Abstract:
Ghana has various mechanisms to ensure that good relations exist
between employers and employees at places of work. Such mechanisms
include the Labour Law, Department of Labour, National Labour Commission
(NLC), the Trades Union Congress and other ratified ILO labour conventions.
Despite the availability of all these institutions to maintain peace and harmony
at workplaces, the problem of labour disputes still exist. The study sought to
investigate industrial disputes and conflicts resolution processes and their
influence on job performance at workplaces of Golden Exotics Limited
(GEL). The sample size used was 343 workers. The statistical tools employed
in the analysis of the gathered data include Spearman’s rank correlation
coefficient and weighted rank mean. The study revealed that the industrial
dispute prevention mechanism that workers of GEL are aware of is collective
bargaining. It is recommended that in order to resolve conflicts successfully
and effectively, stakeholders have to be involved in the resolution process.
Also, organizations should observe ethical issues in the process of conflict
resolution in order to effectively resolve conflicts. Again, all parties should
willingly provide each party with the necessary information and should be
privy to anything related to the mechanisms and objects being used in the
process in order to achieve the goal of the dispute resolution. Also,
organizations should allocate time and resources to resolve conflicts in order
to increase their productivity. This should be done willingly by the
organizations.
