COLLECTIVE BARGAINING AND INDUSTRIAL HARMONY IN THE NIGERIAN PUBLIC SERVICE. A STUDY OF LAGOS STATE UNIVERSITY

ABSTRACT

Collective bargaining is essentially the negotiations about working conditions and term of employment between the employer s and employees or government with the view to reaching an agreement.  It primary aim is to bring both parties in a working relationship together for the purpose to ensure industrial harmony and the attainment of organizational goal. The aim of the project is to find out how collective bargaining can effectively ensure industrial harmony thereby increasing productivity and improve performance through collective agreement.

The estimated population of Lagos State University Staff is 5000, A Sample of 50 employees were selected using simple random sampling technique. A close-ended questionnaire was used as the major instrument of data collection. The information obtained was presented on frequency table using simple percentage. The hypotheses formulated were tested using chi-square non-parametric test.

The study so far has shown that workers tend to put more effort to work, when their welfare package are adequately stated in the collective bargaining agreement and also revealed that collective bargaining will go long way at ensuring industrial harmony, reduce inter-group conflict, and improve performance and organizational productivity.

TABLE OF CONTENT

TITLE PAGE

CERTIFICATION

DEDICATION

ACKNOWLEDGEMENT

TABLE OF CONTENT

ABSTRACT

CHAPTER ONE

INTRODUCTION

1.1     Background of the study

1.2     Statement of problem

1.3     Objectives of study

1.4     Research questions

1.5     Significance of study

1.6     Scope and limitations

1.7     Definition of terms

1.8     Plan of study

CHAPTER TWO

LITERATURE REVIEW

2.1     Introduction

2.2     Conceptual framework

2.3     Approaches to conflict resolution

2.4     The role of collective bargaining in the promotion of

          Industrial harmony

2.5     Theoretical framework

2.6     Summary of the chapter

CHAPTER THREE

METHODOLOGY

3.0     Introduction

3.1     Restatement of research questions

3.2     Research design

3.3     Population of the study

3.4     Sample and sampling procedure

3.5     Data collection instrument

3.6     Administration of data collection

3.7     Limitations of methodology

CHAPTER FOUR

DATA PRESENTATION AND ANALYSIS

4.0     Introduction

4.1     Respondents’ characteristics and classification

4.2     Presentation and analysis of data according to research

          Questions

4.3     Presentation and analysis of data according to tests of

          Hypothesis

4.4     Discussion of findings

CHAPTER FIVE

SUMMARY, CONCLUSION AND RECOMMENDATIONS

5.1     Conclusion

5.2     Recommendations

5.3     Suggestions for further studies

BIBLIOGRAPHY 

CHAPTER ONE

INTRODUCTION

1.1    BACKGROUND OF THE STUDY

There has been growing a fear about strained labour management relations in Nigeria in the recent times. This concern arises from the need to improve relations and particularly collective bargaining process in developing countries. Industrial relation is a management tool applied to eradicate or remove industrial conflict thus ensuring industrial peace and harmony. This is done through bridging the relationship gap between management and workers. When management establishes good industrial elations within an organization traipses of industrial conflict and misunderstanding would be naturalized and peace is enthroned (Fashoyin, 2002).

The nature of labour management relation in contemporary Nigeria when critically show that, a sizeable proportion or employers still disregard the significance of industrial harmony as a gateway to quality, control circle - master piece for productivity. Quality control circles a new management principle or the industry into a family arena or partners in progress. Consequently, when there is benefit of doubt on assumed confidence against any of the parties' disagreement and conflict come up and industrial harmony is strained. This can lead lo industrial strife, unrest and strike, if not curtailed any government which fails to take precautions over industrial unrest may face the problems of resuscitating its economy for better, after a hard time (Fashoyin, 2002). A host of definition has been put up by renowned labor leaders and used explained the meaning of industrial relation and collective bargaining thus.

Cordova, (1980), defines industrial relations as "the process of interest accommodation by which conditions of work are fixed, relations are regulated and power is shared in the field of labour. Flanders, (1970), defined collective bargaining as a "social process that continually turns disagreements into agreement in an orderly fashion" "collective bargaining aims to establish by negotiation and discussion agreed rules and decisions on matters of mutual concern to employers and unions as well as group and the employers" or different positions on issues such as negotiation on salaries and wages, management policies etc.

The representatives in bargaining process must deal with each other in good faith and adopt the spirit of give and take.  By its very nature, collective bargaining is usually a complicated time consuming and exasperating exercise.  The ultimate goal of any negotiation is the agreements which may not necessarily resolve all issue in dispute (Cordova,1980)

1.2    STATEMENT OF PROBLEM

In view of the adverse effect experienced by organization, as a result of dispute, the studies have identified the following problems below:

The strained labour and management relation in Nigeria has been attributed to low income of the workers. Which has restrained industrial peace, a situation where an employee perceive that he is paid less for the services rendered to the organization it becomes imperative for such an employee to continue given out is best to the organization.

Also, most of the industries in West Africa, especially in Nigeria have a poor welfare packages for their employee, they were only recognized by there multi-million naira physical structure and less to appreciate about there employee working condition. The unfavorable working condition has put many out of job and the enduring ones because or industrial unrest and this is not good in ensuring industrial harmony.

Furthermore, in many organization where parochial sentiment apply to their terms of employment, such employee under this influence may be perceived as an enemy in achieving their collective goal by other member of the s.rch organization. This issue of perceiving the other party us an enemy goes along way in bringing about, division in labour union.

Also, many organizations have been battling with many problems which are not unconnected with their leadership style, and have brought about poor organization performance, and lack or confidence in relating with such a manager, that failed to associate himself with the employee in bringing out the best in them.

However, the state as the policy maker con tributes in various industrial unrest, has restrained industrial harmony. Government policy to be active participant in some industry has generated more confusion in meeting the demand of labour. The inconsistence in various governments has made so many organizations to fold-up.

1.3    OBJECTIVES OF STUDY

The main objective or this study is to determine the effect of collective bargaining on industrial harmony in the manufacturing sector in Nigeria. While other specific objectives include:

1.       To determine the effect of collective bargaining on organizational performance in the manufacturing sector.

2.       To determine the effect of collective bargaining on organizational productivity.

3.       To examine the effect of collective bargaining on employee welfare.

4.       To analyze the effect of collective bargaining on employee job performance.

5.       To examine the effect of collective bargaining on employee job productivity.

1.4    RESEARCH QUESTIONS

The following research questions are considered relevant for the purpose of this research which includes:

1.       What is the relationship between collective bargaining and industrial harmony?

2.       What is the relationship between collective bargaining and organizational performance?

3.       What is the relationship between collective bargaining on employees’ welfare?

4.       What is the relationship between collective bargaining and employees job performance?

5.       What is the relationship between collective bargaining and organizational productivity?