ABSTRACT
It identifies the labour market
and other factor largely outside the control of the individual employers.
Industrial activities deals with success in the industrial relation is legally
based on the knowledge on employees expectation, knowledge of development else
where the current weakness and strengths of subject and negotiation on by the
management due to failure on trade union on negotiation called for concern and
this essence of the study. Its spread and increase view on population in
banking service in an industrial environment an emphasis is research work
strategically on first bank of Nigeria The methods of data collection
for this project are through: questionnaire, personal interview, observation
while the data collected were analyzed with the use of Chi-square in the
testing of hypothesis..
TABLE OF CONTENT
Title i
Certification ii
Dedication iii
Acknowledgement iv
Abstract v
Table of
contents vi
- vii
CHAPTER ONE
1.0 Background
of the study 1
1.1 Introduction
1
1.2 Statement
of the problem 2
1.3 Statement
of hypothesis 3
1.4 Objective
of the study 3
1.5 Significance
of the study 4
1.6 Delimitation
of the study 4
1.7 Limitation
of the study 4
1.8 Definition
of terms 5
CHAPTER TWO
2.0 Review
of related literature and conceptual framework 6
2.1 Review
of related literature 6
2.2 Forms
of negotiation / bargaining 6
2.3 Conceptual
definition of industrial conflict 12
2.4 Sources
of industrial conflict 13
2.5 Types
of industrial protest 16
2.6 Implication
of the strike 16
CHAPTER THREE
3.0 Methodology
and data analysis 20
3.1 Population
20
3.2 Sample
size 20
3.3 Collection
of data 20
3.4 Validation
of data collected 20
3.5 Design
of questionnaire 21
3.6 Administrating
questionnaire 21
3.7 Method
of analyzing data 21
3.8 Limitation
of data collection 21
CHAPTER FOUR
4.0 Data
presentation and analysis 22
4.1 Introduction
22
4.2 Presentation
and analysis of data 22
4.3 Testing
hypothesis 28
4.4 Summary
of findings 30
CHAPTER FIVE
5.0 Summary,
recommendation and conclusion 32
5.1 Summary
32
5.2 Conclusion
32
5.3 Recommendation 32
References
34
Appendix
35
CHAPTER ONE
1.0 BACKGROUND OF THE STUDY
Historical background first bank of Nigeria
for over a century has distinguished itself as a leading banking institution
and as major contributor to the economic advancement and development of Nigeria
Founded in 1894 by shipping magnate from Liverpool, Sir Alfred Jones, the
bank commenced operation as a small operation in the office of Elder Dempster
& company in Lagos.
The bank was incorporated as a limited liability company of March 31st
1994 with Head office in Liverpool, it started
business under the corporate name of the Bank of British West Africa (BBWA)
with a paid up capital of 12,000 pounds sterling after absorbing its
predecessor the African Banking Corporation with was established earlier in
1892.
To justify its West African coverage a branch was opened in Africa Gold Cost
(now Ghana) in 1896 and
another Freetown,
Sierra Leonean 1898, these marked the genesis of the bank international banking
operations. The second branch of the bank in Nigeria
was in the old Calabar in 1900 and two years later, services were extended in Northern Nigeria.
To satisfy the needs of its customers, first bank has diversified into a
wide range of banking activities and services include corporate, retail and
mortgage banking.
1.1 INTRODUCTION
The term industrial relations is used to express the nature of the
relationship between the employer and employee in an industry or an
organization where willing co – operation emanates from employee and the
management or the employer towards the achievement of organizational goal
exhibit the same positive attitude there is said to be good industrial
relations.
There are many causes which have led to poor industrial relations and
there are conditions which can generate good industrial relations which
are
A correct perspective of the industrial relation position is possible on
appreciation of the states of development through over a period of time to the
present moment, we often hear people praising the industrial relations
Situation in Japan it is important
to note that Japan has proved to be a country which has successfully adapted
western industrial and technology know how into its traditional attitude and
behaviour. It has there by created a unique powerful works place rarely found in
any part of the world.
The labour management relations in Japan are very harmonious and
productive which has led to excellence in all areas of their efforts.
The secret of this success lies in their informal human relations; Japan has
not blindly adopted the western method but has struck to its age long. Social
system customs and tradition. Although there are strikes, demonstration
processions and so. On such as generally few and for between, for example of an
average strike in Japan
could be less than half a day or a maximum of three days.
The concept of total quality management and quality of work like as well
as emphasis on training and re – training rather than indiscriminate hiring and
tiring and held in high esteem by the employers despite the global recession.
Three major factors could be attributed to the success of industrial
relations in Japan.
Harmony between management and labour the obedient attitude of workers
towards employer and a good co-operative trade union management.
