Strike Action A Tool For Achieving Organizational Goals (A Case Of Asup, Federal Polytechnic Nekede Owerri, Imo State)

Project and Seminar material for Public Administration

Abstract

This study looked into the demand made by the academic staff union of polytechnic to Federal Government to implement the salary structure of staff of polytechnic. The research also worked as the cause which among whom is poor remuneration of works, poor welfare package which now made the academic staff union of polytechnic to embark on strike.

The research also looked at solution to this problem among the workers and the representative should be allowed to participate fully in negotiation concerning the terms and conditions of employment so as to reach a consensus, joint consultation should be reported when disputes arises so that is will not result to industrialization.

The researcher also observed that the strike action should be the last resort in achieving the demand of a group only of the group could come together as one body having the same ideology and common goal by so doing their demand will be granted.

Table Of Content

Preliminary Page(s)

• Title page
• Certification
• Dedication
• Acknowledgement
• Abstract
• Table of content

Chapter One

1.0 Introduction

• 1.1 Background Of The Study
• 1.2 Statement Of The Problem
• 1.3 Objective Of Study
• 1.4 Research Question
• 1.5 Significance Of The Study
• 1.6 Scope Of The Study
• 1.7 Limitation Of Study
• 1.8 Definition Of Terms

Chapter Two

2.0 Literature Review

• 2.1 Introduction
• 2.2 Evaluation As Strike As A Tool Of Achieving The Aims Of The Organization
• 2.3 Causes Of Strike In An Organization
• 2.4 Types Of Strike
• 2.5 Consequences And Costs Of Strike Actions
• 2.6 Mechanisms For The Management Of Strike
• 2.7 The Impact Of Strike Action
• 2.8 Demand Of Academic Staff Union Of Polytechnic
• Reference

Chapter Three

3.0 Research Design and Methodology

• 3.1 Introduction
• 3.2 Research Design
• 3.3 Sources/Method Of Data Collection
• 3.4 Population And Sample Size
• 3.5 Sample Techniques
• 3.6 Validity And Reliability Of Measuring Instrument
• 3.7 Method Of Data Analysis

Chapter Four

4.0 Presentation and Analysis of Data

• 4.1 Introduction
• 4.2 Presentation Of Data
• 4.3 Analysis Of Data
• 4.4 Interpretation Of Result(S)

Chapter Five

5.0 Summary, Conclusion and Recommendation

• 5.1 Introduction
• 5.2 Summary Of Findings
• 5.3 Conclusion
• 5.4 Recommendation
• Reference
• Appendix
• Questionnaire

Chapter One

1.0 Introduction

1.1 Background Of The Study

Strike action is inevitable in any given organization and has to be observed by an employer or employee. As strike exists in an organization proper and adequate measures should be taken without delay so as to avoid serious problems.

Also perpetual dialogue should be place side by side with the continuous strike.

Workers union use strike as sanction or weapon to achieve the set targets most of these strike are caused by a lot of things especially delay on the part of the people at the head and their inability to let the workers know the state of things.

Nevertheless, strike action destabilizes, makes the management wake-up to their responsibilities and put things in order where there have been lapses for over years. It is equally a type of lessons to management which makes them to realize their lapses cum those things that should not be allowed to deterioration before they are handled.

In the actual display, strike can be devastating, causing a lot of damages and destruction as it can cripple an organization and bring everything to a stand still; infact strike is not good for organization because of its negative consequences. The use of strike is acceptable to extent that is properly used of the furtherance of legitimate social objectives.

According to Jusuft (1977) strike is a manifestation of industrial conflicts which may be instigated by workers demand for improvement in the wages structure and other terms and condition of employment.

Thus, according to trade dispute decree, 1968, strike is defined as a cessation of work by a body of persons employed acting in combination or a concerted refusal under common understanding of any number of persons employed to continue to work for an employer in consequence of dispute done as a means of compelling their employer or any person employed or body of persons employed, to accept or not to accept terms of employment.

Obviously in the business time of Monday, April 13, 1980, it was recorded that Nigeria lost 230 working days through strike.

Meanwhile, there was also the first general strike led by Chief Michael Imodu that last for 45 (forty-five) days and contributed to the encouragement in the formation.

Another was the Nigerian Labour Congress strike in January 2000, when the government disagree with Civil Servants wages and allowance, thirty one (31) working days were lost, and this led to trade and of attention to human factor in the organization.

