ABSTRACT
The study focuses
on the impact of collective bargaining process on the remuneration of workers
in Intercontinental Distillers Limited. In other to establish this fact
remuneration indicator (wages) and the collective bargaining indicators
(bargaining power and length of union membership) were identified. Other
collective bargaining indicators like workers motivation and productivity were
also identified. Frequency distribution Tables, Spearman Rank order correlation
was used to analyze the data so
obtained from the administered questionnaires while the t-score statistical
method was used to test the relevant hypotheses. Collective bargaining process
tend to form the basis for wage determination in IDL (intercontinental
Distillers Limited) workers unions and based on this it is recommended that
good negotiation skills influenced by a well-informed trade union would go a
long way to further enhance wage increases.
TABLE OF CONTENTS
CONTENTS PAGE
Title i
Certification iii
Dedication iv
Acknowledgement v
Table of contents vii
Abstract x
CHAPTER ONE
1.0 Introduction 1
1.1 Background to the Study 1
1.2 Problem Analysis 3
1.3 Research Objectives 4
1.4 Research Question 4
1.5 Statement of Hypothesis 5
1.6 Scope of the Study 5
1.7 Significance of the Study 6
CHAPTER TWO
2.0 Review of Literature 7
2.1 Historical Background 7
2.2 Nature of Collective Bargaining
9
2.3 Types of Collective Bargaining 12
2.4 Product of Collective Bargaining 12
2.4.1 Procedural Agreement 13
2.4.2 Significance of Procedural Agreement 13
2.4.3. Issues for Discussion in Procedural Agreement 15
2.4.4 Substantive (Collective) Agreement 18
2.4.5 Legal Enforcement of Collective Agreement 18
2.5. Collective Bargaining Process 21
2.6 Parties Involved In Collective Bargaining 23
2.7 The Functions and Objectives of Collective
Bargaining 26
2.8 Benefits of Collective Bargaining 27
2.9 Conditions for Successful Collective
Bargaining 29
2.9.1 Pluralism and Freedom of Association 30
2.9.2 Trade Union Recognition 30
2.9.3 Observance of Agreement 31
2.9.4 Support by Labor Administration Authorities 32
2.9.5 Good Faith 32
2.9.6 Proper Internal Communication 33
2.10 Developing Negotiations Skills in
Collective Bargaining 34
2.11 Current Trend in Collective 42
2.12 Current Trend in Collective Bargaining
In Nigeria 44
2.13 The Food, Beverage and Tobacco Unions in
Nigeria 45
2.13.1 Food
Beverage and Tobacco Senior Staff Association (FOBTOB) 46
2.13.2 Association
of Food Beverage and Tobacco Employers (AFBTE) 48
2.13.3 National
Union of Food Beverage and Tobacco Employees
(NUFBTE) 49
CHAPTER THREE
3.0 Research Methodology 50
3.1 Restatements of Research Questions
and Hypothesis 52
3.1.0 Research Question 52
3.1.1 Hypothesis: 52
3.2 Research Design 53
3.3 Characteristics of the Study Population 53
3.4 Data Collection
Instrument 54
3.5 Analytical
Techniques/Statistical Treatment of Data 54
CHAPTER FOUR
4.0 Presentation and
Analysis of Data 57
4.1 Respondents'
Characteristics and Classifications 57
4.2 Presentation and Analysis of
Data According
To the Research
Questions 63
4.3 Hypotheses Testing 72
4.4 Discussion 76
CHAPTER FIVE
5.0 Summary, Conclusion and Recommendation 80
5.1 Summary 80
5.2 Conclusion 82
5.3 Recommendation 83
BIBLIOGRAPHY 85
CHAPTER ONE
1.0 INTRODUCTION
1.1 BACKGROUND TO THE STUDY
From the
primordial era, the association of people or the coming together of people in
order to cam a living has been the major elements of human existence. This
association which to a large extent is voluntary is however constraints by the
fact that the parties involved are not able to choose their own workmates.
Therefore, the relationship existing between these workmates has been otherwise
referred to as industrial relations (FOBTOB Lecture September, 2007).
But the most
important obligation owned by an employer to an employee is to pay his or her
wages/salaries. Consequently, the fulfillment of this obligation tends to make
up about sixty percent of the total cost of running the business (Cole, 2002).
However, one of
the most important influences in the fulfillment of this obligation by a
certain organization encompasses the presence of trade union and the subsequent
bargaining strength of such a trade union.
More importantly,
for the fact that fulfilling this wage obligation instigates a relationship between
the employees and the employer, it therefore means that the concept termed
"employee relation is one very paramount issue of discourse- it involves
the interrelationship both formal and informal between the employer and the
employee. But in a more specific term, industrial relation which is an aspect
or employee relation is more concerned about how these relationships among
others including wages and general work conditions or employee's remunerations
are regulated.
