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LABOUR MANAGEMENT VARIABLES AND JOB PERFORMANCE OF BUSINESS EDUCATION TEACHERS
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
Labour
management which is a subject area in the curriculum of industrial relations
and areas of practice in vocational education in the business world was born in
North America in the late 1910s and 1920s. In the beginning, a plethora of
names were used to describe this subject area. Names that were commonly
encountered include employment management, labour management, personnel
management, personnel administration, labour relations and industrial
relations.Traditionally, labour management was considered as a relationship
between employees and employers, but in recent times, this has become a burning
issue consisting of the relationship between workers, employers and social
environment of the organisation.
It is a
dynamic social process that makes a social dialogue possible among employees,
employers and the organisational social environment.
David (1997)
opines that labour management include aspects of industrial life such as
collective bargaining, trades unionism, discipline and grievance handling.
Industrial disputes, employee participation in management and the
interpretation of labour management relations which aims at reaching an
agreement for all employees and workers in a given company or work place.
Usually, it focuses on issues such as wages, working hours, promotions,
benefits, allowances, conflict management, health and safety of employees and
other terms. Labour management aims to protect the interests of labour and
management. It targets the highest level of mutual understanding among all sections
in the industry which take part in the production process. It seeks to prevent
industrial conflict and works for harmonious relations, a key factor progress.
The
objectives of labour management variables are: increased productivity, enhanced
worker efficiency, elimination or reduction of the number of strikes or
lockouts by provision of reasonable wages, improving healthy living and safe
working environment through the provision of basic amenities to the
workers.According to Nel, Gerber, VanDyk, Haasbroek, Schuhz, Sono and Wemer,
(2004) employers have various expectations within the workplace, and for
organisation to address and meet these expectations a thorough understanding of
the variables that motivates workers is needed. Labour management variables
play important roles in achieving goals or the objectives of the academic
institutions in Nigeria through ensuring that the Business education teachers
are in place with respect to organisational influences.Aliyu (1998) asserted
that business education teachers can be found in post-primary, tertiary or
professional educational institutions.
Anyanduba
(1987) stated that business education is education for business and about
business; while Ulinfun in Aliyu (1998) postulated that it is the education for
business or training in business skills, which is required for use in business
office and clerical occupation, and business policy analysis. Aina (1986)
defined business education as the total knowledge skills and attitudes that are
required for successfully promoting and administering a business enterprise.In
furtherance of the objectives of business education in equipping its recipients
with an all round education to possessing appropriate skill, knowledge and
making them self-reliant, the person responsible for these endowments is the
business educator (Olusola 2002). The business educator, therefore, can be said
to be that person or teacher who equips his students with the necessary talents
to succeed in the world of business: cognitive, effective and psychomotor
skills inclusive. Business education teachers involves teachers that train
students the fundamental, theories and processes of business and management
courses in all levels of academics for self-reliance and employment creation.
Many factors
affect the job performance and productivity of business education teachers.
Among them are intrinsic and extrinsic levels of job satisfaction, and it is
only a satisfied worker that can be productive and committed to his job.
Babatunde (1992) believes that only satisfied teachers will be more stable and
productive; and Agbunno (1994) asserted that job performance of teachers is the
measure of how much the educator offered and has turned out people who are
intellectually, morally, emotionally, attitudinally, culturally and above all
functionally and relevantly equipped for useful living within the
society.George and Jones (2002), postulated that job performance may contribute
to workers being satisfied with their job only if they are fairly rewarded for
good performance. Perception maybe that workers’ motivation can be confused
with their job performance and that both are distinct aspects of behaviour in
an organisation. Ehiametalor (1990) indicated that the teaching profession has
witnessed negative forces that tend to affect its image adversely. It must be
emphasised that labour management variables, which are also motivational
factors relating to staff job performance are problems bedevilling education
and the teaching profession.
