ABSTRACT
This study examined the industrial relation climate and employee’s satisfaction in the industry at chevron Nigeria limited. Chapter one will consist of introduction, statement of the problem, objective of the study, significance of the study, formulation of the study (Hypothesis), Research question, scope and limitation of the study, definition of term and organisation of the study. Chapter two will deals with literature review and theoretical framework. Chapter three is concern with various method use and procedure in gathering of data or information. Chapter four consist of data presentation and analysis. Chapter five deals with summary, conclusion and recommendations.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
An industrial society is a highly complex and dynamic arrangement of differentiated groups, activities and institutional relationships intertwined with a variety of attitudes, beliefs and expectations. Industrial relations is only one segment of this structure and activity and is influenced by, and in turn influences, other segments. Actions or changes in these areas may directly stimulate or constrain specific industrial relations activities as well as indirectly influence the attitudes of the participant. Industrial climate refers to the background or circumstances surrounding a particular event or situation which may influence or constrain its development. It is the evaluation that workers give to the policies, practices and programs of the organization which also in turn influence their behaviours.
It is important to recognize that these climates exert an influence at all levels of industrial relations and therefore, as Fox (2005) stated, ‘organizational issues, conflicts and values are inextricably bound up with those of the society at large’. The role, relationships, institutions, processes and activities which compose the phenomenon of industrial relations exist in a wide variety of industries and services and at number of levels ranging from the sub-organizational (workgroup, section or department) and organizational (site or company) levels through the industry level to the national level. This inevitably creates a pattern of internal influences both horizontally (between different organizations and industries) and vertically (between different levels).