Trade union do not consider management as enemies but rather as partners
aiming at a uniform goal
The basic success there are lies is not confrontational but co –
operating with management whole – heatedly as they believe that their prosperity
lies in their company’s growth and survival. The above scenario can become a
reality in Nigeria
if the trade union and management could change and explore opportunities
offered particularly by collective bargaining.
The age of banking in Nigeria and the anticipated dynamism of the 21st
century is being exercised by the human machine, but how much the banking
machine but how much the banking sector has committed into the innovation of
the work force for better productivity through the use of the instrument of
collective bargaining/agreement is the basis for this study.
The whole object of human resource management is to secure from employees
maximum performance in term of predetermined objective (Dale 1972) described
commitment as the syndrome of attitudes understanding and dealing that identify
the term dedicated participant.
In his view, each manager seeks to develop and maintain moral which he
described as “evident committed” that is inhibiting the behavioral symbol and
symptoms of personal commitment it is form this stand point that the effect of
collective bargaining which is supposed to be the labours common voice will be
considered either as enhancing or reducing labour performance and consequently
productivity.
1.2 STATEMENT
OF THE PROBLEM
As time change the dominant issue in collective bargaining have tendered
to change, globalization as well as concepts of total quality management has
replaced the issue of union recognition with the advent of mechanization and
automation job security and supplementary employee benefits have assumed
greater importance.
Among the current issue of significance are the followings:
i.
Appropriate subject for bargaining
ii.
Productivity bargaining
iii.
Concessionaire bargaining
iv.
Public employee bargaining
v.
Coalition bargaining
In view of the complexity of the bargaining structures coupled with an
unfavourable environment. How does one therefore get commitment form an
individual employee in the banking sectors achieving organization rate than the
individual employee is more concerned.
Human being have certain needs craving and satisfaction on the job, how
can the personnel policies be directed towards satisfying such need more
particularly integrating satisfaction of these needs with achievement of
organizational goals.
What are the difference patterns and philosophies of management and their
implication with regard to individual effectiveness?
What roles can productivity bargaining play in the present disposition of
the banking sector?
1.3 STATEMENT
OF HYPOTHESIS
Hypothesis one
Ho: Industrial conflict increase the
output of the bank
Hi: Industrial conflict decrease the
output of the bank
Hypothesis two
Ho: There is no benefit derive from
industrial conflict within the banking services
Hi: Is benefit derive from industrial
conflict within the banking services
1.4 OBJECTIVE
OF THE STUDY
Despite the fact that influence of trade union nationally and the
propensity of employees to join trade union are much influenced by the attitude
of the government.
The state labour market and other factors largely outside the control of
the individual employers has remained an important activity.
Success in industrial relations is largely based on knowledge of the
union with whom management does business or is likely to do business, knowledge
or employees expectation knowledge of the company weakness and strengths
knowledge of the subject being negotiated both on the management and the union
sides but recent failure of trade union of negotiating has called for concern
and this is the essence of the study.
The big question is has collective bargaining outlined its usefulness in
the banking sector if so what next, if not what has been responsible for the
failures and finally will the introduction of productivity bargaining minimize
the inadequacies of collective bargaining
1.5 SIGNIFICANCE
OF THE STUDY
This study attempts to highlight the following:
-
The role of trade union leaders in the failure of
collective bargaining in achieving the desired result in the banking
sector
-
The use of collective agreement as an instrument of
manpower by the banking industry management
-
The importance of collective agreement in the
motivation work force for higher productivity or otherwise
The practicability of productivity bargaining option in curbing the
excess of management.
1.6 DELIMITATION
OF THE STUDY
The study specifically covers unionized banks particularly those that
have been using collective agreement based on union management negotiation.
It is however important as a result of the reluctance of
management/information that most of the information to be used will be based on
responses from the questionnaires to be administrated, although there are many
banks in Nigeria as a result of population size, time, distance and manpower
resources, this study has been delimited to first bank of Nigeria plc
1.7 LIMITATION
OF THE STUDY
The following limitation is acknowledged as great constraints to be
study:
a.
Financial
constraints: This deals with the situation of economic of a country with
the ever increasing of capitation carried out the research
It is very hard to carried out project research to satisfaction of the
study in due to the cost incurred during the research
b.
Time factor:
There was no adequate time for the researchers to carry out effective and
efficient work on the project topic or research work.
1.8 DEFINITION
OF TERMS
a. Management: This is the come of the
human effort in carried out personnel function of manpower and planning and
resource, recruitment, development and control labour turnover.
b. Objective:
This one role in achieve goals work in the organization
c. Corporate
appraisals: Are part of a complex process where by organization set role
and objective for them to plan to meet them in a systematic way
D Planning is deciding what
to do and how to do it by organizing for adequate work been done.
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