*Associate Professor, Shri Guru Gobind Singh College of Commerce, University of Delhi, Delhi, India
**Principal (Actg.), Shyam Lal College (Eve.), University of Delhi, Delhi, India
***Associate Professor, Department of Commerce, Faculty of Commerce and Business, Delhi School of Economics, University of Delhi, Delhi, India
Online published on 2 August, 2014.
Dispute between employees and management is complex phenomenon that can have enormous impact on individuals and organizations alike. This paper examines the difference in groups of employees based on strength of employees, level of employees in the organizational hierarchy, age, and gender with respect to employee-management dispute rate in the organizations.
A cross sectional design has been adopted for the study with collection of factual information about the employee-management dispute rate from 40 companies and demographic data relating to 400 employees working in these 40 companies.
The sample includes employees from companies like Ernst & Young, TCS, SAIL, GE Company, and LG Electronics to name a few. Techniques used are Kruskal-Wallis H test and Mann-Whitney U test.
There is significant difference between groups based on strength of employees, levels inorganizational hierarchy, gender, and age with respect to employee-management dispute.
For the purpose of this study primary data have been collected, accuracy of study depends on accuracy of responses by respondents.
Results will be useful for organizations of different sizes, in relations to employees of different age, gender, and from different levels in organizational hierarchy, with respect to employee-management dispute incidence.
The study is valuable for all types organizations as employees-management dispute incidence can affect any organization.
Employees-management Dispute, Conflict Management, Dispute, Industrial Relations
