The relationship or the contract between employers and
employees ought to be based on the principles of humanism and the respect for
the sanctity of human integrity and aspirations. This is because, the employer
aims at making sure that the corporate objectives of his firm or organization
is realized through the activities and contribution of skills, ideas and
expertise by the employees. Thus, Odimegwu .I. (2008:51) stated that, firms and
business organization realize their corporate objectives and break even through
the professional actions, employees. Employers achieve this thought strict
processes of performance appraisal, staff disciplinary measures and effective
monitoring.
On the part of the employee, he seek to achieve job satisfaction
and high career growth in the employer and employee contract. Job satisfaction
is a situation whereby the employee enjoys good condition of service and other
benefits due to him by virtue of his performance and commitment towards the
realization of the corporate objectives of the firm or organization where he
works and also have the prospects of growing higher in his works and also have
the prospects of growing higher in his career. According to Umeogu (2000:92),
job satisfaction is the level of self-fulfillment and self-actualizing benefits
satisfaction and prospects of career growth on employee enjoys in an
organization or firm. In any organization where employees are not given the
opportunity for job satisfaction, they often resort to collective bargaining
and negotiation in order to achieve their goals. Realizing that employees can
not achieve the goal of job satisfaction alone, they formed unions and groups
or what is called labour unions in order to negotiate and bargain with
employers and government agencies to improve the condition of service of
employees. This is the beginning of trade unionism in employer and employee
relationship.
Trade Union is an organization of workers who have united
together to achieve common goals such as protecting the integrity of its trade,
achieving higher pay, increasing the number of employees an employer hires, and
better working conditions. According to Okoro (2005:61) trade union is an
organization whose membership consist of workers and union leaders, united to
protect and promote their common interests. Trade unions use such measures as
collective bargaining, negotiation, strike actions, demonstration and
industrial actions to achieve their goals. The aim of all trade union
activities is to improve the condition of service of their members. Notable
trade unions in Nigeria
include, National Union of Local Government Employees, Nigerian Medical
Association, Nigerian Labour Congress, Nigeria Union of Journalists etc. The
National Union of Local government Employees is a union that is made up of all
the civil servants working at the local government level. The major objective
of the union is to engage the government in collective bargaining when the need
arises in order to improve the condition of service of their members so as to
promote job satisfaction in the service of all.
The activities, programmes, pursuance and the realization
of the objectives of most trade unions or labour unions have been affected by
lots of factors which pose challenges to their polices and programmes. In most
cases, members of some trade union through their actions tend to frustrate the
collective goals and objectives of the union. Atimes, leaders of some trade
unions sabotage their members by accepting bribe from the government. When this
happens most objectives of trade unions will not be realized. For instance, the
minimum wage issue failed in most state in Nigeria because of the actions of
most leaders of trade unions and labour groups. Secondly, there is the problem
of internal crisis and disharmony among members of the same trade union. When
selfish interest of members begin to override the common good of the members of
the union, there will be crisis, disharmony and coercion and when this happens,
the union will lack the unity of strength and solidarity required to fight for
their rights. Most of them forget the slagan “united we stand, divided we
fall”.
Another problem is that most government have been so
strict and high handed that, they frustrate every effort made by trade unions
and labour groups to resolve disagreements and conflicts and when this happens
most labour groups will resort to the use of violent actions like demonstration
and not. In situation like this, the government will begin to brand trade
unions as rebellious groups. Because of the corrupt nature of most
administrations, most government prefer to bribe leaders of trade unions than
proffer solution to the problems of the member. This in most case make one to
begin to question the ability of trade unions to help their members enjoy good
condition of service and also job satisfaction. Being that, National union of
local government employees is a trade union, this research will make attempt to
find out whether the union has been able to engage the government in collective
bargaining in order to promote job satisfaction for the members, given the many
instances of bribery and corruption and other factors that affect employers,
employees relationship in the local government system.
The general objective of this study is to determine the
extent to which National Union of Local Government Employees (NULGE) Abakaliki
Local Government Area. as a trade union has effectively engaged the government
in collective bargaining in order to promote job satisfaction for the members.
Other specific objectives includes
i.
To find out the extent to
which the leadership of National Union of Local Government Employee in (NULGE)
Abakaliki Local Government Area has contributed in promoting job satisfaction
for the members.
ii.
