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Abstract
The study is designed to examined employee grievances and organizational performance in selected manufacturing firms in Port Harcourt. The survey research design was adopted. In this study, our total population is made up of 115 employees from selected manufacturing firms in Port Harcourt, Rivers State as follows: include Dangote Cement = 50 and Port Harcourt Flour Mills = 65. The Yaro Yemen’s formula was used to determine the sample size of 92. The main data collection method typically involves the one of questionnaire and further leveraged by the observation and interview methods. The descriptive statistics was used to describe the demographic information of respondents. The chi-square (X2) statistical tool was used to test the hypotheses. Findings reveals that there is a significant relationship between employee grievances and organizational performance in some selected Manufacturing firms in Port Harcourt. Based on the findings of the study summary, conclusion and recommendations were made that they should make a list of areas, which are hampering their job responsibilities and roles, the fundamental thing would be to address to the managers or the other convenient person sitting in the organization and the employees need effective ability to use time at certain levels of development cycle. This should be helpful to reduce the barriers that include time management related to training, devising a plan of action and reading time management books.
Table of Contents
Title Page i
Declaration iii
Certification iv
Dedication v
Acknowledgement vi
Abstract vii
Table of Contents viii
List of Tables x
List of Figures xi
CHAPTER ONE 1
INTRODUCTION 1
1.1 Background of the Study 1
1.2 Problem Statement 3
1.3 Objectives of the Study 3
1.4 Research Questions 4
1.5 Research Hypotheses 4
1.6 Significance of the Study 5
1.7 Scope/Limitation of the Study 5
CHAPTER TWO 8
LITERATURE REVIEW 8
2.1 Conceptual Framework 8
2.1.1 Concept of Employee Grievances 9
2.1.2 Dimensions of Employee Grievances 13
2.1.3 Organizational Performance 14
2.1.4 Measures of Organizational Performance 16
2.2 Theoretical Framework 17
2.3.1 Grounded Theory 17
2.3 Empirical Review 18
CHAPTER THREE 21
RESEARCH METHODOLOGY 21
3.1Research Design 21
3.2 Population of the Study 22
3.3 Sample and Sampling Techniques 23
3.4 Source and Method of Data Collection 25
3.6 Data Analytical Method 25
3.7 Reliability and Validity 25
CHAPTER FOUR 27
DATA PRESENTATION AND ANALYSIS 27
4.1 Questionnaire Administration and Retrieval 27
4.2 Data Analysis 28
4.3 Hypothesis Testing 33
4.4 Discussion of Findings 35
CHAPTER FIVE 39
SUMMARYS, CONCLUSIONS AND RECOMMENDATIONS 39
5.1 Summary 39
5.2 Conclusion 39
5.3 Recommendation 40
References 41
Appendix I 46
Appendix II 47
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
Organizational performance is derived from the word job performance that means real work produced an employee within a specific time period. Performance is a comparison between the work of the real compared to the standard set by the company (Dessler, 2000). Performance is the quantity and quality of produced or services rendered by a person in doing the job (Luthan, 2005). Performance is the work of behavior (Armstrong, 1999). Performance is the relationship between work and behavior.
Organization performance is the working result of the employee within a certain time. Performance is the degree to which the organization reaches the job requirements (Simamora, 1995). Organizational performance is the achievement record resulting from the acquisition of a job function or activity during a specific time period (Luthan, 2005).
Organizational performance measurement include: quality (fineness, cleanliness, accuracy), the speed of time, the number and kinds of jobs, skills in using tools, and knowledge of the work. (Luthan, 2005).One way an organization can perform is through effective management of employee grievances. Godard & Delaney (2000) mentions, that the grievance procedural use is most intended towards serving the requirement of both the employees and employers. Due to this, it becomes significant for the company to employ the effective system of grievance management for addressing the concern that is raised through employees in the interest towards promoting the justice as well as avoiding the conflicts, mainly in union settings (Godard & Delaney, 2000). Grievance management and grievance system need to be possessed specific characteristics and it should also demonstrate the application of specific principles in order to make sure about its effectiveness. Applying the justice in the company includes considering the perceived fairness of exchange by undertaking the a place in the company, whether its economic or social, and it should include the individuals in relation with subordinates, supervisors, organization as a social system or peer (Godard & Delaney, 2000). An environment of labor management, which accentuates the concord and friendliness, might reduce the rate of grievances, enhance settlement of grievances and it might also decrease the steward political activities (Godard & Delaney, 2000).
Benson (2000) explored that supervisors to employees reactions often include the grievance activity that might create influence on performance ratings as the supervisor tries to react negatively towards the staff who tries to file grievance against them and they mainly do when the grievance is decided in staff favor (Benson, 2000). In converse to this, various previous studies have set up the demographic factors, who failed in impacting the viewpoint towards organizational justice (Benson, 2000). All these researchers often argue that” regardless of gender, age, level of education, race, tenure, and people often tries to perceive similar justice. Bottles (2001) had investigated about the relations existing among the education, age, justice at workplace, participation of union, but identified that the education was considered as the only important predictor for perceiving the justice and they had concluded that educated employees were most likely to explore the workplace to be better (Bottles, 2001). The selection of relevant combinations of styles while handling the grievances through the managers will support in attaining the mutual as well as satisfactory resolution for grievance results. From the foregoing therefore, the study seeks to examine the relationship between employee grievances and organizational performance in some selected manufacturing firms in Port Harcourt.