In order to render help and show kindness to humanity, government had to upgrade salaries in laid to resolve the issue of 1980, 1982, 1993, 1999 and 2000 respectively.

Recently, it appears that the academic staff union of polytechnic in line with Federal Polytechnic Nekede, Owerri embarked on warning strike.

However, this work will focus mainly on t he conception of strike, types of strike, mechanisms for the management of strike, as well as the impacts of strike action in the organization.

1.2 Statement Of The Problem

This is all about the demand made by academic staff union of polytechnic (ASUP) in line with Federal Polytechnic Nekede, Owerri to the Federal Government which have not effectively implement as required by the academic staff union of polytechnic which lead t one week warning strike.

1.3 Objectives Of The Study

This work attempt to examine the effects of strike action as an approach adopted in achieving organizational aim from the management.
This study centers on the case study of academic staff union of polytechnic (ASUP) its objectives are as follows:

1. It will focus attention on the essence of strike action that exists in an organization.
2. This study will help the management of every organization to realize their lapses and wake-up to their responsibilities as to put things right where things have gone wrong.
3. It will highlight the various objectives function of the organization as well as its problems.
4. Lastly, the recommendations which will base mainly on the findings strengthen the effectiveness of achieving organizational aim.

1.4 Research Questions

The purpose of this research question would be used in place of hypothesis; hence the following questions will act as a guide to the researcher in the course of this study.

1. Is strike the effective means of achieving organizational aims
2. Has strike action helped organizations to obtain its demand from management?
3. What are the effects of strike action on achieving economic growth?
4. What do you consider to be the most effective way of setting a strike action when it occurs?

1.5 Significance Of The Study

The study will help members of any established organization be it public or private to realize the importance of well organized strike action that will contribute to the growth and development of the organization.
It will also help the government parastatals towards solving these employees’ grievances.

1.6 Scope Of The Study

This research work covers only the general affairs of academic staff union of polytechnic (ASUP) as regards to the strength, weakness and opportunities.

Also this research is to cover and improve the management of the organization mentioned above.

1.7 Limitation Of Study

This research work is connected with inadequate resources time and financial constraints which stressed me when I was carrying out this research on the office of academic staff union of polytechnic (ASUP).

Chapter Five

5.0 Summary, Conclusion And Recommendation

5.1 Introduction

In this chapter, the researcher provides or seeks to summarise, conclude, and also recommend on the impact of strike action in achievement of organizational aims.

5.2 Summary Of Finding

Significantly, the research tent to review the impact of strike action and its effectiveness in achieving organizational aims by academic staff union of polytechnic (ASUP) no organization exists without witnessing or expecting strike, which also means that strike is inevitable in any organization.

In other words, workers uses strike as a weapon to achieve these set targets.

Generally most of these strikes are caused by the inabilities of the management to meet up to the demands and aspirations of the workers so as to make them have sense of belonging. However, it is observed that some methods of technique are adopted for negotiation, administration and enforce of agreement between the employers and workers or their reprehensive so as to reach at a consensus or for mutual interest of both sides. Strike destabilizes, bring everything to a stand still on the other hand long lasting problems are brought to surface and resolved.

5.3 Conclusion

Based on the previous findings and analysis we have been placed in a better position to conclude that through strike action, which is frequently caused by non-payment of workers remuneration, social consciousness of workers, breach of collective bargaining or agreement, goal difference as well as power and authority.

The aim of organization would be perfectly, management could be also to accede to their demand.

Actually, strike only works among workers in an organization; it does not only contribute to the achievement of the organizational aims rather affects the organization itself, management and general public as the case may be.

Therefore, proper and adequate measure should be taken without delay so as to avoid total breakdown or completed closure of workplace and this could be a better and fast achieved through a well organization joint consultation.

5.4 Recommendation

1. The management should try to avert the cause of strike by settling at the lartent stage.
2. Perpetual dialogue should be placed side by side where there is continuous strike.
3. The workers or these representative should be allowed to participate fully in negotiations concerning the terms and conditions of employment so as to reach a consensus.
4. The management should not appear autocratic rather they should take into consideration the views as expressed by the workers in making decisions.
5. Joint consultation should be restored to when a dispute arises so that it will not result to industrial action.

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