ABSTRACT

Maintaining good employee-employer relationship is one criteria for an organization to succeed. If employees are not happy with management and their fellow colleagues at workplace, organizational goals will never be achieved. this study tends to study the relationship between employee grievance and the performance of the organization, as well as developing various employee relations strategies that can be used in effectively and efficiently managing employees in a business organization.

TABLE OF CONTENT

Title Page

Certification Page Dedication Acknowledgement Abstract

CHAPTER ONE

1.0     INTRODUCTION 1.1     Background of the Study  1.2     Statement of the Problem 1.3     Purpose of the Study 1.4     Research Question  15      Significance of the Study 1.6     Scope of the Study  1.7     Limitations of the Study  1.8     Definition of Terms

CHAPTER TWO 2.0     REVIEW OF RELATED LITERATURE    2.1     Definition and Nature of Complaint and Grievance 2.2     Need for Grievance 2.3     Grievance handling in Unionized Organization   2.4     Grievance Handling in Non Unionization Organization  2.5     Use of Grievance form and Grievance Interview in Handling Grievances. 2.6     Grievance Arbitration 2.7     Need for Justice in Grievance Handling 2.8     Supervisory Role in Grievance Handling 2.9     Principle / Role of Grievances Handling Reference CHAPTER THREE 3.0     RESEARCH METHODOLOGY 3.1     Sources of Data 3.2     Population of Study 3.3     Determination of Sample Size 3.4     Sample Technique 3.5     Selection and Construction of Research Instrument 3.6     Administration of Research Instrument 3.7     Instrument Return Rate CHAPTER FOUR

DATA PRESENTATION AND ANALYSIS

4.1     Presentation of Data 4.2     Analysis of Data CHAPTER FIVE 5.0     SUMMARY OF FINDINGS, RECOMMENDATION AND CONCLUSION 5.1     Summary of Findings

Recommendations

5.3     Conclusion Bibliography (or list of references) Appendices

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