COLLECTIVE BARGAINING AND INDUSTRIAL RELATION IN A FORMAL ORGANIZATION (A Case Study of UBA)


COLLECTIVE BARGAINING AND INDUSTRIAL RELATION IN A FORMAL ORGANIZATION (A Case Study of UBA)  

TABLE OF CONTENTS

Title Page i

Certification ii

Dedication iii

Acknowledgement iv-v

Table of contents vi-vii

CHAPTER ONE:

1.0 General Introduction or Background of the study

1.1 Introduction

1.2 Statement of the problem

1.3 Purpose / Objectives of the study

1.4 Significance of the study

1.5 Research Hypothesis

1.6 Scope and Limitation of the study

1.7 Organization of the study

1.8 Definition of terms and References

CHAPTER TWO:

2.0 Literature Review

2.1Introduction 

2.2 Theoretical Framework

2.3 Current trends in thinking

2.4 Summary of the Chapter and references

CHAPTER THREE:

3.0 Methodology / Research Method

3.1 Introduction

3.2 Sample and Population of the study

3.3 Sources of Data/ Data collection instrument 

3.4 Method of Data Analysis 

3.5 Research Problems and References

CHAPTER FOUR:

4.0 Data Presentation Analysis and Interpretation Finding

4.1 Introduction

4.2 Brief History of the case study 

4.3 Presentation of Data

4.4 Analysis of Data

4.5 Testing of Hypothesis

4.6 Summary of the Chapter and References

CHAPTER FIVE:

5.0 Summary, Recommendation and Conclusion

5.1 Summary of finders

5.2 Recommendation

5.3 Conclusion

   Bibliography

CHAPTER ONE

1.0 GENERAL INTRODUCTION OR BACKGROUND OF THE STUDY

The advert of the European Colonial master brought a myriad of changes to the formerly largely traditionally African Society for Instance, in contrast to the idea of communalism which had been a hallmark of the Africans; the European introduced a conventional medium exchange money. Thus, either by accident to suitable design, the economics system known as capitalism was introduced. The industrial to feed the home industries, and the corresponding desire to plough back the seemingly congested capital in Europe, in no small measure, provided the enabling environment for the industrialization of Africa.

The termination of slave trade in the early of the 19th century, coupled with the growing need for European entrepreneurs to shift emphasis to legitimate trade, provided the onus for their sitting of industries in African with these, they intended to churn out finished or semi-product to their sell or feed their home industries in Europe. This naturally explains the sitting of industries in Africa by multi-national corporations such as the royal Niger company Union minere sienrensi just to mention but a few.

The proliferation of industries in Africa helped to introduce a new status quo. The formerly into that of class at the owners of the mean of production and that of owners of labour known as the bourgesive and the proletariat respectively.

The companies for political independence forced labour and the exploitation peasants land by the colonial industrialist prompt than the peasant to galvanize forces to demand for the land and political independence. These were achieve by farming trade union, these union demand paid of when the first strike was recorded in sierra-Leone, in 1947. Like wild fire, it culminating in series of lives of conflicts and strikes, which led to the loss of a lot of lives and property. At about 1940. These were responsive for the low operation of firms (Jean Davies 1966)

1.1 INTRODUCTION

The United Bank for Africa Plc, was incorporated in Nigeria as a limited liability company on February 23, 1961, by a consortium of five mayor international financial institution to take over the banking concern of the British and French bank limited (a subsidiary national de paris). The bank was granted license on May 17, 1961, and commenced operation on October 10 of the same year consequent upon the public’s acquisition of share in mayor banks in the country in 1973 and 1976, the Nigerian interest rose to 60percent of the total shareholding.

This was a response to the need to expand is financial base in order to meet the remodified bank is schedules and operational modalities and requirements, especially her financial obligations.

Presently, the bank has well over, branches spread was open in May, 1979, with staff strength of eleven. The bank has now moved to its permanent branch office along Muritala Mohammed Way, Ilorin. Among other benefits, the bank facilitates training programmes, special schemes alone to her workers.

1.2 STATEMENT OF THE PROBLEM

The ubiquity of employer-employee conflict in all parts of the world and in Nigeria in particular cannot be impeached while many governments re-examine re-thinks and attempts to re-shape their industrial relation system with a view of streaming them with the national needs, the task yet remains daunting. An obvious factor, which gas continued to throw a spanner in works of these attempts, is the inherent conflicts between the employers of labour and upon the failure of most employers to accommodate the needs and aspirations of their works. Beyond this, while if cannot be said that self-denial and sacrifice on the part of the overall survival of their respective organizations, the question on our lips is ‘how far and how long must or should these denials self-sacrifice prevail’.

1.3 PURPOSE/OBJECTIVE OF THE STUDY

The aims of this study is to examine how a good industrial relations can reduce industrial conflicts to its minimum and find a suitable mechanism of conflict resolution i.e. collective bargaining in a private or public organization or Nigeria.

The objective of this study therefore is;

i. To describe the process of collective bargaining UBA plc, Ilorin branch Nigeria.

ii. To examine the practice of collective bargaining in United Bank for Africa (UBA plc) Ilorin.

iii. To evaluate the effects of collective bargaining of industrial relation

iv. To highlight the problem confronting collective bargaining in United Bank for Africa (UBA plc) Ilorin.

v. To examine and make recommendation on how collective bargaining will be effective in the United Bank for Africa [UBA plc] Ilorin.

vi. To examine the constraint inadequacies and discrepancies of industrial relations in the bank.

