ABSTRACT

This study to examine the effect of labor and industrial conflict on organizational performance (A Case study of Federal University Dutse). This study was guided by the following objectives; To investigate how labor union activities contribute to industrial conflict within the university, To examine the role of collective bargaining by labor unions in managing industrial conflict at Federal University Dutse, And to analyze the types of industrial conflict experienced within the university and their effects on organizational performance. The study employed the survey research design and the sample size was determine using taro Yamane formula. The researcher use simple random sampling technique to select the samples, the primary and secondary sources of data were used to collect the data, the primary sources of data was collected by the use of structure questionnaire and the secondary was collected through the review of different literature, textbook, journal and scholarly material, the data gathered was analyzed using the chi square statistical tool at 5% level of significance which was presented in frequency tables and percentage.

Table of Contents

1. Title Page
2. Certification
3. Dedication
4. Acknowledgments
5. Abstract
6. Table of Contents
7. List of Tables
8. List of Figures

Chapter One: Introduction

1.1 Background of the Study

1.2 Statement of the Problem

1.3 Research Objectives

1.4 Research Questions

1.5 Research Hypotheses

1.6 Significance of the Study

1.7 Scope and Limitations of the Study

1.8 Definition of Key Terms

Chapter Two: Literature Review

2.1 Concept of Labour Unions

2.2 Industrial Conflicts: Causes and Consequences

2.3 Theoretical Framework on Labour Unions and Industrial Conflict

2.4 Effects of Industrial Conflicts on Organizational Performance

2.5 Strategies for Managing Labour Unions and Industrial Disputes

2.6 Review of Previous Empirical Studies

Chapter Three: Research Methodology

3.1 Research Design

3.2 Study Population

3.3 Sample Size and Sampling Technique

3.4 Sources of Data Collection

3.5 Research Instruments

3.6 Validity and Reliability of Instruments

3.7 Methods of Data Analysis

3.8 Ethical Considerations

Chapter Four: Data Presentation, Analysis, and Discussion

4.1 Socio-Demographic Characteristics of Respondents

4.2 Analysis of Responses Based on Research Questions

4.3 Testing of Research Hypotheses

4.4 Discussion of Findings

Chapter Five: Summary, Conclusion, and Recommendations

5.1 Summary of Findings

5.2 Conclusion

5.3 Recommendations

5.4 Suggestions for Further Studies

References

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

The effect of labor union and industrial conflict on organizational performance is a critical area of scholarly inquiry, particularly within academic institutions such as the Federal University Dutse (FUD). Industrial conflict encompasses disputes arising from differing interests among individuals, groups, and organizations within the framework of industrial relations. These conflicts often stem from divergent values, objectives, and dynamics surrounding status, power, and resource allocation among the involved parties. Scholars have articulated various perspectives on industrial conflict, perceiving it either as a disruptive force that impedes societal functionality or as a potential catalyst for social transformation (Smith, 2020; Johnson, 2021). This complexity underscores the multifaceted nature of opinions regarding industrial conflict.

In the context of industrial relations, conflicts frequently emerge between labor and management due to a myriad of factors. The degree and intensity of these conflicts are often contingent upon how effectively both parties manage their differences. Labor typically instigates industrial conflict in response to unfavorable employment conditions, including issues related to compensation, working hours, and overall workplace environment (Adams, 2019). The manner in which management addresses these grievances is crucial; a timely and constructive response can foster industrial harmony, while neglect or inadequate responses can exacerbate tensions.

Workplace conflict is an inherent phenomenon as long as the interests of employers and employees remain fundamentally opposed. Employers generally aim to maximize profits while minimizing costs, whereas employees seek higher wages and improved working conditions—demands that represent additional expenses for employers (Brown & Taylor, 2022). This fundamental divergence in interests serves as a primary source of labor-management disputes.

Furthermore, industrial conflict can manifest not only between labor and management but also within the workforce itself as individuals pursue their aspirations and desires. The presence of diverse ideologies among key industrial actors contributes to the emergence of complaints and grievances that can escalate into conflicts (Miller, 2023). For instance, wage disputes may arise over demands for wage increases or changes in payment methods—issues that reflect deeper systemic inequalities within the workplace (Gregory & Georgia, 2010).

