Labour Control in Building Industry
CHAPTER ONE
study is to investigate labour control in Building Industry in Lagos state and it environs.
AIMS AND OBJECTIVES OF THE STUDY
The aim of this project to investigate the labour control in Building and how it affects the project delivery process.
The objective of the study include the following:
1) To find out factors that result into the labour control in Building industry.
2) To minimize waste in Nigerian Building Industry through effective management control.
3) To make recommendation based on the findings in the project on how labour can be properly managed and utilized on site.
4) Call for employing skilled works for supervision and general site planning and control.
CHAPTER TWO
REVIEW OF RELATED LITERATURE
AN OVERVIEW OF LABOUR MANAGEMENT
Labour management can be used as a substitute for the following terms namely: union-employer relation, worker-employer relation or employee relation. According to Akpala (1982:29) labour control is concerned with the internal arrangement between employers and trade union in a bipartite relationship within an industry or across industries or within an enterprise to regulate their relations affecting employment and its compensation, according to him labour management relation connotes a relationship between workers, not as individuals but in their identity as the employer. Okenwa C. P (2000) in her book concept of industrial relations in Nigeria defined management labour relation as a relationship between workers not as an individual but in their collective entity with the employer.
Management must relate with labour if the organization must survive the absence of this relation will robe the organization of the workers loyalty and high performance. Herman W. Stekraus, called it human relation and he defined it as the working together of management and employees in the spirit of mutual understanding and team work, with the definitions above, we can now understand that when management and labour are integrated into group, they will work harmoniously and productively for economic benefit and social satisfaction of all.
Labour control is part of industrial relations, but industrial relations is broader, whenever an intervention by government as third party occurs the relationship becomes more involved and is known as industrial relations (Akpala 1982). Ukoha (1989: 185) said that industrial relations is the relationship that exists between workers, employers and the government for the purpose of determining the conditions under which work is done, therefore we can state that industrial relations is the regulation of the employers relationship by the workers or labour union, the employers or management and the government or its agencies, the propose of which is the establishment of job rules which specify the rights, duties and responsibilities of each other.
CHAPTERM THREE
RESEARCH DESIGN AND METHODOLOGY
INTRODUCTION TO THE STUDY
This chapter focuses mainly on the method employed in securing information on the research topic, emphasis was laid on research design and method, area of study, population of the study, sample size determination, instrument, reliability of the instrument, method of data collection, method of data analysis and questionnaire distribution and retrieval.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
PRESENTATION AND ANALYSIS OF DATA
This chapter deals with the analysis of research findings through the data collected from questionnaires administered and testing of hypothesis as well as interpretation. Questionnaires were administered to various departments, 160 questions were distributed but only 122 were fully filled and returned which was used for the analysis.
CHAPTER FIVE
DECISION, RECOMMENDATION AND CONCLUSION
The discussion, conclusion and recommendation made under this chapter are based on the findings of the study. The study sought to identify the effect of labour control on workers performance in China Civil Engineering Construction Company (CCECC ).
DECISSION OF FINDIGNS
Based on the analysis in chapter four as collected from the 122 respondents of China Civil Engineering Construction Company (CCECC ), the findings of the research are summarized below:
- That labour control has an effect on workers performance.
- China Civil Engineering Construction Companyhas fair mutual labour control .
- That there is need for workers to participate in decision making, because it will give them a sense of
- Junior staff workers do not participate in decision making in China Civil Engineering Construction Company, this is basically left for the management staff, who believe they can handle the job
- Motivation is a necessary inducement for workers to work
- The motivational package preferred was good working condition, followed by money, participation in decision making and lastly praise.
- That the communication gap between workers and management of CCECC is wide and it has negative effect on workers
- The success of a cordial relationship depends on a good and smooth communication between labour and management
RECOMMENDATION
For proper and adequate sustenance of a cordial relationship between labour and management, the researcher has stated the following recommendations;
- Since labour management relation has an effect on workers performance, management should see to it that a cordial relation is maintained. Terms and conditions under which employees will work must be determined and if both parties fulfill their own parts, there will definitely co-exist
- Workers should be given the opportunity to participate in decision making, so as to give them a sense of belonging and enhance their performance. Opinions should be sort from the employees before decisions are taken, since they spend most of their time working for the organization.
- The employees should be motivated in order for harmony to reign between management and labour, so as to enhance
- It is important that the communication gap between the management and workers be bridged to prevent unnecessary sabotage and enable them speak with one voice, thereby avoiding rumor
- Management must pay salaries and when due, since this has been a major cause of industrial action in the organizaiton
CONCLUSION
The study and findings of the effect of labour control and its effect on workers performance in an organization is the purpose of this study.
The introductory studies and analysis of information in the last chapter forms the foundation for the following conclusion.
- Industrial peace and harmony is necessary in order to have an increased performance, this can only be maintained with good labour control .
- Both the management and employees should understand that they both play an important role in the organization, they should see each other as indispensable in the actualization of the organizational goals and objectives, and this can be achieved by seeing and treating the organization as asystem
- Labour must be handled with care, in order to avoid unproductive labour, on the order hand; labour should not exploit and remain dormant in the
- Motivation and communication are vital factors that affect performance, efforts should be made to meet up with the yearnings of the employees by introducing a motivational package that will suit and satisfy their needs. Communication is the only way information’s can be effectively transmitted, good communication if maintained will reduce misinterpretation and increase the speed with which work is
- Since it is a known fact that workers will purse an objective better, if they join in making the decision on that objective, management should allow workers to participate in decision making, because if workers are granted such permission to participate in decision making, they will feel privileged and indebted to work hard to achieve the joint decision.
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