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.