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Addis Ababa University Libraries Electronic Thesis and Dissertations: AAU-ETD! >
Faculty of Business and Economics >
Thesis - Business Adminstration >
Please use this identifier to cite or link to this item:
http://hdl.handle.net/123456789/3445
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| Title: | LABOR-MANAGEMENT RELATION IN SMALL BUSINESS: IN THE ABSENCE OF UNION REPRESENTATION IN ADDIS ABABA |
| Authors: | JEMAL, REDWAN |
| Advisors: | Dr. TILAHUN TEKLU |
| Keywords: | Business A DMINISTRATION |
| Copyright: | Jun-2011 |
| Date Added: | 20-Jul-2012 |
| Publisher: | AAU |
| Abstract: | This research work is designed to critically evaluate the nature of labormanagement
relations in Small Businesses in the absence of union representation.
22 sample small businesses are selected randomly for study and totally 44
questionnaires are distributed both to the management and employees. In this
research with the objective of evaluating the nature of small businesses labormanagement
relations when managing conflicts the following questions are raised:
the causes of labor-management conflict in small businesses, How the employees
respond to a givable events when facing labor-management conflict, Effectiveness,
grievance procedure, and outcomes of the labor-management grievance process. To
gather information for the study the researcher uses Questionnaires of closed ended
type to have the information with the little difficulty. The respondents are from
Bakery, Cafe and Restaurants, Textile/Garment, Retail Trade, Furniture and Metal
works, Secretarial Services, and from Construction Materials. The data collected
were analyzed using SPSS software.
On the basis of the data obtained from the respondents, the study identified: Employees
of small business are not willing to work with their current worker and work. Because,
they want to open their own business and learn and upgrade themselves; the major
cause for labor-management in small businesses is the lower wages and benefit they
receive; most employees in these businesses prefer to express their case formally; “open
door” policy as the major alternative Dispute Resolution technique to solve conflicts;
there is open communication and cooperation between the management and employees
but, their major source of conflict is employee voice problem identified and their
relationship need to be investigated further. |
| Description: | A Thesis Submitted to the College of Business, Economics, and Information
sciences
School of Public and Business Administration
AAU in partial fulfillment of the requirements for the degree of
Masters of Business Administration |
| URI: | http://hdl.handle.net/123456789/3445 |
| Appears in: | Thesis - Business Adminstration
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