Principally, the
regulation of this relationship between employer and employee is usually through
a process of collective bargaining (Fashoyin, 1992). However, the employer must
fulfill its obligation for the business entity to continue. Though, conflict of
interest or opinions might arise in the course of this relationship. In order
for the management and employee to
operate harmoniously, there must be in place machinery through which these
differences of opinions could be resolved so that production will not be
disrupted or the continuous existence of the system might not be threatened.
This machinery, thus providing an opportunity for a harmonious relationship
between both parties is what collective bargaining is all about- it is a
practice by which employees and employers meet from time to time to settle the
terms and conditions of employment (FOBTOB lecture, Sept.200?).
Collective
bargaining has become a vital process in management-employee relations. It
allows agreed rules of conduct to be arrived at between the parties involved
(FOBTOB lecture, Sept.2007).Within these rules, terms and conditions of
employment or the modalities for the remuneration of workers agreed upon are
implemented. But the underlying factor of collective bargaining process is to
reach agreement on terms that are mutually beneficial to both parties
irrespective of divergence of interest and opinions (Fashoyin, 1992).
1.2 PROBLEM ANALYSIS
In the food,
Beverage and Tobacco Industry and other industrial sector where Collective Bargaining
process which is believed to be very effective and widely accepted mechanism in
the determination of employment terms and condition the challenges associated
with the process cannot be underestimated.
Some of the
associated problems identified with this process might include the following;
·
Paternalistic role of management; always wanting to
solely determine the terms and conditions of employment and not wanting to give
room for joint consultations or joint-decision making.
·
Spurious request by the trade unions; not basing their
demands on current economic realities.
·
Delay tactics in a bid to avoid negotiations by the
management.
·
Management hiding under the guise of national agreement
to shy away from enterprise level bargaining or vice visa as the case may be.
·
Improper representation by the union representatives;
they lack negotiation skills or they are either not well educated or are
uninformed to engage in constructive and logical negotiations.
·
Instrument of manipulation in the hands of management
against their members or seeking personal interest.
The stated
problems bring to fore the inherent imperfections associated with the
collective bargaining process even if it had
been adjudged one of the best mechanisms for setting terms and conditions of
employment or in the settlement of disputes.
1.3 RESEARCH OBJECTIVES
The purpose of
this research is to specifically discuss and evaluate collective bargaining
process and it impacts on workers remuneration in Intercontinental Distillers
Limited. In order to effectively achieve the purpose of the study and to
further address the research questions an attempt is made to realize the
following objectives;
I.
To carry out a review of the practices of collective
bargaining in the food, Beverage and Tobacco industry in general and in
Intercontinental distillers in particular.
II.
To determine the extent to which collective bargaining
(bargaining power/length of union membership) over time has influenced wages of
each category of workers in Intercontinental distillers limited.
III.
To establish if there exists any significant percentage
change in wages overtime between, the junior and senior staff over time as
result of collective bargaining.
IV.
To make policy recommendation in line with our findings.
1.4 RESEARCH QUESTION
In order to
support the aforementioned objectives, this research attempt to answer the
following questions;
1.
What significant impacts do approaches to collective
bargaining process has 'on remuneration of workers in Intercontinental
Distillers Limited?
2.
What percentage change exists over time between the
junior and senior staff unions due to different approaches to collective
bargaining?
3.
What are the perceptions of IDL workers on the impact of
collective bargaining process on motivation and productivity (bottom line)?
1.5.i
STATEMENT OF
HYPOTHESIS
1. Ho: Wages will not be influenced by the bargaining power of the union
and the length of union membership.
H1: Wages will be
influence by the bargaining power of union and length of union membership.
2. Ho: Collective agreement or
bargaining power will not lead to motivation and productivity of union members.
H2: Collective
agreement or bargaining will lead to motivation and productivity of union
members.
1.6 SCOPE OF THE STUDY
In an attempt to
review and evaluate the impact of collective bargaining on workers
remuneration, two in-house unions (the Junior and Senior Staff Unions) in
Intercontinental Distiller Limited under the Food Beverage and Tobacco
Industry; makers of wide range of alcoholic and non-alcoholic fruit drinks was
investigated:
The research,
principally evaluated the effect of collective bargaining indicators
(bargaining power, length of union membership) on wages, motivation and
productivity).
The various
reviews were obtained from data collected from texts, journals, and other means
like the internet or related research work. Primary data was also gathered from
the result of the questionnaire survey. This research is however not politically
motivated neither will it tend to instigate certain group against the union or
management in the organization but it is an avenue to substantively add to
existing knowledge in this chosen area of study.
1.7 SIGNIFICANCE OF THE STUDY
Collective
bargaining otherwise regarded on a general term to mean industrial democracy is
one mechanism for wage determination; be it at the industrial-wide level or at
the enterprise level.
This study has
become very necessary in other to further create awareness on the impact of
collective bargaining process on wage determination and the inherent bargaining
power needed as it relates to skills/educational background to reach collective
agreement.
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