TABLE OF CONTENTS
Title Page i
Certification ii
Dedication iii
Acknowledgement iv-v
Table of contents vi-vii
CHAPTER ONE:
1.0 General Introduction or Background of the study
1.1 Introduction
1.2 Statement of the problem
1.3 Purpose / Objectives of the study
1.4 Significance of the study
1.5 Research Hypothesis
1.6 Scope and Limitation of the study
1.7 Organization of the study
1.8 Definition of terms and References
CHAPTER TWO:
2.0 Literature Review
2.1Introduction
2.2 Theoretical Framework
2.3 Current trends in thinking
2.4 Summary of the Chapter and references
CHAPTER THREE:
3.0 Methodology / Research Method
3.1 Introduction
3.2 Sample and Population of the study
3.3 Sources of Data/ Data collection instrument
3.4 Method of Data Analysis
3.5 Research Problems and References
CHAPTER FOUR:
4.0 Data Presentation Analysis and Interpretation Finding
4.1 Introduction
4.2 Brief History of the case study
4.3 Presentation of Data
4.4 Analysis of Data
4.5 Testing of Hypothesis
4.6 Summary of the Chapter and References
CHAPTER FIVE:
5.0 Summary, Recommendation and Conclusion
5.1 Summary of finders
5.2 Recommendation
5.3 Conclusion
Bibliography
CHAPTER ONE
1.0 GENERAL INTRODUCTION OR BACKGROUND OF
THE STUDY
The advert of the European
Colonial master brought a myriad of changes to the formerly largely
traditionally African Society for Instance, in contrast to the idea of communalism
which had been a hallmark of the Africans; the European introduced a
conventional medium exchange money. Thus, either by accident to suitable
design, the economics system known as capitalism was introduced. The industrial
to feed the home industries, and the corresponding desire to plough back the
seemingly congested capital in Europe, in no small measure, provided the
enabling environment for the industrialization of Africa.
The termination of slave
trade in the early of the 19th century, coupled with the growing
need for European entrepreneurs to shift emphasis to legitimate trade, provided
the onus for their sitting of industries in African with these, they intended
to churn out finished or semi-product to their sell or feed their home industries
in Europe. This naturally explains the sitting of industries in Africa by
multi-national corporations such as the royal Niger company Union minere
sienrensi just to mention but a few.
The proliferation of
industries in Africa helped to introduce a new
status quo. The formerly into that of class at the owners of the mean of
production and that of owners of labour known as the bourgesive and the
proletariat respectively.
The companies for
political independence forced labour and the exploitation peasants land by the
colonial industrialist prompt than the peasant to galvanize forces to demand
for the land and political independence. These were achieve by farming trade
union, these union demand paid of when the first strike was recorded in sierra-Leone,
in 1947. Like wild fire, it culminating in series of lives of conflicts and
strikes, which led to the loss of a lot of lives and property. At about 1940. These
were responsive for the low operation of firms (Jean Davies 1966)
1.1
INTRODUCTION
The United Bank for
Africa Plc, was incorporated in Nigeria as a limited liability company on
February 23, 1961, by a consortium of five mayor international financial
institution to take over the banking concern of the British and French bank
limited (a subsidiary national de paris). The bank was granted license on May
17, 1961, and commenced operation on October 10 of the same year consequent upon
the public’s acquisition of share in mayor banks in the country in 1973 and
1976, the Nigerian interest rose to 60percent of the total shareholding.
This was a response to
the need to expand is financial base in order to meet the remodified bank is
schedules and operational modalities and requirements, especially her financial
obligations.
Presently, the bank has
well over, branches spread was open in May, 1979, with staff strength of
eleven. The bank has now moved to its permanent branch office along Muritala Mohammed Way, Ilorin. Among other benefits, the bank
facilitates training programmes, special schemes alone to her workers.
1.2
STATEMENT OF THE PROBLEM
The ubiquity of
employer-employee conflict in all parts of the world and in Nigeria in particular cannot be
impeached while many governments re-examine re-thinks and attempts to re-shape
their industrial relation system with a view of streaming them with the
national needs, the task yet remains daunting. An obvious factor, which gas
continued to throw a spanner in works of these attempts, is the inherent
conflicts between the employers of labour and upon the failure of most
employers to accommodate the needs and aspirations of their works. Beyond this,
while if cannot be said that self-denial and sacrifice on the part of the overall
survival of their respective organizations, the question on our lips is ‘how
far and how long must or should these denials self-sacrifice prevail’.
