Strike and Its Effects on Organizational Effectiveness
CHAPTER ONE
OBJECTIVE OF STUDY
The objectives of the study are;
- to determine the effect of strike on organization effectiveness
- to determine the causes of strike in organization
- to evolve means of avoiding, minimizing or managing strike in organisations
- to make useful recommendations and conclusion for better and viable means of ensuring industrial peace.
RELEVANT RESEARCH HYPOTHESIS
The following are the relevant hypothesis to be tested:
- There is no significant relationship between maximum resources utilization and strike frequency in an organization.
- There is no significant relationship between labour turnover as a result of strike and returns on investment.
CHAPTER TWO
LITERATURE REVIEW
Theoretical Review
Strike generally could be defined as the refusal to work by employees of an establishment to protest for certain inadequacies in their conditions of service. it is a work stoppage caused by the mass refusal of employees to work. Strike usually takes in response to employee grievance. The theories of conflict are as follows:-
- Unitary perspective.
- Classical perspective
- Integrationist perspective
- Pluralistic perspective.
In unitary perspective, Peter ducker in the year 1959 made the following point in one of his book “Any business enterprise must build a true team and weld individual efforts into a common effort” Each member of the enterprise contributes towards a common goal. Their effort must all pull in the same direction, and their contributions must fit together to produce a whole without unnecessary duplication of efforts. The manager must know and understand what his performance and his superior must know what contribution to demand and expect of him and must Judge him accordingly. If these requirements are not met managers are misdirected, their efforts are wasted. Instead of team work, there is friction, frustration such traditional views appear to imply a unitary perspective of the organization. The organization is viewed as an integrated and harmonious, while conflict is seen as a dysfunction outcome and can be explained, for example by poor communication, personality clashes or handwork of agitators
CLASSICAL PERSPECTIVE: – The prevalence of conflict in organization is only too apparent, not only from our experience but also from literature of organization studies. All schools of thought have recognized that conflict exists. They differed only in how they looked at it. The writers of classical organization theory viewed the organization. Ideally it should not exist. Their could be done by adequate Job definition, detailed, specification of relationship among position, careful selection of people to fill positions, and the through training of people once they have been assigned.
INTERACTIONIST PERSPECTIVE: – A more recent view of conflict is the integrationist, perspective, which believe that conflict is a positive force and necessary for effective performance. This approach encourages a minimum level of conflict within the group in order to encourage self prevent apathy or too great a tolerance for harmony and status quo. Conflict parse is not necessarily good or bad but inevitable feature of organizational life and should be judged in terms of its effects on performance. Even if organization has taken great care to try and avoid conflict, it will still occur. Conflict must continue to emerge despite attempts to suppress it.
PLURALISTIC PERSPECTIVE: – If one however accepts the views of social writers and the idea of a pluralistic approach to work organization, then, conflict among competing subgroups will be seen as an inherent feature of organization and induced in part by the very structure of the organization. The pluralistic manger is more likely to accept that conflict in organization requires careful handling and attempts to reconcile rival interest.
CHAPTER THREE
RESEARCH METHODOLOGY
INTRODUCTION
In this chapter, we described the research procedure for this study. A research methodology is a research process adopted or employed to systematically and scientifically present the results of a study to the research audience viz. a vis, the study beneficiaries.
RESEARCH DESIGN
Research designs are perceived to be an overall strategy adopted by the researcher whereby different components of the study are integrated in a logical manner to effectively address a research problem. In this study, the researcher employed the survey research design. This is due to the nature of the study whereby the opinion and views of people are sampled. According to Singleton & Straits, (2009), Survey research can use quantitative research strategies (e.g., using questionnaires with numerically rated items), qualitative research strategies (e.g., using open-ended questions), or both strategies (i.e., mixed methods). As it is often used to describe and explore human behaviour, surveys are therefore frequently used in social and psychological research.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
INTRODUCTION
This chapter presents the analysis of data derived through the questionnaire and key informant interview administered on the respondents in the study area. The analysis and interpretation were derived from the findings of the study. The data analysis depicts the simple frequency and percentage of the respondents as well as interpretation of the information gathered. A total of eighty (80) questionnaires were administered to respondents of which only seventy-seven (77) were returned and validated. This was due to irregular, incomplete and inappropriate responses to some questionnaire. For this study a total of 77 was validated for the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain Strike and its effects on organizational effectiveness. In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges of Strike and its effects on organizational effectiveness
Summary
This study was on Strike and its effects on organizational effectiveness. Three objectives were raised which included: to determine the effect of strike on organization effectiveness, to determine the causes of strike in organization, to evolve means of avoiding, minimizing or managing strike in organisations and to make useful recommendations and conclusion for better and viable means of ensuring industrial peace. The study adopted a survey research design and conveniently enrolled 80 participants in the study. A total of 77 responses were received and validated from the enrolled participants where all respondents were drawn from Health Care Product Nigeria Ltd, Lagos State. Hypothesis was tested using Chi-Square statistical tool (SPSS).
Conclusion
From the findings of this study, it can be seen that strike has done more harms than good to workers. it has destroyed the pride of our working condition productivity. In all, strike action is a fore to progress, a threat to working condition development and to the employee performance and productivity of worker to be precise. It should therefore be the last weapon to use in order to get ones needs. Negotiation is better than strike actions wherever there is a strike action, the workers suffer it. Finally, from the findings it is clear that strike actions threaten the existence of organization and create havoc to the employee performance of workers The adoption of strike actions therefore is a step in the wrong direction. It is an enemy of progress. The corollary of strike action is better imagined than described.
Recommendation
Based on the findings, the following recommendations are strongly made by the researcher. Workers should be well paid so that they can meet up with their daily needs and it should not be delayed for any reason at all. The government should stop using threats to the employee as a solution to strike action rather they should use dialogue to bring a lasting solution. Government should examine the issue of allowance to workers so that there will be social justice and equity in allowance granted to various cadres of staff. Workers should see their employers as role models and not as paupers. The employers will make the employers help the workers consider their plight and soft-pedal whenever they want to think of any strike. Finally, the researcher admits that strike actions do not create conducive and healthy ground for workers viable performance in their working conditions. However, the management has a major role to play so as to avert possible strike action the management should be responsive considerate and be ready to understand the plight of the love of the workers at heart. An atmosphere of cordiality should exist between the worker and the management. This will guarantee employee performance and effective implementation of government working policies.
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