ABSTRACT
This research project tends to examine Collective Bargaining
as a Tool for Industrial Harmony in 7up Bottling Company Plc.
Survey
design was employed with the use of a well structured questionnaire.
Respondents were selected based on simple random sampling technique. Sample
size of One Hundred (100) respondents were selected from the staff of 7up Bottling Company Plc.
Three hypotheses
were formulated and tested with the use of Chi-Squre analysis. The analysis
resulted to rejecting all null hypotheses and hence accepting the three
alternate hypotheses.
Based on
decisions of the tested hypotheses conclusions were reached that Collective bargaining has effect on
industrial harmony in 7up Bottling Company; There no relationship between
collective bargaining and performance; Management of industrial conflict does
lead to performance. It was recommended that every organization must try to
hold strong collective bargaining to enhance organizational harmony.
TABLE OF CONTENT
Front Page i
Titled page ii
Certification iii
Dedication iv
Acknowledgement v
Abstract vi
Table of Content vii
CHAPTER
ONE: INTRODUCTION
1.1
Background
of Study
1.2
Statement
of the Problem
1.3
Objectives
of the Study
1.4
Research
Questions
1.5
Statement
of Research Hypothesis
1.6
Research
Methodology
1.7
Significance
of the Study
1.8
Scope
and Limitation of the Study
1.9
Organization
of the Study
1.10 Definitions Terms
CHAPTER TWO: LITERATURE REVIEW
2.1 Analysis
of Organization Harmony
2.2 Definition
of Organization
2.3 Types
of Organization
2.4 Features
of Organization
2.5 Principle
of Organization
2.6 Classification
of Organization
2.7 Organization
of Structure
2.8 The
Purpose of Structure
2.9 Organization
Theory
2.10 The
Bureaucratic Model
2.11 Theoretical
Framework of collective Bargaining
Nature and Scope
2.12 Role
of Professional Negotiation in collective bargaining
2.13 Functions
of Collective Bargaining
2.14 Types
of Collective Bargaining
2.15 Conditions
Necessary for Effective Collective Bargaining
2.16 Collective
Agreement and Contracts of Services
2.17 Historical
Background of the 7up Bottling Company
CHAPTER
THREE: RESEARCH METHODOLOGY
3.0 Introduction
3.1 Research
Design/Method
3.2 Population
of the Study
3.3 Sample
and Sampling Techniques
3.4 Instrument
for Data Collection
3.5 Procedure
for Analyzing Data
3.6 Method
of Analysis
CHAPTER
FOUR: PRESENTATION, ANALYSIS AND INTERPETATION OF DATA
4.1 Introduction
4.2 Presentation
and Discussion of Data
4.3 Section
B: General Questionnaires
4.4 Testing
of Hypotheses
CHAPTER
FIVE: SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1 Summary
5.2 Conclusion
5.3 Recommendations
Bibliography
Questionnaires
CHAPTER
ONE
INTRODUCTION
1.1 BACKGROUND
OF THE STUDY
Once an organization is set up, there
are bound to be conflict in term of (wages, rates, employment condition etc)
and when this arises, collective bargaining is the only method in resolving the
matter. Collective bargaining is generally recognized as a central feature of
organization productivity and normally means of regulating contract of
employment and settling grievances that are bound to occur from time to time.
Pertaining to the rate of employee
productivity, because of this symbol which has the integrative rule of
negotiation and agreement, all parties (employer and employee) ran towards it
for the safety and betterment description. Any organization without conflict
and collective bargaining is as good as dead. It is an area where the
displacement of individual workers, such as (weakness, lack of strength) are
effectively based upon. It also attempt in order to effect better changes in
conditions of employment and also replaces it with hardworking, dedicated and
experienced workers, when the non-dedicated workers are been thrashed out by
their union or employer
In essence, collective bargaining
covers all arrangements in which employee do not negotiate individually, but
negotiate collectively through representatives for instance Academic Staff
Union of the University (ASUU) because it is their representatives that will
carry out their function with a genuine manner.
Negotiation should not be left out and
taking an agreement as a room, while negotiation will stand for key to the
room. These two processing are perfectively recognized in order to make a
collective bargaining perfect. Any negotiation that does not result into
agreement is an incomplete argument.
This collective bargaining does not
stop at the stage of negotiation, it extend to the stage of agreement which
inevitable must be jointly signed by both parties i.e. workers and employers.
1.2 STATEMENT
OF THE PROBLEM
Collective bargaining is a negotiating
process between the employers and employees or their association on issues concerning
terms and conditions of employment.
Most of the conflicts that has been
occurred in organization has been adduced to ineffective or breakdown of
collective bargaining machineries. A lot of man working hours and revenue has
been lost due to crises in organization, it perceived the other parties
co-exists and collectively take' decisions that affect both the organization
and individual in the organization negatively for instance, (Nafdac new law on
pure water sachet).
