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Full Project – The impact of work place unionism on the management of conflicts in local government area

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CHAPTER ONE

INTRODUCTION

1.1 Background to the Study

In the modern-day organization, particularly in the third world countries like Nigeria, trade unionism has turn out to be an indispensable tool in safeguarding industrial harmony and peace subsisting between the employee and his employer as this emerged so as to advance not only the working conditions of the workers, but to as well enhance their living standards. Globally, trade unions are considered the main agents of class struggle and socio – economic transformation that represents the workers’ interest against the frequent mistreatments of the capitalists.

According to Griswold (2010), trade unions are the organizations of the workforces who are combined with a view to make known and as well achieve some aims which are inclusive of protecting the integrity of their trade, having safety at work, possessing enabling working conditions and at the same time accomplishment higher remuneration packages as this most often brought about the avenue in which bargain is made with employers. Conventionally, labour or trade unions are originated to safeguard and champion the cause of employees (Fashoyin, 2010). However, as a key social partner in the system of industrial relations, workers’ union has gone a long way in helping to protect and project the views, interests, yearnings, and aspirations of employees so as to make their conditions and terms of employment better. These are done with the adoption of negotiation and collective bargaining techniques, which are seen as both effective and up-to-date machineries for the guaranteeing of industrial peace and harmony in the workplace, and also as an instrument that is made available to normalize the link combining employees, business owners, and the government

Aside the conventional obligation of getting improved deals for its members, trade union has to as well extend its duty to comprise the safeguarding of the workers’ welfare and that of the general public at large (Alalade, 2004). In relation to Okechukwu (2016), trade unions have in the past forced fascist and dictatorial organizations through their tenacity and doggedness into agreeing to their requests and thus has resulted in steady enhancement of employees’ conditions of work, improvement in members’ remunerations, change in the policies and programmes of the workplace, installation of standard mandates, and adjustment of harsh economic policies which in turn have made such policies more benevolent and caring to the members of the general society economically.

According to Omolo (2006), trade unions globally are yet confronted with a numbers of problems irrespective of their remarkable achievement to their different organizations and quotas to national building and general economies, thus leading to poor welfare of the members and work deficit in the long run. Omolo (2006) stresses further that these have shown in employment’s terms and conditions sparking to disquietedness or apprehension in the workplace. This study is therefore sets out to examine the impact of work place unionism on management of conflicts in local government area.

1.2 Statement of the Problem

Despite the important of trade union in an organization there are some problems limiting their effective performance in the local government. It appears that the major problem facing most trade unions in the workplaces in this part of the world including Nigeria is politicization of the association by employers or the management of organizations, all with the sole aim of crippling or weakening the unions for the good of the employers. Therefore, politicization through polarization of the unions is considered a serious defect of the trade union movements in most workplaces in Nigeria. As a result, the unions’ leaders or executives are therefore more engrossed or gripped in toeing the lines of their employers rather than protecting members’ interests as the obstinate ones who decide to do otherwise are threatened of being sacked over night or being denied of their benefits or entitlements in one way or the other. Consequently, unions cannot therefore expected to function effectively in achieving the primary aim of ensuring needed cares and wellness for the members on a sound basis under the guidance of such leaders. This could in addition cause the workers not to have a sense of importance to the organization and thus making them to see self-actualization in the workplace an illusion, with consequences of degeneration in morale and productivity.

Therefore, in a bid for this problem in the organizations throughout the country to be tackled without further delay and within a specific time range, for workers’ unions to be given free hands to operate and fulfill their obligation of making the members’ welfare a priority, hence this study.

1.3 Objectives of the Study

The main objective of this research is to examine the impact of work place unionism on management of conflicts in Local Government Area. The specific objectives are as follow:

To examine whether work place unionism have positive impact on Lokoja government administration.
To determine whether trade union can aid conflict management in local government area.

To evaluate the significant relationship between work place unionism and conflicts management in Lokoja Local Government.

1.4 Research Hypotheses

A hypothesis is a tentative answer to a research problem. It is an intelligent or educated guess can earning some variable we have two types of hypothesis they are:

Null hypothesis (Ho): in a hypothesis which state that no difference or a relationship exist between two or more variables
Alternative hypothesis (Hi): This take the negative form of statement about what is being described, it is a no difference no relationship or no effect types.

Hypothesis I

Ho: Work place unionism does not have positive impact on Lokoja government administration.

Hi: Work place unionism does not have positive impact on Lokoja government administration.

Hypothesis II

Ho: Trade union cannot aid conflict management in local government area.

Hi: Trade union cannot aid conflict management in local government area.

Hypothesis III

Ho: There is no significant relationship between work place unionism and conflicts management in Lokoja Local Government.

Hi: There is significant relationship between work place unionism and conflicts management in Lokoja Local Government.

1.5 Significance of Study

This study will be of great benefit to trade union of Local government because it will analyze the reasons behind the high level of suspicion which has characterized the relationship between labour and management in the local government service in Nigeria in recent times. The study will equally analyze the role of NULG employees could play to bring about harmonious working relationship between the workers and management in the local government service to guarantee improve productivity. The way forward could be deduced from the application of the theoretical framework of analysis in this study. The study will add to the existing literature for future researchers.

1.6 Scope of the Study

The study focus on the impact of work place unionism on the management of conflicts in local government area with particular reference to Lokoja Local Government Area of Kogi State.

1.7 Limitation and Constraints of the study

In the course of this study, the researcher encountered some problems.

Time constraint was strong factor that posed as a limitation to this research because the study was carried out when the researcher had so much work load. Thus, it was difficult for the researcher to meet up some of the appointment with respondents. Another limiting factor to this research project was the uncooperative of some staff; they refused to be interviewed for the fear of official reprisal, if they give out some committed information. This made it difficult for the researcher to collect much primary information.

Financial constraint is another problem faced by the researcher, for total accomplishing of the objective of the study to be achieved, its demand much more cost than what the research could afford.

1.8 Definition of Key Terms

In a study like this, it is necessary to define at the beginning those terms and concept that will be used in the study to avoid ambiguities.

Bargaining: is synonymous with negotiation. There is element of flexibility in the place of fixed position (Nithyavathi, 2016).

Collective: Collective refers to group action through representative. From management perspective, the concept denotes the management‘s delegates at the bargaining table while from the angle of workers; it connotes a local firm membership which represent the Union (Thomas, 2011).

Conflict: Jehn and Badendsky (2013) defined it as perceived incompatibilities of discrepant views among the parties involved.

Conflict Management: Is the process by which disputes are resolved, where negative result are minimized and positive result are prioritized (Ibrahim, 2015)

Collective Bargaining: Is the process in which working people through their union, negotiate contract with their employer to determine their terms of their employment including payment, benefits, hours, leave, job health, and safety policies etc ( Awan, & Tahir, 2015).

Trade Union: According to Thomas (2011), trade union is a constant group of wage recipients who have the resolution to maintain in addition to improving the situations of more than six persons with the principal aim of constituting and regulating the relationship between employees and employers which may take account of negotiating on employees’ remuneration and compensation, rules of work, procedures for complaints in the workplace, rules and regulations having to do with hiring, firing and elevation of employees together with safety at work. In the same manner,

Local Government: It can be defined as a political authority which is purposely created by law or constitution for local communities by which they manage their local public affairs within the limits of law or constitution (Ozor, 2019).

.Work Place Unionism: Is a process of organizing the employees of a company into a labour union which will act as an intermediary between the employees and company management (Ibrahim, 2015).

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Full Project – The impact of work place unionism on the management of conflicts in local government area

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