MANAGEMENT OF EMPLOYEE GRIEVANCE

TABLE OF CONTENT

Title Page

Certification Page

Dedication

Acknowledgement

Abstract

CHAPTER ONE

1.0INTRODUCTION

1.1Background of the Study

1.2Statement of the Problem

1.3Purpose of the Study

1.4Research Question

15 Significance of the Study

1.6Scope of the Study

1.7Limitations of the Study

1.8Definition of Terms

CHAPTER TWO

2.0REVIEW OF RELATED LITERATURE

2.1Definition and Nature of Complaint and Grievance

2.2Need for Grievance

2.3Grievance handling in Unionized Organization

2.4Grievance Handling in Non Unionization Organization

2.5Use of Grievance form and Grievance Interview in Handling Grievances.

2.6Grievance Arbitration

2.7Need for Justice in Grievance Handling

2.8Supervisory Role in Grievance Handling

2.9Principle / Role of Grievances Handling

Reference

CHAPTER THREE

3.0RESEARCH METHODOLOGY

3.1Sources of Data

3.2Population of Study

3.3 Determination of Sample Size

3.4Sample Technique

3.5Selection and Construction of Research Instrument

3.6Administration of Research Instrument

3.7Instrument Return Rate

CHAPTER FOUR

4.0 DATA PRESENTATION AND ANALYSIS

4.1Presentation of Data

4.2Analysis of Data

CHAPTER FIVE

5.0SUMMARY OF FINDINGS, RECOMMENDATION AND CONCLUSION

5.1Summary of Findings

5.2 Recommendations

5.3Conclusion

Bibliography or list of references

Appendices

CHAPTER ONE

1.0INTRODUCTION

1.1 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.