of all to create and maintain good relations between employees (labour) and employers (management). Trade unions are important institutions in the industrial relations scene. They play a major role in representing employee’s interest and in regulation labour market relations and management relations with employers Pimolu and Farnharm (2005:105).
Describing the difficulties often associating with an attempt to define industrial relations, Yesufu (2002) says the “effort” is generally compounded by a wooliness of thought and usage that is so often characteristics of the social sciences”. In spite of this difficulty, Yesufu goes on to define industrial relations as “the whole weight of human interactions at work which is predicated upon, and arises out of the employment contract”. He distinguishes industrial relations from labour relations which he say refers to dealings between management and union and from  personnel relations which refers to direct dealing between management and individual employees in which the union does not participate. He thus concludes that industrial relations is equivalent to labour relations. In his contribution Armstrong (2004) says that industrial relations is concerned with the systems rules and procedures used by unions and employers to determine the reward for effort and other conditions of employment to protect the interests of the employee and their employers include  the processes of collective bargaining as well as formal procedural agreement. It is also concern with the roles of the parties involved in the system-management, union officials, shop stewards and employees and the relationship between them.
Richard Hyman (2005) argues that industrial relations is the study of process of control over work relation and among these processes those involving collective worker organization and action are of particular concern. From the above divergent views, we can deduce that industrial relations are a process through which management or organizations deal with one or more union of employees. That process includes both the negotiation and subsequent administration of collective bargaining agreements and labour contract.
1.2     STATEMENT OF THE PROBLEM
Against the background of industrial relations serving as the muscle in the growth and development of an organization research have shown that many organizations have fail due to lack of cordial industrial relations which has become one of the most delicate and complex problems of modern industrial society, that is why the research has decided to choose this topic “the impact of cordial industrial relations on the growth of an organization”. Thus, the researcher has been able to come out with certain problems facing the organization which without cordial industrial relations, cooperation, good communication between the employers and the employees, the organization progress is impossible and thereby will be no harmonious relationship in the work place and will later result in industrial conflict between labour force and management which has becomes the key issues of discussions in the contemporary business world. A brief read through the daily newspaper inevitably presents the reader with an abundance articles relating to conflict in workplace. Its needs perhaps to be emphasized that the central issues of industrial relations is how to engender industrial peace and there by attain and maintain maximum or optimum levels of product efficiency and how to share economic returns.
It needs to be noted here that industrial peace is not synonymous with the peace of the graveyard nor is it a complete absence of strike or lockout- Damachi (2006). This later situation is not only impossible to attain but is also not desirable. This is because by the very nature of the interactions at the work place, there is no ruling out of occasional functions, indeed it is not the existence of conflict that is the problem but the way it is handled. For conflict, if it is properly managed, can bring about a fresher and newer vista to handling industrial relations issues. In terms of specific contents therefore, industrial relations is concern with labour problems in their entire ramification such as employment security, condition of work (hours of works, shifts, holidays, etc) remuneration (level, frequency, method of wage payment and wage fixing); labour and employer grievances and disputes, levels of production and efficiency, safety, health and welfare at work, social security (sickness) and old age benefits, development (training, upgrading and promotions). As a matter of fact, the researcher to the best of his knowledge found that through qualitative education of masses, seminars and other vital means that many organizations have adopted cordial industrial relations. But there are no permanent solutions to the problems and industrial relations as the demand which management make on labour and vice versa are constantly changing, but it is the interest of all to create and maintain good working relations between labour and management.
1.3     PURPOSEOF THE STUDY
The main purpose the researcher decided to pick this topic is to draw a synergy between cordial industrial relations and the growth of an organization of Champion breweries Plc.    In other words, the study is to bring to light how a good communication and cordial industrial relations provide harmonious and conducive environment, engender peace in an organization and contribute effectively and efficiently towards the growth of an organization in the company under review. The objectives of the study include the following:
1.4     SIGNIFICANCE OF THE STUDY
The following are the significance of the study;
1.5     RESEARCH QUESTIONS
The following were the research questions:
1.6     RESEARCH HYPOTHESIS
Under is the research hypothesis that the researcher is testing for null hypothesis denoted by Ho) which is opposing the alternative hypothesis (Hi).
Hi:        There is an impact of cordial industrial relations on the growth of Champion Brewery.
Hi:        Cordial Industrial Relations does not contribute effectively to the growth of Champion Brewery.
1.7     SCOPE OF THE STUDY
The researcher is limited to Champion Breweries Plc, Uyo. Since the research study was design to determine the relevance of cordial industrial relations to the growth and eventual expansion of any business organization in our society.