Labour management variables are problems which
are of nation-wide concern that affects all level of educational institutions
and deserves national urgent attention.The business education teachers in Abia
State do not exist in isolation rather in a social system which has its own
expectations and whenever these teachers perceive iniquity in their social
exchange with their organisation (educational institution), negative behaviours
could be exhibited, such as low productivity and performance. The relationship,
therefore, between the administrators or employers of business education
teachers need to be cordial, as it is a saying, that when two elephants fight,
the grass suffers. The students that are to be products of such institutions
where there are problems with the labour relations due to poor payment of wages
and other incentives that motivates teachers’ performance will suffer primarily
and the society at large.
Therefore,
the principal concern of this study is to determine the relationship between
the labour management variables and job performance of business education
teachers in Abia State.Yesufu (1982) noted that wage constitutes the kernel of
the employment contract and therefore, is the basic element in industrial
relations. To the employee the amount of the wage or salary determines not only
the standard of living of himself and his family, but to a large extent, his
social status also. Additional or fringe benefits, such as transportation
allowance, leave allowance, Christmas bonus, etc., compare with basic pay,
generally tend to rank low in the estimation of the employee, although they may
occasionally generate heat or even storm. Apart from what one would expect to
be the normal reaction of government as an employer in wages issues, the state
is continuously concerned about wages trends because of their impact upon the
national economy.
Where the
great majority of the labour forces are wage and salaried employees, as in
Nigeria, even a small general increase in wages, which is not matched by a
corresponding increase in productivity, could be inflationary and reduce the
workers job performance and country’s competitive position in the world
markets. No employee could work or offer his services for long at starvation of
wages.Inyang (2004) cited in Mckenna (2006) postulated that equitable reward
and policy practices concerning fair pay are determinants of employees’
motivation that leads to higher job performance. Business education teachers’
job performance refer to effective functioning in teaching practices that are
capable of generating the desired student’s performance outcomes and
achievement of other institutional goals through systematic collection of
evidence about lesson planning, instruction method, assessment method, attitude
of the teachers and as well contribute to success of the general program
accomplishment of the institution. Underlying these practices in our education
is based on the ability of the management to provide a healthy working
environment, it is said that a healthy worker is a happy worker and a happy worker
is usually linked to productivity. Health issue could make or break the success
of an organisation.Udeze (2000) clearly stated that health in this instance is
looked at as total physical and mental stability.
He also
noted that well organised healthy working environment program contributes to an
efficient labour force by reducing absenteeism and labour turnover, therefore,
it is only when management sincerely support the healthy working environment
programme with sufficient time and interest, adequate appropriations of funds
and facilities that the job performance of business education teachers will
reach at least the peak. Having a good, sound working environment is integral
to providing the workers with a sense of wellbeing and satisfaction about their
workplace.An undertaking or an industry which is prone to a high accident rate
generally tends to be characterised by high labour turnover and instability,
low productivity and consequently, high labour costs and reduced profitability.
There will also be true of industries which are hazardous to health; this has
always risen to industrial unrest.In the words of Yesufu (1982), union leaders
want the best for their members, good wages, healthy and safety conditions of
work, more holidays. This is demanded because they know the employer (in this
case a public corporation) is financially capable of providing for them. They
have no intention of killing the goose that lays the golden eggs.
The better
the conditions they give them, the more they shall be able to meet their
organizations objectives.It follows that however conceived; collective
relations must somehow seek and strike situation on the one hand, and those of
the worker and the employer on the other. Accordingly, the nature of these
objectives both of the worker and the employer shall first be examined as a
basis for the better analysis of the problems of personnel administration as
well as the purposes. Forms of collective machinery that should best promote
their mutual interests. Today, union collective bargaining goes beyond working
condition and wage terms of employment, to include so many other issues
concerned with equity and fairness as well as the social obligations of the
employers, Hence, it is concerned with the overall relationship between labour
and organised labour.Breakdown in negotiation can also lead to industrial
conflict, these and other factors can lead trade unions to declare a trade
dispute or conflict with their employers. Robbins (2000) defines conflict as a
process in which an effort is purposely made by A to offset the efforts by B by
some form of blocking that will result in frustrating his or her interest.
