Collective Bargaining And Industrial Relation In A Formal Organization (A Case Study Of UBA)

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Collective Bargaining And Industrial Relation In A Formal Organization (A Case Study Of UBA)


Table of Contents


  • Title Page
  • Certification
  • Dedication
  • Acknowledgement
  • Table of contents

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

  • 2.1 Introduction
  • 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;

  1. To describe the process of collective bargaining UBA plc, Ilorin branch Nigeria.
  2. To examine the practice of collective bargaining in United Bank for Africa (UBA plc) Ilorin.
  3. To evaluate the effects of collective bargaining of industrial relation
  4. To highlight the problem confronting collective bargaining in United Bank for Africa (UBA plc) Ilorin.
  5. To examine and make recommendation on how collective bargaining will be effective in the United Bank for Africa [UBA plc] Ilorin.
  6. 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.


Chapter Five


5.0 Summary, Recommendation and Conclusion

5.1 Summary:

This research work entails five chapters, the first chapter deals with the introduction of the research topic in term of the background of the study, aims and objectives and definition of some key terms used in the research study and historical profile of the bank.

Chapter two deals with related literature being viewed on the phenomena ‘industrial relation and collective bargaining’. It highlights, the important of theories to explain phenomena, especially under the heading’ theoretical frame work’ chapter three shows the study, the hypothesis to be tested and a preclude on how the date would be analyzed. As well as negotiating procedure and grievances settlement, and historical evolution of unionism in Nigeria, chapter four deals solely with the testing of the hypothesis in terms of the presentation of analysis of the data collection.

Finally, chapter five entails the summary, conclusion and recommendations.


5.1 Summary of Findings

The union finds it difficult to enhance the welfare of its members owing to the reason listed. Ranging from victimization of workers and union leaders misappropriate of finds by leaders seeking [union leaders] favour from management. Use of divide and rule method among employees be union leaders so that the spirit of individualism would be promoted rather tan acquiring a common course and speaking with one voice. This will make employees to be much more cheaper to the management and they will easily be taken for granted.

The rate of pay [salary and wages] hours of work and fringe benefits determined solely by the management with little or no contribution employees or unions leaders. For this reason employees are not able to benefit fully from the advantage of collective bargaining, as the union has not been in a good position to effectively perform their fighting for a use of the workers in the determination of better pay, hours of work as well as fringe benefits.

This fact indicate that there is still much that the union leaders much do in order to prove that are not toothless dogs that cannot fully be appreciated. This has affected many institutions, the banking sector not left out. This is having negative effect on the bank. Conclusions reached from the bargaining tables are loop side because some union leaders are usually bribed by the management in order to cool the demands of their employees. This infection has brought about increased friendly reduced profitability. Unfavourably government fiscal and monetary policies and so on. Thus, the government has not been able to implement majority of workers welfare packages.


5.2 Recommendations

From our own perspective, the live wire of collective bargaining and industrial relation is that of a bargaining machinery that would fit the formidable industrial relations system. In order therefore, to guarantee the future of the united bank for Africa plc, the following recommendations are offered.

There is a great need to improve and promote industrial reduction between employers and employees union. The worker should not be seen as a mere cog in the wheel of the progress of company. In us, wherever the present their demands such should be adequately booked into and the workers should at the same time be considered as partner in progress working towards the attainment of certain common goals. The workers on hair should not wear a militant look when airing their views. Instead, they should be ready to compromise whenever they are confronted with facts and figures concerning how such demand [cannot be conceded to at material time]. The need to promote industrial democracy should be borne in the minds of the workers rather than employing confronting airing their respective views and opinions.

The union leaders should give the requisition attention to the welfare of its members. They also should consider the interest of the workers to be supreme, while at the same time relinquishing vanity. Devour seeking from the management by these unions leaders cheaper the legitimate demand of the workers union leadership calls for both commitment and sacrifice.

Management should be fair and avoid giving brief and tips to the workers representations. They are to also advise to improve upon workers training remuneration. Involvement of workers in policy making and offering them jobs that are challenging. The management should also try to ensure free and fair mutual discussion.

It is agreed, at least from the result of any oral interview with some of the banks staffs that the working condition at the bank far from being satisfactory not a few believe that the situation could be improved upon if there cease to conductive to free and mutual understanding and the sharing of common interests and mutual respect from both the employers and the employees.


5.3 Conclusion

There is no gain saying the fact that better industrial relations in any organization cannot be smooth without a good and well organized machinery to have this harmonious relationship collective bargaining which workers would accept and would in turn promote the overall performance of the banking institutions this means that there must be a full strong participation of the union, not just ‘bench wormers’ in the activities of the bank. It is sad to note that the present state of trade union in the banking sector has not helped or played its role activity in the negotiation of matter affecting the members.

Consequently, this has affected the standard of workers performance and invariably the overall productivities of the bank. This dangerous trend is not a welcome development and this is why the call for a reformation of trade unionism is financial institutions is not only to increase productivity, but also to bring about industrial harmony and mutual understanding between the management and the principle of collective bargaining more also, this principle cannot be achieved in isolation. It requires a complement in the form of viable unionism lack of this in financial institutions services as a hindrance to the enhancement of workers welfare and also weights down high performance.

The idea of union leaders seeking for favour from the management does not anger well for the workers. There in need for a conducive atmosphere where a employees view will be entertained an a joint agreement reached when these are give due considerations by the financial institutions especially the banks, they will develop and make progress. Also to be discourage are the counter productive measures, such as strikes, lockout threats, victimization, fraud and selfish pursuits at the expenses of the overall staff welfare, others are mismanagement of funds and wrangling for promotions.


Collective Bargaining And Industrial Relation In A Formal Organization (A Case Study Of UBA)


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Collective Bargaining And Industrial Relation In A Formal Organization (A Case Study Of UBA)


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