The Impact Of Collective Bargaining On Industrial Dispute

Project and Seminar Material for Human Resource Management (HRM)

The Impact Of Collective Bargaining On Industrial Dispute


Abstract


The research project is titled “the impact of collective Bargaining on industrial dispute”. The main objective among others is to headlight the benefit to be derived from effective collective bargaining toward organizational development. The scene method, using the questionnaire with linkert scale option was adopted in order to ensure that all the respondents were served similar question. In there chapter one of this paper writing which is the background of the study reveals that conflict and disputes whether in the form of open hostility or quite dissemination becomes inevitably issues that every organization must strive to curtail and the main objective of the study is to highlight the benefits to be derived from effective collective bargaining towards organizational development. It also revealed in this paper of the chapter two that the literature review is to ensure adequate review of necessary materials on the option, and suggestions, views and discoveries of various authors, and it is mentioned in the chapter three that research design is used in collection of data for this study. The researcher is employed the use of survey research design in order to study large and small populations. The researcher also explained in chapter on how the method used by the researcher to gather the data which the researcher now intends to present analyze. From the findings of this discussion, that collective bargaining is an important tool resolving industrial conflict.


Table of Contents


  • Title Page
  • Declaration
  • Approval Page
  • Dedication
  • Abstract
  • Table of Contents

Chapter One:

Introduction

  • 1.1 Background of the Study
  • 1.2 Historical Background of Hamdala Hotel Plc Kaduna
  • 1.3 Statement of the General Problem
  • 1.4 Objective of the Study
  • 1.5 Significance of the Study
  • 1.6 Statement of Hypothesis
  • 1.7 Scope of the Study
  • 1.8 Limitation of the Study
  • 1.9 Definition of Terms

Chapter Two:

Literature Review

  • 2.0 Introduction
  • 2.1 Review of Related Literature
  • 2.2 What is Collective Bargaining
  • 2.3 Condition for Effective Collective Bargaining
  • 2.4 Preparing for Collective Bargaining Process
  • 2.5 The Importance of Collective Bargaining in the Public Sector in Nigeria
  • 2.6 Purpose of Collective Bargaining in the Public Sector in Nigeria
  • 2.7 Labour Management Relations During Economic Recession
  • 2.8 Grievance and Industrial Conflicts
  • 2.9 Industrial Conflicts
  • 2.10 Resolution of Industrial Conflicts
  • 2.11 Critiques to Collective Bargaining
  • 2.12 Summary of Review

Chapter Three:

Research Methodology

  • 3.1 Introduction
  • 3.2 Research Design
  • 3.3 Area of Study
  • 3.4 Population of the Study
  • 3.5 Sample Size
  • 3.6 Instrument for Data Collection
  • 3.7 Reliability of the Instrument
  • 3.8 Validity of the Instrument
  • 3.9 Method of Data Collection
  • 3.10 Method of Data Analysis

Chapter Four:

Data Presentation and Analysis

  • 4.1 Introduction
  • 4.2 Characteristics of the Respondents
  • 4.3 Presentation of Data Analysis
  • 4.4 Discussion of Findings
  • 4.5 Summary of Findings

Chapter Five:

Summary, Conclusion and Recommendations

  • 5.1 Summary
  • 5.2 Conclusion
  • 5.3 Recommendation
  • Biblography
  • Appendix

Chapter One


Introduction

1.1 Background of the Study

Organizational viability is the capacity of the organization to continue to service and develop in this era of business complexities which result from continuous and rapid changes within the social system, conflicts and dispute, whether in the form of open hostility or quite dissemination becomes inevitable issues that every organization must strive to curtail this pertinent because dispute or conflicts are usually a threat to organizational viability if not adequately managed or handled even though conflicts between persons or management and employees could be thought of as natural events Nakodi A. (2001) posited that organization should be very much aware that such conflicts could cause distrust and industrial crises or disharmony in the long run.

Conflicts or disputes among management and employees (labour) can lead to one or both parties having their feelings hurt, thus leading to issue that can inherently affect the smooth running of the organization in which they work or manage. On the other hand conflicts or disputes can serve to enhance the effectiveness of an organization since it can safely be assumed that conflicts although ever present in a social system, may not always be as destructive as they are portrayed, the central question among a lot of scholar human resources managers and of course employers of labour is how to, in their own varying capacity and abilities effectively and efficiently manage conflicts and its resolution to ensure that their organization benefit rather than suffer from occasional labour management clashes. Admittedly, organizational conflicts does erupt in organization because of the inability of employer and this or her employees to work together in peace. This may be as a result of ineffective communication, non exclusion in decisions that affects employees, or lack of adequate or good working conditions or incentives and non existence of unions that employees can channel their grievance through, thus collective bargaining as a tool allows the parties.

The two parties to meet regularly so as to identify the dissonance that exist between them amicable so as to prevent industrial dispute or conflicts.


1.2 Historical Background of Hamdala Hotel Plc Kaduna

Hamdala Hotel is one of the oldest, if not the oldest in the Northern part of Nigeria. This hotel was established and officially opened for business on the 14th of January 1961 by the then premier of the Northern region in person of late Sir Ahmadu Bello (the Sardauna of Sokoto). Hamdala Hotel was then established to serve as a hub of tourism by providing an up to date hospitality business in Kaduna neighbouring towns and cities. The hotel which is presently owned by the New Nigeria Development Company (NNDC), a company owned by the nineteen northern state. It is also managed by Arewa Hotel Limited a subsidiary company of the NNDC.

