SELECTED LABOUR MANAGEMENT VARIABLES AND JOB PERFORMANCE OF BUSINESS EDUCATION TEACHERS IN ABIA STATE

CHAPTER ONE

INTRODUCTION

1.1       Background of the Study

Labour management which is a subject area in the curriculum of industrial relations and areas of practice in vocational education in the business world was born in North America in the late 1910s and 1920s. In the beginning, a plethora of names were used to describe this subject area. Names that were commonly encountered include employment management, labour management, personnel management, personnel administration, labour relations and industrial relations.

Traditionally, labour management was considered as a relationship between employees and employers, but in recent times, this has become a burning issue consisting of the relationship between workers, employers and social environment of the organisation. It is a dynamic social process that makes a social dialogue possible among employees, employers and the organisational social environment.

David (1997) opines that labour management include aspects of industrial life such as collective bargaining, trades unionism, discipline and grievance handling. Industrial disputes, employee participation in management and the interpretation of labour management relations which aims at reaching an agreement for all employees and workers in a given company or work place. Usually, it focuses on issues such as wages, working hours, promotions, benefits, allowances, conflict management, health and safety of employees and other terms. Labour management aims to protect the interests of labour and management. It targets the highest level of mutual understanding among all sections in the industry which take part in the production process. It seeks to prevent industrial conflict and works for harmonious relations, a key factor progress. The objectives of labour management variables are: increased productivity, enhanced worker efficiency, elimination or reduction of the number of strikes or lockouts by provision of reasonable wages, improving healthy living and safe working environment through the provision of basic amenities to the workers.

According to Nel, Gerber, VanDyk, Haasbroek, Schuhz, Sono and Wemer, (2004) employers have various expectations within the workplace, and for organisation to address and meet these expectations a thorough understanding of the variables that motivates workers is needed. Labour management variables play important roles in achieving goals or the objectives of the academic institutions in Nigeria through ensuring that the Business education teachers are in place with respect to organisational influences.

Aliyu (1998) asserted that business education teachers can be found in post-primary, tertiary or professional educational institutions. Anyanduba (1987) stated that business education is education for business and about business; while Ulinfun in Aliyu (1998) postulated that it is the education for business or training in business skills, which is required for use in business office and clerical occupation, and business policy analysis. Aina (1986) defined business education as the total knowledge skills and attitudes that are required for successfully promoting and administering a business enterprise.

In furtherance of the objectives of business education in equipping its recipients with an all round education to possessing appropriate skill, knowledge and making them self-reliant, the person responsible for these endowments is the business educator (Olusola 2002). The business educator, therefore, can be said to be that person or teacher who equips his students with the necessary talents to succeed in the world of business: cognitive, effective and psychomotor skills inclusive. Business education teachers involves teachers that train students the fundamental, theories and processes of business and management courses in all levels of academics for self-reliance and employment creation.

Many factors affect the job performance and productivity of business education teachers. Among them are intrinsic and extrinsic levels of job satisfaction, and it is only a satisfied worker that can be productive and committed to his job. Babatunde (1992) believes that only satisfied teachers will be more stable and productive; and Agbunno (1994) asserted that job performance of teachers is the measure of how much the educator offered and has turned out people who are intellectually, morally, emotionally, attitudinally, culturally and above all functionally and relevantly equipped for useful living within the society.

George and Jones (2002), postulated that job performance may contribute to workers being satisfied with their job only if they are fairly rewarded for good performance. Perception maybe that workers’ motivation can be confused with their job performance and that both are distinct aspects of behaviour in an organisation. Ehiametalor (1990) indicated that the teaching profession has witnessed negative forces that tend to affect its image adversely. It must be emphasised that labour management variables, which are also motivational factors relating to staff job performance are problems bedevilling education and the teaching profession. Labour management variables are problems which are of nation-wide concern that affects all level of educational institutions and deserves national urgent attention.

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