ABSTRACT

          The choice of this topic study: Management/labour Relations and Its Effects on Productivity come up owing to the researcher’s desire to find out the effects relationship of mismanagement labour has on productivity in firms  especially its concerns NITEL Plc, Enugu.

          In order to find out this, questionnaire and personal interviews were used, such factors which should not be neglected like proper communications, the need for motivations allowing workers to participate in decision making especially in areas it concerns them.

          The conclusion reached by the researcher is that both management labour has parts to play in any firms to increase relationship but a greater part is demanded from management who will win the loyalty of labour immediately they make them part and parcel of the firm.

          This will increase relationship to both sides and hence productivity being in higher increase.

LIST OF TABLES

Table 1:       Criteria used for promotion, training and advancement

Table 2:       Feelings of workers over performance appraisal.

Table 3:       Opinion of respondents on workers risks

Table 4:       Management staff relationship[

Table 5:       Effect of labour dialogue with management

TABLE OF CONTENTS

Title Page                                                                                 i

Approval Page                                                                          ii

Dedication                                                                                iii

Acknowledgement                                                                    iv

Abstract                                                                                   vi

List of tables                                                                             vii

Table of Contents                                                                     viii

CHAPTER ONE

1.0             Introduction                                                                    1

1.1             Background of Study                                                      1

1.2             Statement of Problem                                                      5

1.3             Purpose of Study                                                            7

1.4             Significance of Study                                                      7

1.5             Scope of Study                                                               8

1.6             Research Questions                                                         9

          CHAPTER TWO

2.0     Review of Literature                                                        10

2.1     The Origin of the Office Machinery                                  11

2.2     The Reason for Modern Office                                        12

2.3     Modern Equipment as Compared with

          old Equipment in Secretarial Field.                                   13

2.4     Problems Secretaries Encounter in the

          use of Modern Office Equipment.                                    16

2.5     Summary of the Related Reviewed Literature          17

CHAPTER THREE

3.0     Methodology                                                                  19

3.1     Research Design                                                             19

3.2     Area of the Study                                                            20

3.3     Population of the Study                                                   20

3.4     Sample Size                                                                    21

3.5     Sources of Data Collection                                              21

3.6     Instrument Used                                                              21     

3.7     Method of Data Collection                                               22

3.8     Method of Data Analysis                                                 23

CHAPTER FOUR

4.0     Presentation and Analysis of Data                                    25

4.1     Summary of Result                                                          34

CHAPTER FIVE         

5.1     Discussion of Results                                                      36

5.2     Conclusion                                                                     38

5.3     Recommendations                                                           40

5.4     Suggestion for Further Research Work                            40

5.5     Limitation of the Study                                                    41

          References                                                                      42

          Appendix                                                                        42

CHAPTER ONE

INTRODUCTION

1.1     BACKGROUND OF THE STUDY

          The word management has been defined, as getting things done through people. It is a  process of setting objectives, organizing resources to attain these predetermined goals, and then evaluating the results for purpose of determining future actions.

          Hodgetts, (1990) said that management has for thousands of years been a key to success to individuals and civilizations alike.

          Labour is one of the factors of production and consists of all human energy expended in the production and distribution of goods and services.

          Nwachukwu (1988) opined that this definition includes all professional executives, all levels of employees and self employed people. According to the United States Bureau of census, the labour force includes all who are willing and able to work whether employed or self employed.

          Productivity is the achieved set objectives in firm by the workers. It is the output of what the input of workers yield productivity when increased, favours the firms because this means that the predetermined goals of firm are realized but when it is decreased the firm is at loss and this affects both management and labour in the context of this research work, management should be seen as owners of business, firms of categories of management who participate in the setting objectives of firms and in the decision making, those who take leadership positions in such firms.

          Labour in this work should be seen as those hired employees of a firm who takes directives from the management in carrying out their official duties, who have no hand in the decision and objective settings of the firm, who through the management gets done the work that should be done in order to achieve the set objectives.

          These two groups, management labour are the two major groups, that exist in firms where goods and services are produced. These two groups must be built up effectively and  efficiently in any firm for a harmonious work flow between labour and management.

          Nwachukwu 91988) had to state that management must work harmoniously with employees and must therefore develop programmes and policies that will enable them to achieve the best results of the organizational goals, understands labour (Employees).

          Most often management labour are in conflicting objectives. This comes in because management will always want higher productivity with minimal costs while labour will want to achieve higher price for its members through the instrumentality of labour unions. The conflicting objectives between labour management always result in strike action which causes loss of man-hour which results in decreased productivity.

          The need to promote and improve good relationship between management cannot be over emphasized. In all managements, the management of human beings at work are the most complex. Management, therefore it needs to relate very well with labour in any firm like NITEL Plc. So that there will be no disruption to achieving the set objectives which will hinder productivity.

          When labour is not satisfied with its management or management not satisfied with its labour, there is always a bridge to harmonious working in the firm and productivity suffers.

          As a means of achieving industrial  peace, high productivity and attainment of all organizational objectives, management should regard and treat labour as the greatest asset of the organization having their interest in mind and communicating them effectively.

          All the factors of production in firms are useless and cannot yield anything without human direction and effort.

          Labour should understand that employers would benefit and be happy if they should put in all their best to improve productivity and work towards that. They should see with the management in times of crisis in firms and maintain their loyalty with the management.

          Management should equally know that their effective communication to labour through the trade unions, their involving them in decision making, motivating them, setting up an effective leadership will help to promote relationship between the two groups and productivity will be on the increase.

          An aggrieved worker is usually depressed, has a suggesting or law morale and poor attitude to work which affects productivity.

          Thus, there is need for harmonious understanding between management labour in any firm in order not to allow the firm to run into chains of problems which hinders productivity and efficiency.

          This study therefore reviews the importance of good management labour relationship and its effects on productivity in a telecommunication firm hence NITEl Plc, Enugu as a case study.

1.2     STATEMENT OF THE PROBLEM

Many factors have been hindering the good relationship that should exist between management labour in many organizations which NITEL Plc is not an exception. This unhealthy relationship between management/labour has a force which hinders productivity which is the main goal of any oriented organization.

          The neglect of workers’ interest as revealed in certain behaviours by workers of NITEl Plc, Enugu was observed by the researcher.

i.                    Employees may not be satisfied over the management’s attitude on the handling of performance appraisal system which is not taken into consideration in areas of training and promotion of staff.

ii.                  It is not clear whether there is any motivational incentives for the staff of NITEL Plc who stand as the key officers of the firm and are more exposed to risks in the course of discharging their duties.

iii.                Ineffective trade union in NITEL Plc which does not represent the employees well in the management most often makes the workers feel that their interest is not protected by the trade union leaders on the management level.

iv.               Employees spend a valuable man-hour discussing manager’s behaviour as it affects them and this attitude is likely to affect productivity which is the key objectives of setting up a firm.