This 49 years old organization is a 203 rooms hotel that comprises of single suite luxury suites, presidential suite, etc it also has a state of art facilities that makes it a force to reckon with and thus a choice of tourist whenever you are to be in Kaduna for visit or business. The hotel is strategically located within the central business district of Kaduna metropolis. It lies between Murtala Mohammed Square, Kaduna Gold Course Club and the State Ministry of Culture and Tourism, facilities such as very high capacity banquet hall, restaurant, Olympic size swimming pools, craft shops, bode shops etc and all found within the hotels massive compound.

Staffing / staff strength

Hamdala Hotel has a general manager and other managers there are 25 middle management staff as well as 500 intermediate and junior or members.


1.3 Statement of the General Problem

The research work is carried out to look into the problem that leads to collective bargaining concept in Hamdala Hotel. Conflict occurs as a result of one-party not respecting the right of another party. In most cases the welfare of employees are not properly taken care of by the management. To forestall a breakdown of law and the disturbance of peaceful working environment collective bargaining is always used. This means that the two parties in conflicts must come to terms on the issues that is at stake. The questions therefore are: is collective bargaining being made used of both the management and the employees? To what extent is it employed, is it being used and how effective is it?


1.4 Objective Of The Study

The objectives of this research work are as follows:

  1. To highlight the benefits to be derived from effective collective bargaining towards organizational development
  2. To ascertain why, how and when collective bargaining should be carried out
  3. To show current collective bargaining practices have assisted immensely in industrial disputes
  4. To provide appropriate recommendation and suggestion for future resolution of industry disputes

1.5 Significance of the Study

The study will help individuals, employees and employers a like to know or identify their shortcoming and appropriate measures to be undertaken to find solutions to them.

The study will stimulate and consolidate viable policies on government parastatals, independently of any established institution and civil service to enhance their efficiency and development

Finally, to provide basic for future research analysis and as well as broaden knowledge and experience


1.6 Statement of Hypothesis

A hypothesis is a conjectural preposition and informed intelligent guess about the solution to a problem. It is an assumption or position whose veracity and validity is to established.

  • Ho: Collective bargaining is not an effective tool for resolving industrial disputes in Hamdala Hotel
  • Hi: Collective bargaining is an effective tool for resolving industrial disputes in Hamdala Hotel

1.7 Scope of the Study

The subject, dispute is a very wide area in industrial relations management and there are many approaches to resolving industrial disputes in organizations. However, the researcher has chosen to limit the research effort to the collective bargaining approach of forestalling and resolving industrial dispute in organization. Also there are many organizations in Kaduna metropolis, the researcher has also limited the investigation to Hamdala Hotel been the premier hotel in the north in general and Kaduna in particularly.


1.8 Limitation of the Study

Research work of this nature is bound to be constrained by a number of factors. Prominent among these factors is the reluctance of most staff of the hotel to accepting questionnaires from the researcher inspite of the plea. Those who accepted did not create time to fill the questionnaire and some did filled the questionnaires without much seriousness. However, the researcher was able to retrieve thirty (30) questionnaires which were eventually analzed by the researcher.


1.9 Definition of Terms

Below are some terminologies which researcher deems fit to clarify as contents of the study.

Organization:

This is coming together of two or more people in order to achieve a set goal and objective.

Conflicts:

Conflict can be defined as a competition and fight for control predominantly when resources are scare.

Strike:

This is a temporary withdrawal or withholding of labour power with a hope of raising its price by improving the payment of wages and other conditions of employment.

Lockout:

This refers to management refusal to allow employees to work.

Management:

Management is the efficient and effective way of getting things done through people

Negotiation:

Is a communication or discussion to reach agreement between two arties or to resolve their obstacle.

Production:

This is the process of transforming resources such as raw materials, labour and capital goods into finished product on services.


Chapter Five


Summary, Conclusion and Recommendations

5.1 Summary

It is a known fact that conflicts and dispute in whatever form are detrimental to the efficient functioning on an organization various means of resolving this about but their research was able to find out that collective bargaining has tremendous impact in resolving industrial dispute. It is revealed in chapter one of this project writing which is the background of the study that conflict and disputes where in the form of open hostility or quite dissemination becomes inevitably issues that every organization must strive to control. In the same background of the study, Nokodi (2001) posited that organization should be very much aware that conflicts could cause distress and individual crisis in long run. In this same paper writing the chapter the literature review tells us more on how to ensure adequate views and discovery of various part authors and writers. It also mentioned in the same project writing where the research design is introduced in collection of data for the study. The researcher will employ the use of a survey research design in order to study both large and small population and also to be able to obtain information in this paper writing the presentation of analysis of data in chapter four explains and brief the method used by the researcher to gather data which researcher now intend to present analysis and interpret.


5.2 Conclusion

Recording to the findings of this research work, the following conclusion were drawn by the researcher. Collective bargaining is an important tool in resolving industrial disputes sales salary through collective bargaining is the best way deciding on the condition services of the workers.


5.3 Recommendations

Based on the findings and conclusion drawn from the study. The researcher is able to proffer the following recommendations:

  1. Since collective bargaining is an important tool for resolving conflict, the employers should ensure that the procedure is followed in all matters that have to do with workers.
  2. The employers should allow union men to participate fully in resolving conflict, hence their must an avenue for understanding employees.
  3. Employers interest should be given much attention. Hence, they determine the achievement of the organization goals. However, not all employees requires can be honoured the employee should pay attention to only the most pressing needs of the employee, given that the organization is operating of an increasing profit level.
  4. Decision that are reached from collective agreement should be always implemented to ginger employee’s performance.

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