1.2 Problem Statement
Studies in the recent time have shown that most manufacturing firms has resulted into creating problems of grievances in the Manufacturing Industries. In the view of Noonan (2009), the changes taking place through the seasonal mode of working into overtime period has resulted in an increase of staff demands. The Nigerian Manufacturing Industry management is not giving enough pay for employee’s grievances that has resulted into impatient day by day (Noonan 2009). Studies have been conducted on Employee grievances in different sectors but no study has been conducted on employee grievances and organizational performance in some selected Manufacturing firms in Port Harcourt. It is against this backdrops that the study seeks to examines the relationship between employee grievances and organizational performance in some selected Manufacturing firms in Port Harcourt.
1.3 Objectives of the Study
The main objective of the study is to examines the relationship between employee grievances and organizational performance in some selected Manufacturing firms in Port Harcourt. The specific objectives are as follows.
- To examine the relationship between establishing system and organizational performance in some selected Manufacturing firms in Port Harcourt.
- To examine the relationship between lack of dividing complaints and organizational performance in some selected Manufacturing firms in Port Harcourt.
- To examine the relationship between lack of addressing complaints and organizational performance in some selected Manufacturing firms in Port Harcourt.
1.4 Research Questions
The following research questions will be used to guide the study.
- Does establishing system associate with organizational performance in some selected Manufacturing firms in Port Harcourt?
- Does dividing complaints associate with organizational performance in some selected Manufacturing firms in Port Harcourt?
- Does addressing complaints associate with organizational performance in some selected Manufacturing firms in Port Harcourt?
1.5 Research Hypotheses
The following Hypotheses are postulated to guide the study:
HO: There is no significant relationship between employee grievances and organizational performance in some selected Manufacturing firms in Port Harcourt.
HA: There is a significant relationship between employee grievances and organizational performance in some selected Manufacturing firms in Port Harcourt.
1.6 Significance of the Study
Staff grievance is highly impacted from various factors such as wages, continuity of services, promotions, amenities, compensation, wages, fines, disciplinary actions, leave, increments, nature of job, medical benefits, acting promotion, safety appliances, recovery of duties, supervision, superannuation, working conditions, and transfers, but the procedure of grievance management has various benefits, which support the company in enhancing its organizational culture and environment of the company (Parkin 2009).
This research identifies whether the staff working in manufacturing firms in Port Harcourt are satisfied with the redress procedures of grievances in the company. The research outcome will include some understanding on the extent to which staff identifies the procedure as well as distributive integrity as results are derived through the mechanisms of grievance management. Besides all these grievance management factors, the study also identifies the employees influence on demographic characteristics to present their perspective on grievance management in manufacturing firms in Port Harcourt(Averineni 2012).
1.7 Scope/Limitation of the Study
The study is delimited under the following heading: content scope, geographical scope and unit of analysis.
Content Scope: The content scope of this study involves on investigation to ascertain the relationship between employee grievances and organizational performance in some selected Manufacturing firms in Port Harcourt. The dependent variable is employee performance, measures by Productivity, Effectiveness and Efficiency. While independent variable is Employee Grievances measure by establishing system, dividing complaints and addressing complaints.
Geographical Scope: This study is delimited to some selected manufacturing firms in Port Harcourt in Port Harcourt Metropolis which include Dangote Cement and Port Harcourt Flour Mills.
Unit of Analysis: The unit of analysis in this research involves the individuals at the time of carrying out the study. The scope of this study is to ascertain the relationship between employee grievances and organizational performance in some selected Manufacturing firms in Port Harcourt.
In carrying out an investigation of this native the researcher must of necessity be faced the following constraint.
Firstly, the time constraint’s the time frame provision for this study was short.
Secondly, financial constraints. Usually, a study of this nature involved some level of expenditure therefore, finance was also a limiting factor.
Thirdly, poor response from the respondent and inability to access the entire population of the study. In the next segment significance of the study will be discussed. Lastly, poor measurement instrument. In the next segment, definition of terms will be discussed.
1.8 Definition of Terms
The following terms was being defined:
EFFECTIVENESS:- Effectiveness is the capability of producing a desired result or the ability to produce desired output..
EFFICIENCY:- It is the ability to avoid wasting materials and time in doing something or in producing a desired result.
EMPLOYEE’S GRIEVANCE:- employee’s grievance process implies the dissatisfaction among staff who is employed within the company.
ORGANIZATIONAL PERFORMANCE:- Employee performance is derived from the word job performance that means real work produced an employee within a specific time period.
PRODUCTIVITY:- Productivity as the measure of how well resources are brought together in organization and utilized for accomplishing a set of goals.
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