1.3 OBJECTIVES
OF STUDY
The main objectives of this study are
to highlight the importance of collective bargaining as a tool for industrial
harmony in manufacturing companies generally. Specifically, the study is
designed to achieve the following objectives:
(i)
Examine
if collective bargaining will increase efficiency in an organization
(ii)
Evaluate
the effect of collective bargaining on workers
(iii) Examine the contribution of the NLC in
the settlement of industrial disputes/conflicts through collective bargaining
process.
(iv) Identify and proffer solutions to the
problem encountered by the Nigeria Labour Congress in the course of reaching
any bargaining agreement with employers
(v)
Provision
of strategic approach is the case study industrial union to the settlement of
strikes, disputes or grievances using collective bargaining as the cornerstone.
1.4 RESEARCH QUESTONS
The research study would provide
answers to the following questions:
1.
Can
collective bargaining improve the performances of employee in an organization?
2.
Can
collective bargaining split out the influences of employer and management
separately?
3.
Can
the industrial development history of work from the cradle till the present,
point significant features of collective bargaining?
4.
Can
the relationship of collective bargaining in terms of policy and strategy cover
the whole organization productivity without hesitation or doubting?
5.
Been a
mechanism for organizational productivity, can collective bargaining achieved
its targeting goal through the medium of productivity?
1.5 STATEMENT OF RESEARCH HYPOTHESES
To achieve the aforementioned objectives,
the following hypothesis will be postulated and tested for their validity.
1. Ho: Collective
bargaining has no effect on industrial harmony in
7up
Bottling Company.
H1: Collective bargaining has effect on
industrial harmony in 7up Bottling Company.
2. Ho: There
is no relationship between collective bargaining and
performance.
H1: There
no relationship between collective bargaining and
performance.
3. Ho: Management
of industrial conflict does not lead to
performance
H1: Management of industrial conflict does
lead to performance
1.6 RESEARCH METHODOLOGY
Research is of utmost important in
personnel management. It is necessary, if we are to go beyond mere speculation
to obtain concrete evidence, which allows us to describe and explain events.
Research efforts are designed with the goal of contributing to the existing
knowledge on a particular field. (Babalola, 1998).
Research methodology refers to the
various steps' to be adopted by a researcher, i.e. it deals with procedures to
be adopted for data collection and analysis. The research work used both primary
and secondary data. For the primary data the research instrument, that was used
for data collection is the questionnaire method. The secondary data includes
consultation of relevant text books, journal, newspaper as well as other
publications. The responses of the questionnaire will be analyzed using simple
percentage while the hypothesis was tested with chi-square table
The formula for the chi-square is
stated as follows
X2 = ∑(oi – ei)
ei
Where:
X2 = Chi-square
Oi = Observed
frequency
ei = Expected
frequency
∑ = Summation
1.7 SIGNIFICANCE
OF THE STUDY
(i) The study will match the employee
abilities with the job requirement and organizational need
(ii) The research work will enhance
organization to the standard of visibility and transformation processing.
(iii) It
will create the motion of awareness to the fundamental and also develop the
principle of an organization.
1.8 SCOPE
AND LIMITATION OF THE STUDY
This study was limited to manufacturing
companies operating in Lagos State particularly in Beverages production between
1990-2014. The scope of this research was restricted to 7up Bottling Company in
Lagos State due to financial constraint on the research. In carrying out the
research certain limitation were suggested. The major ones are the
un-corporative attitude of the company toward filling the questionnaire and
answering oral questions, so a lot of time was spent in making repeated calls
to a particular company.
1.9 ORGANIZATION
OF THE STUDY
The study will be organized into five
(5) chapters as follows:-
Chapter one focused on the introduction
including statement of the problems, significance of the study, statement of
research hypothesis, scope and limitation of the study.
Chapter two focused on literature
review, chapter three focused on structural composition and theoretical
framework of the study, chapter four also focused on data analysis and
discussion of result while chapter five focused on summary of findings,
recommendation and conclusion of the study.
1.10 DEFINITION
OF TERMS
Employer: Is a person or company that employs
people into an organization. It also has the right to carried out the
organizational function with rule and protocol.
Employee: Is a group of people working in an
organization for a return, basically on wages and salaries.
Job: This can simply be defined as a particular piece of work
assigned of by an employee in an organization
Organization: Is the act of planning and how it is
effectively innovated with purpose of functioning.
Negotiate: It is common in between the
representative of employee and employer in order to reach total conclusion.
Agreement: It is a device of both 'employee
representatives and employer in order to reach a motion of doubting and coming
to an agreement with having a total conclusion on their matter arising. If the
matter is not yet reaching an agreement, it is not a collective bargaining
while it is also known as incomplete bargaining.
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