Impacts of Trade Unionism and Collective Bargaining in Promoting Job Satisfaction in the Local Government System (a Case Study of Trade Union in Abakaliki Local Government Area of Ebonyi State)
CHAPTER ONE
Objectives of the Study
The general objective of this study is to determine the extent to which National Union of Local Government Employees (NULGE) Abakaliki Local Government Area. as a trade union has effectively engaged the government in collective bargaining in order to promote job satisfaction for the members. Other specific objectives includes
- To find out the extent to which the leadership of National Union of Local Government Employee in (NULGE) Abakaliki Local Government Area has contributed in promoting job satisfaction for the members.
- To determine the extent to which government interference has affected the realization of the goals of National Union of Local Government Employee (NUlGe) in Abakaliki Local Government Area.
- To investigate the extent to which National Union of Local Government Employees (NULGE) has helped the members to enjoy good condition of service in Abakaliki Local Government Area.
CHAPTER TWO
LITERATURE REVIEW
Trade Union Movement in Nigeria: Historical Description
The origin of trade union movement in Nigeria could be traced to the pre-colonial period. At this time, there existed guilds, mutual aid groups and professional or occupational craft unions all of which function to play the role of trade union. However, these associations are not in the modern sense of it full fledge trade union. Rather, most of them are merely workers association. (Otobo, 1987). The inception of modern trade union in Nigeria could be said to coincide with colonialism. Consequently, the first set of trade unions were modeled after British unions. Unlike the situation in most developed countries, trade union preceded industrialization in Nigeria. However, at the earliest period of colonialism, Nigerians were discouraged from belonging to unions as union membership was regarded as anti-colonial attitude (Otobo, 1987). The first legalized union in Nigeria was the Civil Service Union (CSU) was limited to public servants. The unions took after similar ones in the West Africa sub region. At this period, trade union could not take the pattern of radical organization because of the paternalistic nature of colonial government which is the largest employer of public labour Other unions which emerged at this period were the Nigeria Union of Teacher (NUT) and Railway Workers Union (RWU). The latter broke away from the Civil Service Union (CSU) due to the non-militant nature of CSU. While trade union emerged from 1912, it was not until 1930s that significant development emerged for the movement. First among these was the enactment of Trade Unions Ordinance in 1939 which provided legal backing of trade unions. The law gave recognition to the formation of trade union by at least five persons. Several reasons have been giving to explain the apparent late arrival of trade unionism in Nigeria. These include the limited wage employment. Since the largest proportions of the citizens are engaged in the informal work sector the few wage earners are colonial employers and these are restricted to the colonial officers as well as related parastatals. Other reasons include the low level of economic activities which limit the recruitment into the formal economy and hence membership of trade union.
CHAPTER THREE
RESEARCH METHODOLOGY
INTRODUCTION
In this chapter, we described the research procedure for this study. A research methodology is a research process adopted or employed to systematically and scientifically present the results of a study to the research audience viz. a vis, the study beneficiaries.
RESEARCH DESIGN
Research designs are perceived to be an overall strategy adopted by the researcher whereby different components of the study are integrated in a logical manner to effectively address a research problem. In this study, the researcher employed the survey research design. This is due to the nature of the study whereby the opinion and views of people are sampled. According to Singleton & Straits, (2009), Survey research can use quantitative research strategies (e.g., using questionnaires with numerically rated items), qualitative research strategies (e.g., using open-ended questions), or both strategies (i.e., mixed methods). As it is often used to describe and explore human behaviour, surveys are therefore frequently used in social and psychological research.
POPULATION OF THE STUDY
According to Udoyen (2019), a study population is a group of elements or individuals as the case may be, who share similar characteristics. These similar features can include location, gender, age, sex or specific interest. The emphasis on study population is that it constitutes of individuals or elements that are homogeneous in description.
