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The study has been designed to generate and evaluate data which will help us to examine collective bargaining as an effective strategy for building industrial harmony in Abuja Municipal Area Council. The theoretical basis for the study was done through the review of related literature using journals, conference paper, textbook, internet and newspapers.
The research design used was a case study, the population of the study was 150 and 60 was used as sample size. The Likert scale of questionnaire was used in gathering data. Data was analysed using means score and distribution table.
The findings reveal that that conflict is inevitable in every organization thus should not be regarded as destructive or only capable of disallowing the realization of the aims and objectives rather it is what can bring positive changes for organization and collective bargaining is the major means of settling industrial dispute thereby creating industrial harmony in the organization under study.
The study recommends among others that Management of organizations on recognition of the existences of labour union should desist from and ensure that collective bargaining should be made and adhered to by both the management and labour union to allow industrial harmony. Also, management should try to make sure little misunderstand does not lead to industrial conflict as this may cause inconveniency for both labour union and management as a whole.
TITLE PAGE. i
DECLARATION.. ii
APPROVAL PAGE. iii
DEDICATION.. iv
ACKNOWLEDGEMENT. v
ABSTRACT. vi
TABLE OF CONTENTS. vii
CHAPTER ONE. 1
INTRODUCTION.. 1
1.1 Background of the Study. 1
1.2Â Statement of the Problem.. 4
1.3Â Objectives of the Study. 5
1.4 Research Hypotheses. 6
1.5Â Significance of the Study. 6
1.6Â Scope of the Study. 7
1.7Â Limitations of the Study. 7
1.8Â Historical Background of Abuja Municipal Area Council 8
1.9Â Definition of Terms. 9
CHAPTER TWO.. 12
LITERATURE REVIEW… 12
2.1Â Â Â Â Â Â Â Â Definition of Collective Bargain. 12
2.1.1Â Â Â Techniques of Collective Bargaining. 14
2.2Â Â Â Â Â Â Â Â Definition of Industrial Harmony. 18
2.3Â Â Â Â Â Â Â Â Definition of Industrial Dispute. 19
2.3.1Â Â Â Causes of Industrial Dispute. 21
2.3.2Â Â Â Procedure for Settling Trade Dispute. 22
2.4Â The Role of Collective Bargaining in Conflict Resolution. 26
2.5 Management use of Collective Bargaining in Industrial Relations. 27
2.6 The Efficiency and Effectiveness of Collective Bargaining in Industrial Harmony 29
CHAPTER THREE. 31
RESEARCH METHODOLOGY.. 31
3.0 Introduction. 31
3.1 Research Design. 31
3.2 Population of the Study. 31
3.3Â Sample Size and Sampling Techniques. 32
3.4Â Methods of Data Collection. 32
3.5Â Justification of the Methods Used. 33
3.6 Methods of Data Analysis. 33
3.7 Justification of the Instrument Used. 33
CHAPTER FOUR.. 34
DATA ANALYSIS AND INTERPRETATION.. 34
4.0Â Introduction. 34
4.1Â Data Presentation, Analysis and Interpretation. 34
4.2Â Test of Hypothesis. 42
CHAPTER FIVE. 45
SUMMARY, CONCLUSION AND RECOMMENDATIONS. 45
5.1Â Summary of Findings. 45
5.2Â Conclusion. 46
5.3Â Recommendations. 46
REFERENCES. 49
APPENDIX (A) 51
APPENDIX (B) 53
1.1Â Â Â Â Background of the Study
Unionization is one reaction of workers to employers’ actions. Workers of different interests and needs come together in a trade union to negotiate the price of labour (Owoseni, 2014). Individual workers lack power, and may not be able to seek improvement in wages and other working conditions. This is the logic of trade unions.
Trade unions are the main power resource of the workforce i.e. they serve as the platform for social interaction among workers.
Nigerian Labour Congress (NLC) is a labour union that serves as the main power resource of workers in Nigeria (Opara, Uruchi, &Igbaekemen, 2014). This power can promote the resolution of problems faced by the workers in an organization and in turn brings about industrial harmony in the country.
It is pertinent to say that conflict in the workplace cannot be ruled out, even with the existence of a trade union. Conflict between employers and employees is referred to as industrial conflict or disharmony (Adebisi, 2004). Industrial conflicts can be expressed in different ways and terms such as strike, industrial unrest, industrial disharmony, trade dispute etc.
Industrial conflict is the discord that occurs when the goals, interests or values of different individuals or groups are incompatible and those individuals or groups block or frustrate each other’s attempt to achieve their objectives.
Conflict is an inevitable part of organizational life since the goals of different stakeholders such as managers and staffs are often incompatible (Jones, George & Hill, 2000). This gives rise to ways by which industrial harmony can be achieved in which collective bargaining serves as one of this ways.
Collective bargain is the term applied to those arrangements under which wages and condition of employment are settled by bargaining in the form of an agreement between employers or association of employers and workers in an organization, usually labour or trade union (Bello and Kinge, 2014).
It is relevant to note that production is the ultimate goal of any organization. An organization is normally established to accomplish certain objectives which both individual employees and management must strive to achieve.
To achieve these objective efficiently and effectively,there has to exist good relationship between the management and employees of course, good relationship at work which always foster organization growth and stability, which are basic resources for effective performance of any organization.
More often, strike actions have taken place in the public organization as a means of expressing action and thus has great impact on the level of the organization performance and productivity.
This fact accounts for the reason why organizations management and employees have tried to look for ways of preventing disruptions which come inform of industrial dispute.
One of the most effective strategies that have been developed to take care of this situation is the use of collective bargaining.The term collective bargaining implies the conditions and those negotiations about working conditions and terms of employment between an employee, and employer (Nigeria Labour Congress, 2008).
Collective bargaining is also one or more of the arrangements in which employees is not negotiated individually but do so collectively through their representatives (Opara, Uruchi, &Igbaekemen, 2014 ). Inspiteof the constant negotiation between management and union over terms and conditions of services, there are still disagreement, dead locks and walk-out.
This necessitates this study on collective bargaining as aeffective strategy for building industrial harmony in Nigeria using Abuja Municipal Area Council as a study.
1.2 Statement of the Problem
In Nigeria today, strike has become a household name.Industrial conflicts that can be resolved via collective bargaining often degenerate to industrial action leading to loss of working hours which if quantified could amount to billions of Naira.
In the process of trying to resolve these issues of incessant strikes by labour unions through collective bargaining, some socio-political and other factors do come into play.
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