The concept
of conflict being a result of behaviour is an integral part of human life and
existence. Whenever there is interaction, there is conflict. Chandan (1987)
observes that because people differ in their attitudes, values and goals,
conflict among them becomes unavoidable. Accordingly, the management is
concerned with not so much with eliminating conflict which of course would be
impossible, but to contain it and manage it for organisational and individual
benefit.Although management and labour are really one group, but often they
experience an uneasy relationship over conditions of service or other issues.
While employees often think they have legitimate grievances, their complaints
sometimes receive menacing frowns from management, a situation which often
results in conflict. Fajana (1995) sees industrial conflicts as the inability
of the industrial relations parties to reach agreement on any issue connected
with object-employer/employee interactions. For Business Education teachers’
job performance to be high there is need for dependence on their leader’s
approach to labour conflicts and its management.
Generally,
conflict management is said to consist of interventions designed to reduce
excessive conflict or in some cases, to increase insufficient work related
conflict (Thomas, 1992).Work related conflict management objectives cannot be
accomplished in our institutions with the prevailing leadership patterns.
Leadership is defined as the process of influencing the activities of a group
of people by a leader with efforts towards goal achievement. Nworgu (1986)
opines that it involves a force that militate actions in people by the leader.
Nwadiana (1998), in colleges of education, it could be described as the ability
of the provost to get things done with the assistance and co-operation of other
people including the lecturers.
The
effective teacher may have to deal with individual and institutional
goal.Leadership pattern of the Head of Department, Dean, Provost, Rector and
Vice Chancellor of any institution, Principals, executive councils of National
Union of Teachers (NUT), is one with the most dynamic effects considering
individual and organisational interactions in academic institutions. In other
words, whether the school managements are able to execute functions with
collaboration of the teachers depends on the management’s pattern and
capability, such patterns as autocratic, democratic, laissez-faire, free train,
and situational contingency patterns of leadership.In the school, the
principal, administrator, etc (school management) team and the teachers are
functional operators and are empowered with the administrative, leadership and
instructional functions involved in the achievement of set objectives within
the system, with the foregoing, the ill applications of the labour management
variables in the academic institutions reduces the performance of teachers.
It is against
this background that this study is designed to investigate the relationship
between labour management variables and job performance of Business education
teachers in Abia State.
1.2 Statement of the Problem
The Nigerian
secondary school teachers and their unions have been characterised by profound
challenges of building relationship with the government; teachers in recent
past complain to their employer (government) that their wages do not
commensurate with their job; demanding for salary increments, working under
unhealthy and unconducive working environment. All these and many more have
risen to labour actions; and caused poor instructional activities, lukewarm
attitude to work and turn result to
abysmal performance of students in Abia State, and have generated high level of
discomfort to parents and the entire society.Business education teachers are
not immune to these threats and challenges of labour relations within the work
place.
Currently,
National Union of Teachers (NUT) and
even Academic Staff Union of Universities (ASUU), Academic Staff Union of
Polytechnics (ASUP),College of Education Academic Staff Union (COEASU) continue
to have disagreements with their employers due to unresolved issues of benefits
to boost their conditions of work. These challenges have an impact on the
educational system and job performance of the business education teachers,
which attract their engagements in the area of collective bargaining.
Consequently, the prevalence of industrial actions due to poor labour
management variables between business education teachers and their employers
continue to wane quality teaching and learning in secondary schools.
