TABLE OF CONTENT
Title page
Table of Contents
Abstracts
CHAPTER ONE
1.0 Introduction
1.1 The background of the study
1.2 Statement of the problem
1.3 Purpose of the study
1.4 Significance of the study
1.5 Research questions
1.6 Scope of the study
1.7 Definition of term
CHAPTER TWO
2.0 Literature Review
2.1 Causes of the poor recording in an office
2.2 The important reasons to set up a good recording in an office
2.3 The effect of poor recording in an office
2.4 Ways to improve in recording in an office
2.5 Types of recording in an office
2.6 The possible ways of reducing poor recording in an office
2.7 Summary of literature Review
CHAPTER THREE
3.0 Research Methodology
3.1 Design of the study
3.2 Area of study
3.3 Population of the study
3.4 Sample of the study
3.5 Instrument for data collection
3.6 Validation of the instrument
3.7 Distribution and retrieval of instruments
3.8 Method of data analysis
CHAPTER FOUR
Presentation and Analysis of Data
4.0 Data Presentation
4.1 Finding
CHAPTER FIVE
5.0 Summary, Recommendation and Conclusion
5.1 Summary
5.2 Recommendations
5.3 Limitation of the study
5.4 Conclusion
5.5 Suggestion for further study
Appendix
Questionnaire
References
ABSTRACT
This research investigation is about the management of employee grievances in the public corporations. However, this project focused on the management of employee grievances in Nigeria Railways Corporation, Bauchi State. The statement of the problem in this research is to investigate how employee’s needs arise in such organization and the consequence that emerge when these needs are not satisfied. It is assumed that when employee’s needs are not satisfied, grievances emerge and this situation in turn affects job satisfaction, production and service delivery therefore, this study falls under organizational behaviour. Research questions were formulated to guide the major activities of this project in terms of methodology. This study is descriptive and explanatory. Survey methods have been used to generate data for analysis. The major findings of this research reveals that the most significant source of employee’s grievances in Nigeria railway corporation is non implementation of contract of employment and new standard of rules and regulations are setup without due consultation with the employees. Among others, the employees salaries are inadequate. Based on these findings, it is now recommended that there is need to bridge the communication gap between the management and the employees. One of the major way of doing this is to avoid alteration in the employment contract without due consultation with the employees. Besides, employees should be properly motivated with adequate incentives packages and salaries. Conclusively therefore, employees should in the other hand put in their best in actualization the aims and objectives of Nigeria railway corporation. This is the shared understanding which will ensure relative industrial peace in Nigerian Public Corporations.
CHAPTER ONE
1.1 INTRODUCTION/BACKGROUND OF THE STUDY
Management of employee grievances originated because of the problem that is associated with labour and management. Such problems are not having a bilateral process of grievance procedure led to bias and unfair treatment of the employees by the management. Again there is no consideration to protect the employee from discriminatory treatment by the management. Management treat employee unfairly without considering the conditions of their work.
However, with the end of the political crisis in 1970, organized labour was once again released from the dilemma of whether or not to forgo industrial actions in the interest of national serenity. With the civil war over labour stiffened its demands for improved wage structure and other conditions of work and employment throughout the country workers protest as a result of the realization of the poor economic status of the working class ultimately led to the establishment Adebo and Udoji commissions. The strikes that occurred during the civil....================================================================
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