This study was carried to examine impacts of trade unionism and collective bargaining in promoting job satisfaction in the local government system. trade union in Abakaliki Local government area of Ebonyi State forms the population of the study.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
INTRODUCTION
This chapter presents the analysis of data derived through the questionnaire and key informant interview administered on the respondents in the study area. The analysis and interpretation were derived from the findings of the study. The data analysis depicts the simple frequency and percentage of the respondents as well as interpretation of the information gathered. A total of eighty (80) questionnaires were administered to respondents of which only seventy-seven (77) were returned and validated. This was due to irregular, incomplete and inappropriate responses to some questionnaire. For this study a total of 77 was validated for the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain impacts of trade unionism and collective bargaining in promoting job satisfaction in the local government system. In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges of trade unionism and collective bargaining in promoting job satisfaction in the local government system
Summary
This study was on impacts of trade unionism and collective bargaining in promoting job satisfaction in the local government system. Four objectives were raised which included; To find out the extent to which the leadership of National Union of Local Government Employee in (NULGE) Abakaliki Local Government Area has contributed in promoting job satisfaction for the members, to determine the extent to which government interference has affected the realization of the goals of National Union of Local Government Employee (NUlGe) in Abakaliki Local Government Area and to investigate the extent to which National Union of Local Government Employees (NULGE) has helped the members to enjoy good condition of service in Abakaliki Local Government Area. A total of 77 responses were received and validated from the enrolled participants where all respondents were drawn from selected residents in Lagos state. Hypothesis was tested using Chi-Square statistical tool (SPSS).
Conclusion
Generally, union seeks to attain some acceptable balance of increased wage employment, improved conditions of services of its workers and curbing hostile decisions, it does this through collective bargaining and strike or threat to strike. Ekekwe, (1986) observed that, whenever union embark on the above activities, it is at the expense of socio-economic stability of the nation. Thus, public frustration grows, more voices are being raised in favour of some compulsory settlement of labour-employer disputes. But when the price is 91 compared with the costs of compulsory settlement, it does not look nearly so high (Ekanem and Iyoha, 1999). It is apparent that, the influence and power of the Nigeria Trade Union for good or ill should not be underestimated, Nkero, E. (2004), since their activities are capable of holding the economy (socio-economic stability) to ransom. Also, the debate surrounding the impact of union wage increase on inflation will probably continue for as long as unions exist. Aidt, T. and Tzannatos, S. (2002) disagreed with the ideas of some countries in trying to weaken the activities of trade unions and collective bargaining through liberalization and adjustment by focusing on allocative efficiency in markets. This strategy, they observed has no doubt in undermining the role, that those labour institutions are able to play in facilitating more equitable development and more successful integration. The assumption that, labour institutions automatically impede economic development and cause rigidities and barriers to adjustment is flawed. Hayter, S. 2002, submitted that, labour institutions play an important role in facilitating more equitable and socially sustainable integration. The outcome depends on the broader configuration of institutions and incentives in product and labour markets. Decision makers need take these factors into account when designing policy
Recommendation
Continuous and adequate awareness need to be created among the stakeholders in industrial relations trade unions, management and government of their role in developing and sustaining a rancor free work environment. Organizational performance is enhanced in an atmosphere of cooperation and collaboration. Trade Unions should develop appropriate strategies/measures that will help enlighten members on the need to be seriously committed to the furtherance of organizational goals. Labour can only fulfill their individual and collective interests when the organization thrive and accomplish its goal.
References
- Bentley. A.F (1948) “The Factual Space and Time of Behaivour”, Journal of Psychology pg 38
- Chikendu, P.N. (ed) (2000), Introduction to political science, Enugu: Academic Publishing Co.
- Davey, H.W (1972).Contemporary Collective Bargaining. (3rd ed.) New Jersey: Englewood Cliff
- Damachi U.G.& Fashoyin T.(1986) “Industrial Relations in the Civil Service” In Damachi, U.G & Fashoyin, T(eds).Contemporary Problems in Nigerian Industrial Relations. Lagos: Development Press.
- Fashoyim, T. (1980), Industrial Relations in Nigeria: Development and Practice Nigeria:Langman.
- Flippo, E. (1984), Personnel Management. London: MC-Graw Hill. ILO (1960) “Collective Bargaining: A Workers Education Manual”
- Geneva Jones, G.R., and George J.M (2003), Contemporary Management, Texas: Mc-Craw Hill.
- Kirkpatrick, E.M (ed) (1985), Chambers Universal Learners Dictionary. Ibadan: Spectrum Books.
- Nwokoye, A. (2008), Methods/Approaches in the Study of Political Science, In O.B.C.
- Nwankwo (2008) Fundamental Issues in Political Science. Enugu: Quintagon Publishers.
- Otobo. D (1983), “Strike in Nigeria: Some Considerations”, The Nigerian Journal of Economics and Social Studies, Vol. 25, No 3 pp301-318
- Rose, E.D. (2008). Employment Relations. (3rd ed). UK: Pearson Education Ltd.
- Salmon, M. (2000) Industrial Relations: Theory and Practice 4thed. New York: Prentice Hall.
