CHAPTER ONE
1.0 INTRODUCTION
1.1 BACKGROUND OF THE STUDY
For
any organization to succeed, be it private or public sector, there is
the need for impactive acquisition, utilization and maintenance of
available human resources exposed of such establishment. A clearly
defined means for ensuring a better performance or productivity in
respective of any business organization is by getting people and
organizational subunits to conflict for successful strategy
implementation, which involves creativity using an equitable reward
mechanism or as deems appropriate.
It is on this note that this had
been investigated and identified that no matter how efficient and
supplicated organizational machines, tools and equipment, together with
it vats financial and materials resources, the relevance and utilize the
importance to organizational survival. In an adverse impact resulting
from improper conduct posits a cheat to the success any organization. An
adequate present of both physical and financial resources does not
guarantee economic development.
Hence activities need to be
co-ordinate, organized and put into practiced terms by human elements
(people) to help an organization to succeed. Human being is the nerve
centre of everything if you go deep into any problem, you would get
people, organization be it public or private are social system composed
of denominator among this categories are people. The human elements is
involved in the designing, building down to the operation or
organization structure. People are also involves in the department and
use of appropriate technology for achieving organization goals and
objective.
Similarly, people form different spheres of life directly
influence their immediate environment the consequence of which is later
translated to either elements is therefore the most important and
versatile resources in any consideration, the non-challant attitude of
workers is said to have resulted to the low level of commitment in
earlier official who have failed to recognize and protect the interest
of workers. In accordance with these, it has possibly been argued that
if there’s no positive correction between this effort (input) and
productivity (output), then there will be no justifiable reason on why
employee should take the blame for a decline in productivity. It would
be disastrous if we pretend that there are no productivity crises in our
country and more dangerous to think that it constitutes no serious
threat to our economy, Nigeria’s know to have witnessed series of low
productivity within her productive sector compared to other developing
country of the world. Since the early 1980’s when Nigeria recorded a
massive set back, there has been a down ward trend in productivity ad
sloppy economic performance.
With the advent of structural adjustment
programme in 1986, the capacity utilization of our industrialization
had shrunk to all time low motivation to work, poor work attitude and
bad ethics, all these threat together and in an attempt to address the
situation had in recent time put the country into a state of choice.
Before
1912, when the trade union was established, there was no trade union in
existence to fight for the interest of work shot into performance prior
to the emergence and acceptability of the union by management workers
began to see the need to fight for concessions from their employers in
terms of human treatment encouraged by the struggle and gains or
organized labour union other parts of the world. Where this struggle and
concession is labour ultimate weapon (conflict).
Conflict is
initiated with the intent to marking collective bargaining impactive and
involved a temporary refusal of employees to continue which work until
management has granted their request. A conflict could be devastating in
that, it can couple an economy and command everything or a stand still.
However, its benefit cannot be over looked.
With reference to the
above aforementioned facts, it is this view that project has been design
to analyse the cause and impact of conflict on government performance
with the case of selected public enterprises in Imo State.
Due to the
corporate image of government organization and its essential function,
this project is based on installing internet administrative support,
producing a modified model for techniques involves and proffering means
of building a strategy supportive and corporate environment for
employees/workers.
IMO CONCORD HOTEL AND CASINO OWERRI
The
fives star of the east was built by the visionary government of the
first Civilian government of Imo State, Chief Samuel Onunaka Mbakew. It
opened its doors for business in November 1983. At inception, Imo
Concord Hotels and Casino jointed the league of five star hotels in
Nigeria and the providing better atmosphere for tourisms the hotel
enhanced the industrialization of the state.
Since 1983, Imo Concord Hotel has passed through five management groups.
In
1985 specifically, the state government took over the management, with
the political instability at the time, incessant removal and
reconstitution of board after board, the hotel was run around and
patronage divided to its lowest ebb unit it had no choice but to close
shop for many months.
On assumption of duty in 1999, the state
governor, His Excellency, Chief Achike Udenwa under his redemption
programme decided to renovate the hotel. After a thorough search, the
contract to renovate the hotel was awarded to RHAS Nigerian Limited, a
multinational construction, Engineering and management company in August
2000.
The hotel bounced back to business in December, 2000 and
since then the hotel has hosted the president, Chief Olusegun Obasanjo
and vice president, Alhaji Abubaka Atiku of the immediate past
government, many governors, Diplomats, expatriates and business men.
