TABLE OF CONTENT
CHAPTER ONE:
BACKGROUND OF THE STUDY
1.1 Introduction
1.2 Statement of
the problem
1.3 Research
methodology
1.4 Primary data
1.5 Secondary
data
1.6 Objectives
of study
1.7 Limitation
of the study
1.8 Definition
of terms I relevant concept
REFERENCES
.
CHAPTER TWO:
LITERATURE REVIEW
2.1 Concept of
industrial conflict
2.2 Types of
industrial conflict
2.3 Forms of
industrial conflict
2.4 Causes of
conflict
2.5 Management
of conflict
2.6 REFERENCES
CHAPTER THREE:
RESEARCH METHODOLOGY
3.1 Introduction
3.2 Population
3.3 Sample size
3.4 Method of
data collection
3.5 Method of
data analysis
3.6 Research
procedure
3.7 Statement of
hypothesis
3.8 Limitation
of the methodology
3.9 Brief history
of union bank Nigeria plc.
REFERENCES
CHAPTER FOUR:
DATA PRESENTATION ANALYSIS AND
DISCUSSIONS FINDINGS
4.1 Data
analysis
4.2 Discussion
of results
4.3 Hypothesis
and questions testing them
4.4 Findings and
interoperations
CHAPTER FIVE:
SUMMARY, CONCLUSION AND POUCY
RECOMMENDATION
5.1 Summary
5.2 Recommendation
5.3 Conclusion
REFERENCES
QUESTIONNAIRE
CHAPTER ONE
BACKGROUND TO THE STUDY
1.1 INTRODUCTION
The banking sector generally plays a significant role and
is also a key reflector of the economic achievement and development of any
nation. Industrial conflict in the banking institutions like any modern
industry cannot be avoided. Conflict is a characteristic of every human society
especially since human beings exhibits different characteristics of even under
the same prevailing environment. This is more so when interaction is unvoiced
in a work place where some dictate and others obey.
Trade dispute have generated considerable academic
interest among industrial relations practitioners, managers, economist etc.
This is as a result of incessant grievances, characteristics of industrial
scene which constitute a serious threat to industrial harmony necessary for
high productivity. The realization of organizational objectives according to
personnel managers is as a result of social concession and harmony in the
industry achieved through mutual co-operation of all the sectors in the work
place. To them, conflict is viewed as instrument in affecting a social change.
In Nigeria banking sector, industrial conflict are caused
by various internal factors; such as: Company's disciplinary measures, inter
and intra personal clashes, style of management, high handedness of management
officials, corrupt union and management leadership, alleged refusal of
management of bargain impartially, violations of contract of employment,
victimization of union officials. While the external factors include government
labour policies, rapid technological or structural changes etc.
Industrial conflicts are often manifested by workers
through lack of commitment, work stoppage, absenteeism, go Slows, labour
turnover, sabotage, strike, mass demonstration and lockouts, the resolution of
industrial conflict government by the trade disputes, decrees No 7, as amended
stipulates that both parties adhere to existing conflict management producers
as agreed to. It is only where such trade disputes decrees fails or does not
exist that relevant provision of the decree can be applied. It is also
pertinent to point out that agreement reached by parties to a dispute are not
legally binding on the parties it have any force of law.
In the banking industry today, the National Union of Banks
Insurance and Financial Institution [NBIFI] represents and protects the
collective interest of all junior staff that exists. While the Association of
Senior Staff Banks Insurance and Financial Institutions [ASSBIFI] serves
interest of the senior staffs. The employers in the industry also have a body
serving their collective interest, which is the Nigerian Employers Association
of Banks Insurance and Allied Institute [NEABIAI].
It is against the various theoretical analyses that this
study is being carried out. The study is aimed at investigating the causes and
type of industrial conflicts and conflict management in the Banking industry
both for junior and senior staff taking the Union Bank of Nigerian Plc as a
case study.
1.2 STATEMENT OF THE PROBLEM
Modern employment is carried out under dynamic conditions
especially the Banking industry. Incidences of industrial conflicts, dispute,
strikes, lockouts etc. in industries have become so rampant that it has
generated much concern not only among employers of labour but also among
employees themselves and government. The magnitude of the problem which
incessant conflict generate to employers can best be understood when one
considers the attendant loss in productivity, reduced profits, suspicion,
damage to company's properties, lack of continuity of operation, lack of good
corporate image and identity, and in some cases eventually closure of
organisation. To the employees; conflicts results in poor interpersonal
relationships, loss of pay, termination and dismissal etc and lastly to the
government, industrial conflict not only has the potency of reducing taxes
payable to the government, it also causes social disorder and instability, mass
unemployment and rising costs of commodity there by making it difficult if not
impossible for government to fulfill its obligation to its citizens.
Formal indications, the industrial actors seem to be
unaware of the essence of industrial harmony as a contributory factor towards
high productivity, which enhances the nation's economy.
It is against this background or problems that this study
was conducted to investigate why industrial dispute are high in the banking
industry and also if there could be possible ways of finding lasting solutions
for minimizing and managing conflicts.
1.3 RESEARCH METHODOLOGY
A study on industrial conflicts and management in the
Banking Sector involves taking notices of the totality of the area under study.
In this regard, this study would involve the application of two methods, which
has being characterized into two processes, which are:
1.4 PRIMARY DATA
This consists of informal interviews and participant
observations, administering, collating and analyzing, which implies examine two
different views. The study being descriptive in nature will allow mostly the
use of informal interviews.
1.5 SECONDARY DATA
This other sources of information would include office
records such as flies, monthly and quarterly reports, journals, magazines,
union constitutions and handbook etc.
1.6 OBJECTIVES OF STUDY
The objectives of this study includes the following:
i. To set a value on the nature, causes and
types of industrial conflicts existing in Union Bank Nigeria Plc.
ii. To
appraise the nature of labour - management relations existing in the bank
iii. To find out and appraise the role of the
various trade unions in the management of industrial conflict.
iv. To appraise the effectiveness of conflict
settlement procedures in the banking sector
v. Lastly to evaluate the industrial relations
situation and make valuable recommendations for effective conflict management
in order to promote industrial peace.
1.7 LIMITATION OF THE STUDY
A major limitation to this research work will be
discouragement and uncooperative attitude of the workers. While a minor
constraint to this research would be that time factor given the necessity of
study and working on this project. In addition, the cost of printing
questionnaire and other production material during the present inflationary
trend in the economy is another constraint to this study. Nonetheless, the
entire research work will be completed within the mentioned constraints by the
special grace of God.
1.8 DEFINITION OF TERMS/RELEVANT CONCEPT
Generally the terms "Conflicts"
"Disputes", "Grievances, "Complaints",
"Strikes" and "Lockout" are widely used to described the
various actions or relationships and exist among the various parties in an
organisation. Though these terms are sometimes used interchangeably to mean the
same thing there exist subtle lines of distinction in some of the
terminologies.
The above however does not underscore the elements of
commonalties in the various terminologies, as they are all forms of
manifestation of disagreement.
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