Teteh (1999)
states that academic institutions in Nigeria, especially Colleges of Education,
have shown that many teachers neither perform their role well nor show positive
feelings towards their responsibilities at work.Bendix (2001) who made similar
observation focused on leadership patterns and joint consultation concentrated
on democratic leadership patterns as well as conflict management; her
recommendations are yet to make noticeable impact to the system. Recent
occurrences like regular strikes and lockouts in educational sector still
indicate that all efforts in regards to boosting job performance of Business
education teachers are yet to introduce the required impact in educational
institutions in Nigeria.This then calls for questions such as, what are the
labour management variables.
Does these
variables relate to the teachers job performance? It is, therefore, the
researcher’s belief that the ill application of wages, healthy working
environment, union collective bargaining, work related conflict management and
leadership patterns in secondary schools in Abia state are the major obstacles
that most adversely affect the job performance of Business education teachers.
From the above submissions, it therefore becomes necessary to examine the
Relationship between labour management variables and job performance of
Business education teachers in Abia state Nigeria.
1.3 Purpose of the Study
The main
purpose of this study was to determine the relationship between labour
management variables and job performance of Business Education teachers in Abia
state. Specifically, the study sought to:
- determine the relationship between payment
of wages and job performance of Business Education teachers in Abia state;
- determine the relationship between healthy
working environment and job performance of Business Education teachers in Abia
state;
- determine the relationship between union
collective bargaining and job performance of Business Education teachers in
Abia state;
- determine the relationship between work
related conflict management and job performance of Business Education teachers
in Abia state;
- determine the relationship between
leadership pattern and job performance of Business Education teachers in Abia
state.
1.4 Significance of the Study
The findings
of this study would be highly beneficial to various academic groups and classes
of persons. The study would be of assistance to the Federal and State
Governments, School Management and administrators, different organisations and
future teachers. The result of this study would be of beneficiary to the
development of Nigeria education system. It would also provide information and
guidance to policy makers, and enable them to make better policies on fringe
benefits in organisations and also help them know appropriate leadership
pattern that is conducive for running such institution, and so that the
performance of the staff may be enhanced. It is hoped that teachers who are the
programme implementers would adopt the recommendations of this study for better
job performance.The school management and administrators would use the findings
of this study as seminars, conference and workshops themes for the development
of various categories of staff.
This study
would be of great benefit to organisations as the ideas herein would go a long
way in bringing harmonious relationship between employers and employees. It
would help future teachers, some of whom would become Education Administrators
and curriculum planners know the relationship between labour management
variables and teacher’s job performance and attitudes to teaching as these are
among the critical factors in the teaching profession. Finally, researchers
would also benefit as the study would provide some literature materials on the
subject of this study.
1.5 Research Questions
The
following research questions guided the study:
- What is the relationship between payment of
wages and job performance of Business Education teachers in Abia state?
- What is the relationship between healthy
working environment and job performance of Business Education teachers in Abia
State?
- What is the relationship between union
collective bargaining and job performance of Business education teachers in Abia
State?
- What is the relationship between work
related conflict management and job performance of Business Education teachers
in Abia State?
- What is relationship between leadership
pattern and job performance of Business Education teachers in Abia State?
1.6 Null Hypotheses
The
following null hypotheses were tested at .05 level of significance.
Ho1: There is no significant relationship
between payment of wages and job performance of Business Education teachers in
Abia State.
Ho2: There is no significant relationship
between healthy working environment and job performance of Business Education
teachers in Abia State.
Ho3: There is no significant relationship
between union collective bargaining and job performance of Business Education teachers
in Abia State.
Ho4: There is no significant relationship
between work related conflict management and job performance of Business
Education teachers in Abia State.
Ho5: There is no significant relationship
between leadership pattern and job performance of Business Education teachers
in Abia State.
1.7 Delimitation of the Study
This study
was delimited to Labour Management Variables and Job Performance of Business
Education teachers in Abia State secondary schools. This investigation was also
delimited to the five Labour Management variables; payment of wages, healthy
working environment, union collective bargaining, work related conflict
management and leadership pattern.
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