1.4 SIGNIFICANCE OF THE STUDY

In any country, the role of collective bargaining or labour relations in improving production/output and ages leading to an overall distribution or re-distribution of income cannot be over emphasized. However, the relation death of information concerning labour relation is further exacerbated by the impedence of this process by what could be describe as an overriding unilaterally adopted guidelines and policies by such employer of labour.

Ironice as it many seem, the labour force have seemingly risen to these challenges via the mean of protests, strikes, and other actions which are considered disruptive to economic and development.

However, this has provided a catalyst for the promotion of a good and harmonious relation in organizations trade union could employer.

While the trade union [collective bargaining] protests the interest of the wage earner on the hands on the other hand the employers and chief concern with profit maximization. Some argue that the crisis the workers, no doubt experience and seemingly obvious of these, only demand that the worker increase productivity. This situation has kind of estrange the from decision making, thus creating a ‘no love lost’ relationship between the employers and the employee.

This development appears more disturbing in the light of the fact that the government of any country is usually the largest employers of labour according for over 6 percent gross wage earning labour force. Thus, a situation where in the worker possess hinge little confidence in democracy and where such workers participation in the decision making process is at lowest ebb and where the government guiding principle is profit maximization have all got dire consequences (Moniter, 1988)

1.5 RESEARCH HYPOTHESIS

This study is limited by financial and time constraints to the Unite Bank for Africa plc, Ilorin. Despite these limitations, the findings of this study can be applied to other organizations.

1.6 SCOPE AND LIMITATIONS OF THE STUDY

This study is limited by financial and time constraints to the United Bank for Africa plc, despite these limitations the findings of this study can be applied to other organization.

1.7 ORGANIZATION OF THE STUDY

The role of collective bargaining (trade unionism) in industrial relations cannot be over-emphasized, this is teractory process has yet to take a firm root, consequent be said to have achieved this seat by embarking or threatening to embark on actions that are geared toward achieving increase in wages and social  working conditions for their members. Beyond this, the labour force employs the labour unions as form for pressing home some demands for major social development objectives, such as freedom of association, entailing the rights of the workers to participate in collective bargaining management, and other matters that concerns the survival of such organization.

1.8 DEFINITIONS OF TERMS

COLLECTIVE BARGAINING: This could be defined as negotiations concerning working conditions and terms of employment between and employer, pre-group of employers, on the one hand, and on the other hand, one or more representative of the workers with a view of reaching an agreement.

INDUSTRIAL RELATION: This could be defined as the study of all aspect of job regulatory. This includes the making and administering of the rule, which regulates employment relation, regardless of whether there are seen as being formed structural, or otherwise.

Trade Union: This could be defined as any combination of workers or employers, whether permanent or otherwise, with the aim of regulatory the terms conditions actively participate determining conditions of services.

Labour Relation: A continuous relationship between a define group of employers (represent by union or association) and an employer. The relationship includes the negotiation of a written contact concerning pay, the interpretation of this contract over its period of courage.

Worker; A person that offers his skills and intellect for hire in return for financial reward.

Employer: A person that engages  the physical and mental activities of other in exchange for financial rewards such as some time referred as entrepreneur.

Organizational Conflict: Disagreement between two or more organization members or groups, arising from the fact that they have different status, goals values of perception.

REFERENCES

Abel Ubekwu; Industrial relation developing countries; A

   Case study of Nigeria, Macmillan press

   Limited London 1983.

Ahiazu A.I and Uwokoye N.G; Introduction to business management

   Macmillan Publishers, London 19-84.

Aire S.U; Management of Industrial relation in Nigeria Journal

   of Personal, 1974.

Atan Davis; A first course in Business organization Judge alien and

   Unwin, London, 1971.

CHAPTER TWO

2.0 LITERATURE REVIEW

Cordoba (1978) suggests that there are two meanings of the concepts collective bargaining. In its board since, collective bargaining is a process at interest and accommodation, which includes all sorts bipartite and tripartite discussion relation to labour problems and directly or indirectly affecting a group of workers. The discussion may take place with or without the presence of government agents and aims at ascertaining the view of the other party, attaining a concession or reaching a companies obviously the lines dividing the nation of collective bargaining from various institution and non-institutional forms of consultation co-operation and consent are after difficult to draw.

A narrower and more precise meaning of collective bargaining Cordoba (1978) continue view collective bargaining in term of bipartite discussion leading to conclusion agreement. Here, collective bargaining involves a process of negotiation between individual employment or employers and representatives and as well as the conclusion in case of accord of written agreement. Negotiations are usually conducted at periodic  intervals, say a year or two and agreement as a rule is regard as a document which not only bonds its signatories but also the group they represent. This is the case in the US, where policy is that all employees’ relations involving inter-state commerce, should be determined via collective bargaining. In France the concept has been referred to as the informal and formal types of negotiation (office use at negotiation at facetiae). It UK, the permanent or dynamic and contractual methods are what are used to understand the term industrial relation (Heipple 1980).

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COLLECTIVE BARGAINING AND INDUSTRIAL RELATION IN A FORMAL ORGANIZATION (A Case Study of UBA)



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