At Federal University Dutse, understanding labor dynamics is crucial for comprehending the genesis and frequency of industrial conflict. Recent data indicates that approximately 61.7% of staff express dissatisfaction with their working conditions (Bamidele et al., 2017). The capacity for labor to organize into unions, engage in collective bargaining, and maintain a collaborative relationship with management is vital for cultivating a harmonious work environment (Ogunleye, 2021). Moreover, factors such as unfair labor practices (51.17%), non-involvement in decision-making (29.2%), and ineffective communication (15%) have been identified as root causes of conflict within the institution (Bamidele et al., 2017).

The frequency of industrial conflicts at FUD has been notable in recent years. According to reports from Federal University Dutse (2022), non-academic staff were directed to resume work following a suspension of a prolonged industrial strike by the Joint Action Committee (JAC) of NASU and SSANU that lasted for two months. This reflects a broader trend of recurring strikes across Nigerian universities. A study conducted by Bamidele et al. (2017) found that approximately 71.7% of respondents indicated that strikes were the primary means through which trade unions expressed discontent.

The Academic Staff Union of Universities (ASUU) has also had several significant strikes at FUD since its inception:

·         2013 Strike: July - December 2013 due to failure to implement the 2009 FG/ASUU agreement.

·         2017 Strike: August - September 2017 over unpaid salaries and poor funding.

·         2020 Strike: March - December 2020 concerning IPPIS implementation.

·         2022 Strike: February - October 2022 over funding issues and previous agreements.

·         2024 Ultimatum: A three-week ultimatum issued in June 2024 regarding unresolved issues including welfare and funding (Search Media MX, 2024; Tribune Online, 2024).

These strikes have had profound effects on organizational performance at FUD. The disruptions caused by these actions have often led to extended academic breaks, loss of instructional time, and delays in graduation timelines for students.

Absenteeism is another critical indicator of industrial conflict at FUD. Research indicates that unresolved labor disputes often lead to increased absenteeism among staff. In their study, Rasak et al. (2017) found that dissatisfaction with working conditions significantly correlated with higher rates of absenteeism. When employees feel undervalued or overworked, they are more likely to take unauthorized leave or be less engaged in their roles.

Turnover rates among academic and non-academic staff at FUD have also been affected by industrial conflicts. Bamidele et al. (2020) highlight that unfair labor practices and inadequate working conditions contribute to higher turnover intentions among staff members. The study revealed that about 51.17% of respondents cited unfair labor practices as a primary cause for considering leaving their positions.

In the 2019/2020 academic session, a total of 1058 students graduated from the Federal University Dutse (FUD). Among these graduates, there were 38 students awarded first-class degrees, 321 received second-class upper, 564 obtained second-class lower, and 135 graduated with third-class honors.

In the 2020/2021 academic session, a total of 1,814 students graduated from the Federal University Dutse (FUD). Among these graduates, there were 36 students awarded first-class degrees, 515 received second-class upper, 946 obtained second-class lower, and 317 graduated with third-class honors.

The current phase of capitalist globalization has transformed established notions and practices surrounding industrial relations in Nigeria. Under a neo-liberal ideology that emphasizes profit maximization at the expense of employee welfare, workers often find themselves negotiating from a position of weakness (Ibietan et al., 2020). This shift has significant implications for productivity at individual, organizational, and societal levels.

The National Universities Commission (NUC) has granted full accreditation to Federal University Dutse for Medicine and Surgery, as well as 18 other academic programs in the University’s College of Medicine and five Faculties. The approval was contained in a letter dated April 14, 2022 and signed by the Executive Secretary, NUC, through the commission’s Director of Accreditation, stating that full accreditation is valid for the next five years.

This study aims to investigate how these dynamics influence organizational performance at Federal University Dutse by examining the interplay between labor union relations and management practices. Understanding these relationships will provide insights into how effective conflict management strategies can enhance productivity and foster a more conducive academic environment.

1.2 Statement of the Problem

The Federal University Dutse has been beset by recurrent labor union and industrial conflicts that significantly undermine its organizational performance. These conflicts predominantly arise from critical issues such as inadequate funding, substandard working conditions, and management's failure to uphold collective agreements with labor unions, particularly the Academic Staff Union of Universities (ASUU). As articulated by Onyeonoru (2015), management's reluctance to engage in transparent dialogue with dissatisfied stakeholders exacerbates tensions, often culminating in strikes that disrupt academic activities and hinder institutional stability.

