The Effect of Labour Relations, Trade Unionism and Wages on Employee Work Attitude
CHAPTER ONE
OBJECTIVE OF THE STUDY
The following are the objectives of this study:
- To examine the effect of labour relations on employee work attitude in Nigeria.
- To examine the effect of trade unionism on employee work attitude in Nigeria.
- To examine the effect of wages on employee work attitude.
CHAPTER TWO
REVIEW OF RELATED LITERATURE
CONCEPT OF TRADE UNION
A trade union refers to an organization or group of workers who are united in order to articulate and attain some interests including protection of the trade‟s integrity, achievement of better remuneration packages, good working conditions and safety among others (Griswold, 2010). Trade unions usually have clearly defined leadership structure through which they use in order to bargain with employers. Pencavel (2009) argues that elected leaders of trade unions negotiate with employers on behalf of ordinary members of the union for better working conditions, once the parties agree they sign contracts known as “collective bargaining agreements (CBA) and may include wages and salaries, hiring and firing procedures, promotion, demotion of workers, rules and regulations among others” (p. 155) Trade unions have had some impacts on both government and private organizations the reason for their formation and development is to fight for the rights and welfare of workers in these two types of organizations. They have always pressurized governments to make worker-friendly laws concerning minimum wages and other trade laws (Griswold, 2010) in most cases they have been at loggerheads with governments. In their history, trade unions have had their demands met through industrial actions; strikes have been the most favorable tool for the trade unions. These strikes have often led to work stoppages and discontinuity in the production process this in turn has led to loss of revenues whenever it occurs. However, such strikes have also had adverse effects on the individual union members whereby some end up losing their jobs. Firm managers sometimes take punitive measures against members of the trade unions by sacking them when the return-to-work formula does not safeguard the employees‟ job security, workers end up losing their jobs. Loss of jobs then affects the welfare of the workers since they cannot earn a living. It is also important to note that trade unions sometimes condone some form of discrimination at the workplace, they only represent, fight for and articulate the interests of registered members only. Those workers who are not members can suffer in the hands of employers yet trade unions do nothing about it. This differential approach to helping employees is aimed at encouraging as many workers as possible to join trade unions. Whereas it is not clear why some workers choose not to belong to trade unions, many people fear paying union fees because it is seen as an extra tax on their salaries and wages.
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.
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 the effect of labour relationships, trade unionism and wages on employee work attitude. 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 labour relationships, trade unionism and wages on employee work attitude
Summary
This study was on the effect of labour relationships, trade unionism and wages on employee work attitude. Three objectives were raised which included: To examine the effect of labour relations on employee work attitude in Nigeria, to examine the effect of trade unionism on employee work attitude in Nigeria and to examine the effect of wages on employee work attitude. The study adopted a survey research design and conveniently enrolled 80 participants in the study. A total of 77 responses were received and validated from the enrolled participants where all respondents were drawn from members of trade union in Lagos state. Hypothesis was tested using Chi-Square statistical tool (SPSS).
Conclusion
In conclusion, this study set out to determine the effect of labour relationships, trade unionism and wages om employee work attitude. The reason being that it has always been said by trade unionists that their existence is good for the organization’s workers in particular and the whole firm in general. Indeed, the unions have architecture a number of activities to its members that ensure their well-being at the places of work. This, however, does not mean that every company has a trade union. Many employers, particularly small and medium-size companies loath trade unions and in most cases, they attempt to suppress their formation. The research problem of this study was based on the insufficiency of literature that addresses the connection between workers’ membership to trade unions and organizational productivity.
Recommendation
Based on the findings of this study, a number of recommendations are made. First, companies should try to encourage the growth of trade unions since they are associated with increases in organizational productivity. Secondly, companies should try to create a positive working relationship with trade unions and the negotiation environment should be friendly enough to avoid stalemates that turn into strikes since strikes disrupt productivity. Thirdly, companies that do not have trade unions should consider encouraging their employees to join or form them for the companies‟ own benefits. Lastly, companies should consider encouraging trade unions to participate in corporate social responsibility initiatives instead focusing only on their narrow employee representation.
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