1.3
PURPOSE/OBJECTIVE OF THE STUDY
The aims of this study is
to examine how a good industrial relations can reduce industrial conflicts to
its minimum and find a suitable mechanism of conflict resolution i.e.
collective bargaining in a private or public organization or Nigeria.
The objective of this study therefore
is;
i.
To
describe the process of collective bargaining UBA plc, Ilorin
branch Nigeria.
ii.
To
examine the practice of collective bargaining in United Bank for Africa (UBA
plc) Ilorin.
iii.
To
evaluate the effects of collective bargaining of industrial relation
iv.
To
highlight the problem confronting collective bargaining in United Bank for
Africa (UBA plc) Ilorin.
v.
To
examine and make recommendation on how collective bargaining will be effective
in the United Bank for Africa [UBA plc] Ilorin.
vi.
To
examine the constraint inadequacies and discrepancies of industrial relations
in the bank.
1.4
SIGNIFICANCE OF THE STUDY
In any country, the role
of collective bargaining or labour relations in improving production/output and
ages leading to an overall distribution or re-distribution of income cannot be
over emphasized. However, the relation death of information concerning labour relation
is further exacerbated by the impedence of this process by what could be
describe as an overriding unilaterally adopted guidelines and policies by such
employer of labour.
Ironice as it many seem,
the labour force have seemingly risen to these challenges via the mean of
protests, strikes, and other actions which are considered disruptive to
economic and development.
However, this has provided
a catalyst for the promotion of a good and harmonious relation in organizations
trade union could employer.
While the trade union
[collective bargaining] protests the interest of the wage earner on the hands
on the other hand the employers and chief concern with profit maximization.
Some argue that the crisis the workers, no doubt experience and seemingly obvious
of these, only demand that the worker increase productivity. This situation has
kind of estrange the from decision making, thus creating a ‘no love lost’
relationship between the employers and the employee.
This development appears
more disturbing in the light of the fact that the government of any country is
usually the largest employers of labour according for over 6 percent gross wage
earning labour force. Thus, a situation where in the worker possess hinge
little confidence in democracy and where such workers participation in the
decision making process is at lowest ebb and where the government guiding
principle is profit maximization have all got dire consequences (Moniter, 1988)
1.5
RESEARCH HYPOTHESIS
This study is limited by
financial and time constraints to the Unite Bank for Africa plc, Ilorin. Despite these
limitations, the findings of this study can be applied to other organizations.
1.6
SCOPE AND LIMITATIONS OF THE STUDY
This study is limited by
financial and time constraints to the United Bank for Africa plc, despite these
limitations the findings of this study can be applied to other organization.
1.7
ORGANIZATION OF THE STUDY
The role of collective
bargaining (trade unionism) in industrial relations cannot be over-emphasized,
this is teractory process has yet to take a firm root, consequent be said to
have achieved this seat by embarking or threatening to embark on actions that
are geared toward achieving increase in wages and social working conditions for their members. Beyond
this, the labour force employs the labour unions as form for pressing home some
demands for major social development objectives, such as freedom of association,
entailing the rights of the workers to participate in collective bargaining
management, and other matters that concerns the survival of such organization.
1.8
DEFINITIONS OF TERMS
COLLECTIVE BARGAINING: This could be defined as negotiations concerning working
conditions and terms of employment between and employer, pre-group of
employers, on the one hand, and on the other hand, one or more representative
of the workers with a view of reaching an agreement.
INDUSTRIAL RELATION: This could be defined as the study of all aspect of job regulatory. This
includes the making and administering of the rule, which regulates employment
relation, regardless of whether there are seen as being formed structural, or
otherwise.
Trade Union: This could be defined as
any combination of workers or employers, whether permanent or otherwise, with
the aim of regulatory the terms conditions actively participate determining
conditions of services.
Labour Relation: A continuous
relationship between a define group of employers (represent by union or
association) and an employer. The relationship includes the negotiation of a
written contact concerning pay, the interpretation of this contract over its
period of courage.
Worker; A person that offers his
skills and intellect for hire in return for financial reward.
Employer: A person that engages the physical and mental activities of other
in exchange for financial rewards such as some time referred as entrepreneur.
Organizational Conflict: Disagreement
between two or more organization members or groups, arising from the fact that
they have different status, goals values of perception.
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