Currently,
the hotel is under the management of holidays and tours limited, an
international hotel management group reputed for its transformation of
hotel suites and resorts.
Imo Concord hotel and Casino ahs not only
regained its pride of place in the five star categories but has become
of the foremost tourism centres in the country today.
ROOMS AND SUITES
ROOM TYPE: Presidential Suit NUMBER OF ROOMS
One
large living room with dinning area, two large adjoining bedrooms with
suite facilities each bedroom with front and rear views ONE (1)
ROOM TYPE: ROYAL SUITE NUMBER OF ROOMS
One bedroom and one living room 18
ROOM TYPE: CONCORD SUITE NUMBER OF ROOMS
One living room and two bedrooms with suit facilities One (1)
ROOM TYPE: SUPERIOR ROOMS NUMBER OF ROOMS
Well equipped bedroom 203
Source: Field Survey
1.2 STATEMENT OF THE PROBLEM
With the dwelling
and virtually negative on industrial performance which is centralize on
the increasing rate of human interest in the public and private sector.
It becomes quite obvious about management apparent insensitivity to
workers demand which has always been backed by industrial arbitration
cases is always centered on the management inability to meet the means
for the services is therefore the declining impact or industrial which
had occurred as a result of poor administrative workers to conflict for
superior performance.
1.3 OBJECTIVE OF THE STUDY
The primary purpose of
this study is to determine and intensify the IMPACT OF INDUSTRIAL
conflict in public sector performance. In more specific terms, other
objective include:
i. To identify the causes and impact of conflict
ii. To find out the importance and advantage derived from conflicts
iii. To suggest some solution or remedies to conflict.
1.4 RESEARCH QUESTIONS
Experience and empirical
studies approved that people to a great extent, need to be carried along
in order to harness the goals and objective of organization and more
importantly, to prevent even from engaging in an act considered to be
detrimental to the success of any establishment.
In view of this, this project work will attempt to address the following centered issues.
1. What are the immediate impacts of management apparent insensitivity to workers demands?
2. What are the factors responsible for the fallout between management and workers/employee?
3. To what extent has conflict eaten deep into the productivity output of an organization?
1.5 SIGNIFICANCE OF THE STUDY
The outcome of the
project has specially been designed to analyse and outline the various
means of enhancing industrial and working environment in the public
enterprises Imo state in particular and other government establishments
in general. This research wok there fore provides a framework for
employees of labour and management within the cover of the government.
This study will help the management of Concord Hotels sees the need for
industrial harmony, furthermore, this study will serve as a reference
material not only for industrial relations, practitioners but also to
student of business administration and researchers and other researchers
who might carryout similar of further researcher in this area.
Finally, it is a requirement for the award of National Diploma.
1.6 SCOPE OF THE STUDY
The study is aimed at
investigation impact of conflict on the achievement of purchasing goals
and objectives it’s narrowed down to the Concord Hotels as a case study.
1.7 LIMITATION OF THE STDY
The area of the study
covered during the research, the study was greatly affected by certain
constraints, which become unavoidable within the time limit.
These factors of constraints are as follows:
i. COST FACTOR: Lack of adequate fund to match high price of thing i.e. materials, transportation greatly affected the researchers progress.
ii. TIME FACTOR: The
researcher work has carried out under tight academic calendar this
restricted the researchers ability to cover activities as such a
schedule for the study.
1.8 DEFINITION OF TERMS
COLLECTIVE BARGAINING: This
is a continuing institutional process through management and worker
representative (union) participate in the negotiation, administration
interpretation and enforcement of within agreement.
PRODUCTIVITY: This is that rate at which workers of
organization produces goods and the amount produced compared with how
much time work an money is needed to produce the.
GRIEVANCE: This can be defined as alleged violation of an employee’s right reading to job dissatisfaction.
CONCESSION: A right or an advantage is observed by a group of people in an organization.
ARBITRATION: An official process an argument disagreement between management and employee through party who is not involved.
FRINGE BENEFIT: Extra things an employee gives you as well as your ways. The fringe benefits include free and insurance.
PRESUMPTION: The act of supporting that something true, although it has yet been proved or is not certain.
REDUNDANCY: Usually the situation when somebody has to work available for them.
SOPHISTICATION: Is having a lot of machine system etc. clever and complicated in the way that is works or is presented.
MISCONCEPTION: Is about something, a belief or an idea that is not based on correct information, or that is not understood by people.
DEVASTATION: Causing lot of damage and distraction.