Impact of Trade Union in Managing Employee Grievances in an Organisation (Case Study of Ministry of Works and Infrastructure Lagos State)
CHAPTER ONE
Objective of the study
The objectives of the study are;
- To determine the nature of employee grievances
- To determine the causes and effect of employee grievances
- To determine the nature and role of trade union in managing employee grievance
CHAPTER TWO
REVIEW OF RELATED LITERATURE
Theoretical Framework
The research on trade union effectiveness is guided by the ‘Goal-System’ framework of trade union effectiveness. “This framework rests on the assumption that an organisation is governed by a rational set of decision-makers who set goals and develop strategies for their achievement” (Gall and Fiorito, 2016:196). Hence union effectiveness is defined on “the basis of goal attainment, in relation to the aspects of the contract of employment” (Pyman, Holland, Teicher, and Cooper, 2010:466). This theory is relevant because it sets out a comprehensive framework of penultimate goal criteria for evaluating union effectiveness. “The theory deploys the concept of the coalition’ to seek to understand how the trade unions prevails and thus set the goals” (Gall and Fiorito, 2016:198). It also focuses on identifiable measures and goals by recognising the relationship between the processes of achieving the set goals. Intrinsically, the theory is deemed appropriate for the organising process because the “desire of non-members for membership, and members’ satisfaction with union representation, are higher where the trade union is perceived as an effective organisation capable of delivering better terms and conditions for employees” (Bryson and Forth, 2017:7; Mohammed, 2010:89). According to Bryson (2003:5) “there are two types of union effectiveness namely; union organisational effectiveness and union bargaining or unions’ delivery effectiveness”. Union organisational effectiveness is defined as “ a term that captures those factors which give a union the capacity to represent its members by virtue of its ‘healthy’ state as an organisation whereas unions’ delivery effectiveness is defined as the union’s ability to ‘deliver’ for employees with regards to the terms and conditions of employment” (Bryson, 2003:5). According to Bryson (2003:5) “the combination of these types indicate a union that is effective in representing its members”. Bryson (2003) and Mohammed (2010) identifies seven dimensions of union organisational effectiveness. These include: “unions’ ability to communicate and share information, usefulness of unions as a source of information and advice, unions’ openness and accountability to members, union responsiveness to members’ problems and complaints, how seriously management have to take the union, union understanding of the employer’s business and the power of the union” (Bryson, 2003:6).
CHAPTER THREE
Research methodology
Research Design
The research design adopted in this research work is the survey research design which involves the usage of self-designed questionnaire in the collection of data. Under the survey research design, primary data of this study will be collected from ministry of works and infrastructure Lagos state in order to determine the impact of trade union in managing employee grievances in an organization. The design was chosen because it enables the researcher to collect data without manipulation of any variables of interest in the study. The design also provides opportunity for equal chance of participation in the study for respondents.
Population of Study
The population of study is the census of all items or a subject that possess the characteristics or that have the knowledge of the phenomenon that is being studied (Asiaka, 1991). It also means the aggregate people from which the sample is to be drawn.
Population is sometimes referred to as the universe. The population of this research study will be Seventy-five (75) selected staffs of ministry of works and infrastructure Lagos state
Sample Size and Sampling Techniques
The researcher made use of stratified sampling technique because all the members have the same probability of occurrence. The researcher narrowed down the samples to ministry of works and infrastructure in Lagos state in order to access impact of trade union in managing employee grievances in an organization.
CHAPTER FOUR
DATA PRESENTATION, ANALYSIS AND DISCUSSION
This chapter is about the analysis and presentation of data collected from the field through questionnaire. The analysis of the data with particular question immediately followed by the presentation of findings.
As mentioned in chapter three, 50 questionnaires were administered and 50 were retrieved and necessary analysis was carried out on them.
Data Presentation
This is the presentation of the quantitative data collected from the respondents through the questionnaire drawn-tabulation and percent (%) age will be used to analyze the data accordingly.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain impact of trade union in managing employee grievances in an organization. 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 union in managing employee grievances in an organization
Summary
This study was on impact of trade union in managing employee grievances in an organization. Three objectives were raised which included: To determine the nature of employee grievances, to determine the causes and effect of employee grievances and to determine the nature and role of trade union in managing employee grievance. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. The data collected were presented in tables and analyzed using simple percentages and frequencies
Conclusion
A grievance procedure is an effective tool used for resolving matters raised by workers, with the aim of promoting procedural justice, particularly in a unionized organization. The issues of concern should arise within the workplace. Handling grievances in an efficient and effective manner can improve the employer-employee relationship, as well as organizational productivity
Recommendation
The trade unions should consider the importance of training trade union representatives and its members. Through extensive training, trade union representatives as well as employees, will familiarize themselves with the organization’s policies and procedures. Their understanding of the grievance procedures and policies will be enhanced and it would be easier for them to lodge and process grievances accordingly.
Trade union representatives/shop stewards within the public sector should attend induction workshops facilitated by the National Executive Committee. This will promote shop stewards’ understanding of their role, as well as the processes and operations of the bargaining council. Such workshops and training will advance the knowledge and skills of trade union representatives required for handling grievance and disciplinary proceedings, as this forms the most important part of the labour process.
Trade unions should perform a skills audit on the shop stewards focusing on the skills necessary for their role. This could assist the trade unions to identify the knowledge gaps and training opportunities that could be made available for shop stewards and union officials. Trade unions should invest heavily in up-skilling their shop stewards. Having well-trained trade union representatives can produce resolutions which are efficient and satisfactory, thus enhancing employees’ perception of trade union’s effectiveness regarding grievance management.
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