To determine the extent to
which government interference has affected the realization of the goals of
National Union of Local Government Employee (NUlGe) in Abakaliki Local
Government Area.
iii. To investigate the extent to which National Union of Local Government Employees (NULGE) has helped
the members to enjoy good condition of service in Abakaliki Local
Government Area.
This research will be significant or beneficial in the
following ways:
The research will help the National Union of Local
Government Employees (NULGE) Abakaliki Local Government Area to adopt the best
strategies in relating with the government and also achieving its goals. The
research will also make recommendations that will help to improve the
activities of other trade unions.
The research will serve as a source of reference for
further studies, especially for undergraduate students in public administration
and other related disciplines the research will x-ray what scholars have
written on trade unionism, collective bargaining and employer and employee
relationship. The work will also serve as educating and entertaining material
to members of the general public and those in the academic world.
The research
employs the human relations theory of management. The human relations theory is
a school of management theory stressing the importance of understanding human
motivation in the work place. According
to Thompson (2004), the human relations school believes that employee
motivation is a result of recognition, encouragement and rewarding of
individual contributions. Its advocates were F.J. Roethlisberge, W.E. Moore and E. Mayo in the USA and G.
Friedmann in France.
Human relations theory developed as a response to Taylorism. Rejecting the
biological and mechanistic approaches to F.W. Taylor’s “scientific management”.
The Human relations theory prosed the implementation of methods of dealing with
workers as socio-psychological beings. Robbins (2005) succinctly explain the
human relations theory in his following words.
The
theory believes in the human aspect of a business and how to utilize humans as
a valuable resource. Without people, your business would not exist, so consider
restructuring your organization with a focus on employee relations. Spend time
and money to invest in developing employees and see higher productivity and
more success within your organization.
Also, Zhao
(1997) identified the believes of the human relations theorists to include:
i.
Workers are human beings,
so they must be treated like human beings and not like machines. Managers
should try to understand the feelings and emotions of the workers.
ii.
An organization works not
only through formal relations but also through informal relations. Therefore,
managers should encourage informal relations in the organization along with
formal relations.
iii.
Workers want good
communication from managers. Therefore, managers should communicate effectively
with employees without feeling of ego and superiority complex.
This theory is
most suitable to the topic of this research because, a stringent application
and practice of bureaucratic principles in an organization might be scaring for
employees. It might prevent them from bringing out their hidden talents,
potentials and expertise which will improve their productivity. Hence, if the
management and Director of Enugu State Water Cooperation will adopt the human
relations theory of management, employees of the corporation will be motivated
to work thereby increasing their productivity and organizational growth.
The following are the research questions of this study:
i.
To what extent has
National Union of Local Government Employees (NULGE) Abakaliki Local Government
Area effectively engaged the government in collective bargaining in order to
promote job satisfaction for the members?
ii.
To what extent has
government interference affected the realization of the goals of National Union
of Local Government Employees (NULGE) Abakaliki Local Government Area?
iii. How has the leadership of National Union of Local
Government Employee (NULGE) Abakaliki Local Government Area contributed in
promoting job satisfaction for the members?
The following form the research hypothesis of this study:
Ho1:
National Union of Local Government in collective bargaining in order to promote
job satisfaction for the members.
HA1: National
Union of Local Government Employees (NULGE) Abakaliki Local Government Area has
effectively engaged the government in collective bargaining in order to promote
job satisfaction for the members.
Ho2: Government
interference has not affected the realization of the goals of National Union of
Local Government Employees (NULGE) Abakaliki Local Government Area.
HA2: Government
Interference has affected the realization of the goals of National Union of
Local Government Employees (NULGE) Abakaliki Local Government Area.
Ho5: The
leadership of National Union of Local Government Employees (NULGE) Abakaliki
Local Government Area has not contributed in promoting job satisfaction for the
member.
HA5: The
leadership of National Union of Local Government Employees (NULGE) Abakaliki
Local Government Area has contributed in promoting job satisfaction for the
member.
The research will deal with the analysis of the concept of
trade unionism, collective bargaining as a strategy for achieving goals by
trade unions, the concept of job satisfaction and the relationship between the
government and their employees with specific reference to the activities of
National Union of Local Government Employees (NULGE) Abakaliki Local Government
Area. The work will also examine the extent to which the National Union of
Local Government Employees (NULGE) Abakaliki Local Government Area has
effectively engaged the government in collective bargaining in order to promote
job satisfaction for their members.
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