CHAPTER ONE

INTRODUCTION

BACKGROUND OF THE STUDY

There are three basic things to manage in life and they are human resources, non human resources and time.

Organization effectiveness is being defined as the extent to which an organization as a social system give certain resources and means, fulfills its objectives without placing under straight (grievance) upon its members.

The most important element of an organization is its employee.

This is because, machine cannot operate themselves without human assistance, hence for human being to perform efficiently, he must have the spirit to perform, this means he must be satisfied.

An unsatisfied worker has grievance.

 The issue of employee grievance is as old as industrial societies, but in recent time the question of management of employee grievance in Nigeria and Enugu State in particular has reached learning proportion. It is a versed issue that been eaten deep into the fabrics of every well organized industrial establishment the problem has also becomes the order of the day in private and public establishment. Generally, the researcher is of the believe that the employee grievance in any establishment, establishes the fact that the employees of the organization are not happy with e scheme of things in the organization.  An aggrieved employee who feels he has a grievance against manager a supervisor is against the company as a whole is an unhappy employee and unhappy employee cannot do effective work. He becomes depressed, his morale is low and as a result his efficiency drops. Satisfaction at work in terms of all circumstances that surround the job is key to high morals. It does not matter how well paid and interesting a job may be, unless the individual performing the job feels that he is being fairly treated his morals will be adversely affected.  When workers go on strike, we realized the importance of human element. This is because under such conditions everything comes to a half. Was unit the how throne’s experience was discovered. The fact that there are grievances in the organization is not an easy thing to detect, because many grievances go unexpressed and unexposed for a long period of time and required only a competent anger to handle before it turns it to a critical situation.  Human assets are more valuable than physical assets and should be carried on the organization balance sheet. After all each production employee represents and training add to this, the cost of it would take to find, hire and train someone else to do the same job and you can begin to see the significance of human resources management in periods of economic recessions a firm would be wiser to reduce inventory drastically and sell machinery than to dispose on their most important assists “the employee”, staff, therefore is to create and maintain a high level of morale which will induce full co-operation from his staff to obtain maximum operation and efficiency through out the units of the organization for job satisfaction which reduces grievances and job increase job performance and continuity.  The existence of grievances in organization is inevitable because for an organization to have grievances free relationship means that they will have no relationship at all improper handling of grievances leads to disruption of work in the form of go show work to rule, demonstration, violence, strike and resignation which ultimately amount to labour turnover with its effect on the organization.  Therefore an organization wising meaningful productivity and improved labour management relationship must design adjust and equitable grievance handling system.  Ohiri A.U (2002:100) asserts that employee grievance in organizational or industrial relation context as a state of dissatisfaction or discontent on the part of either labour or management. He also said that grievance is negative feeling which commonly find expression in various forms ranging from complaint to strike action or destructive reactions.  He also pointed the following causes of grievance, which are.  1.         Non-payment or delay of employees entitlement

 2.         Unfair-treatment by management

 3.         Poor welfare

 4.         Branch of terms of contract by management

 5.         Management’s in sensitivity to the problems of labour

 6.         Denial of information etc.  In order to have efficient grievance handling which will ensure an “in built mechanism” for absorbing resolving and eliminating grievance in the form of destructive differences in an organization he (A.U. Ohiri) gave the following rules of handling of employee grievance which are:-  1.         Determination or both parties to stop it in their mutual interest.

 2.         Sincerity and empathy

 3.         Spirit to forgive and take compromise during its resolution.

 4.         Preparedness on the part of the affected parties to admit faults and make amends 

 5.         Use of third party mutually agreed upon by the parties.

 6.         Adoption of conventional and statutory approaches

 7.         Preparedness on the part of both parties to accept statutory and impartial resolutions advanced by the mediator.  This project will go to the root in examine the various methods in handling grievance as an inevitable sign of a healthy relationship of organizational members. This will enable the organizational members. This will enable them to develop the necessary constructively. Considering the desirable effect of a healthy human relations on productivity in any organization, a study and careful labour turnover of the effect of grievance handling and labour turnover becomes necessary by the researcher for the purpose of isolating their individual or respective contributions to dividing productivity.