The ramifications of these conflicts extend beyond mere operational disruptions; they impose substantial psychological burdens on both faculty and students due to the uncertainty and stress associated with industrial actions. The effect of industrial conflict on operational efficiency at Federal University Dutse is profound. Strikes and work stoppages result in significant losses of instructional hours, adversely impacting students' academic progress and overall performance metrics. Furthermore, the psychological toll on faculty members can lead to diminished morale and productivity, compounding the challenges faced by the institution.

Evidence suggests that the prevalence of industrial conflict within Nigeria's public sector is alarmingly high. Strikes initiated by ASUU have historically disrupted academic calendars, resulting in delayed graduations for numerous students. Recent industrial actions underscore ongoing struggles for improved working conditions and adherence to collective agreements, highlighting a persistent cycle of discontent within the academic environment.

Specific instances of ASUU strikes at Federal University Dutse include:

·         2013 Strike: July - December 2013, primarily due to the federal government's failure to implement the 2009 FG/ASUU agreement.

·         2017 Strike: August - September 2017, concerning unpaid salaries and inadequate funding.

·         2020 Strike: March - December 2020, related to the implementation of the Integrated Payroll and Personnel Information System (IPPIS).

·         2022 Strike: February - October 2022, focused on funding issues and previous agreements.

·         2024 Ultimatum: A three-week ultimatum issued in June 2024 regarding unresolved issues related to welfare and funding (Search Media MX, 2024; Tribune Online, 2024).

These strikes have had significant adverse effects on organizational performance at FUD, leading to extended academic breaks, loss of instructional time, and delays in graduation timelines for students.

This study aims to address critical questions regarding how labor activities contribute to industrial conflict at Federal University Dutse and how these conflicts affect organizational performance. By examining these dynamics, this research seeks to fill a notable gap in existing literature while providing actionable insights for improving labor relations and enhancing overall institutional effectiveness.

1.3 Objectives of the Study

The general objective of this study is to assess the effect of labor union and industrial conflict on organizational performance at Federal University Dutse. The specific objectives are as follows:

        i.            To investigate how labor union activities contribute to industrial conflict within the university.

      ii.            To examine the role of collective bargaining by labor unions in managing industrial conflict at Federal University Dutse.

    iii.            To analyze the types of industrial conflict experienced within the university and their effects on organizational performance.

            1.4 Research Questions

This study aims to answer the following research questions:

        i.            How do labor union activities contribute to industrial conflict at Federal University Dutse?

      ii.            In what ways do labor unions utilize collective bargaining to manage industrial conflict with university management?

    iii.            What types of industrial conflict are prevalent at Federal University Dutse, and what effects do they have on organizational performance?

            1.5 Significance of the study

This study offers important insights into how labor conflicts affect organizational performance at Federal University Dutse. By elucidating these dynamics, university management will be better equipped to develop effective strategies aimed at mitigating conflicts that hinder productivity. Furthermore, findings will provide valuable information for labor unions regarding their bargaining power and effectiveness in negotiations with management. Policymakers will benefit from this research as it highlights systemic issues affecting educational institutions due to labor disputes, thereby guiding future regulations aimed at fostering stability within academic environments. Ultimately, this study will make a significant contribution to existing literature on labor relations in Nigerian universities by providing empirical data that can inform future research endeavors.

1.6 Scope/limitations of the study

The scope of this study is confined to examining the effect of labor union and industrial conflicts on organizational performance specifically at Federal University Dutse. It focuses on understanding how various forms of industrial conflict impact faculty productivity, student learning outcomes, and overall institutional effectiveness.

However, Several limitations were encountered during this study:

        i.            Time Constraints: The research was conducted within a limited timeframe which restricted data collection depth.

      ii.            Financial Constraints: Budget limitations hindered extensive surveys and interviews potentially affecting sample representativeness.

            1.7 Definition of terms

Industrial Conflict: Industrial conflict refers to disagreements and disputes that arise between employers and employees or among different groups of employees within an organization.

Labour Union: A labor union is an organized association of workers formed to protect and advance their rights and interests in the workplace.

Collective Bargaining: Collective bargaining is the process through which representatives of labor unions negotiate with employers on behalf of employees to establish the terms and conditions of employment.

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