CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE
STUDY
Nigerian
Labour Law defines the INDUSTRIAL UNION any combination whether temporary or
permanent, the principal objectives of which under its constitution are the
regulation of the relations between workmen and workmen or between masters and
masters or the imposing of restrictive condition on the conduct of any trade or
business and the provision of benefit to members (cited
in Fajana, 1995: 132).
This definition would be seen to
incorporate a large variety of organizations and groups under industrial union.
Another definition of the concept regards it as, an association of wage or
salary earners formed with the object of safe guarding and improving the wage and employment conditions of its members and
to raise members’ social status and standards of living in the community
(Fajana, 2000).
The preceding definition emphasizes
on the purchase of labour power as a factor of production. Industrial
union is
here differentiated from other organizations or associations by the
emphasis on
the pursuit of better improved condition of service for members.
Sidney and Beatrice Webb (1920)
offer the following definitions of industrial union: A continuous
association of wage earners for the purpose of maintaining or improving
the
condition of their working lives.
This definition emphasizes the
dynamic essence of industrial union being a continuous association of
wage
earners. However, it may be seen as to narrow since industrial unions
are not
merely concerned with the improvement of working condition.
Beanc (1985) maintained that
industrial union is best described as institutional representation of workers
interest both within the labour movement
and in wider society and they accentuate the collective rather than the
individual power resources of employers.
The radical school of thought gives
a contrasting definition of the concept. Industrial union is defined as the conveyor belt of the workers
desire to put an end to wage slavery and
radically transform the society (Hyman, 1971).
This definition conceives industrial
union as representing the means of actualizing the impeding working class revolution which in the Marxian thought is
inevitable in every capitalist society.
The various definitions provided
here reflect on the role of industrial union in the society which include among
others
- checking the excesses of employers;
- forum for actualizing the revolutionary potential of labour;
- defend members’
interest against management action or misdeeds;
- resistance
against capitalist domination;
- providing an
opportunity for workers to be equal partners to management;
- providing
workers with a measure of collective strength;
-
vehicle of revolutionary social change.
Many questions have been asked as to
the role of industrial unions.
A number of such roles can be identified. First,
is to improve the bargaining strength of
the workers vis a vis the employer. This is achievable through regular
consultation with the employer and management on issues relating to the terms
of employment and general working condition of the workers.
Secondly, is to
protect workers from humiliating job especially with regards to the treatment
of workers by the management. Industrial unions achieve this goal through
rising to the defense of the workers whenever management policy tends to
degrade their condition.
Thirdly, the union provide collective identity to workers
while at the same time representing a
forum of collective bargaining for workers.
Fourthly, industrial union act to influence government on
programmes concerning workers. As workers representatives, industrial union
becomes a virile pressure group in advancing the interests of members both
within the workplace and in the larger society.
Lastly,
industrial union perform social objective in cooperating with other elements
the society in promoting social and
economic development and advancement of the community.
The research therefore seek to evaluate the role of
industrial union in managing employee grievances
1.2 STATEMENT
OF THE PROBLEM
A conducive and harmonious work place
environment is the bedrock of employee productivity and organizational
progress. However achieving this is the responsibility of both the employer and
the employee. Recent trends shows that industrial conflict between management
and the employee is a recurring phenomenon arising from a number of factors of employee
grievance not addressed by the management
the most common types of employee and
workplace grievances include Pay and
Benefits: This is the most common area of employee complaints and
grievances. These grievances may involve the amount and qualifications for pay
increases, pay equity for comparable work within the organization, and the cost
and coverage of benefit programs. Workloads:
Heavy workloads are a common employee and workplace grievance. If you work for a
company that is going through lean times, you may have been asked to take on
more work without a pay increase. Perhaps your employer decides not to fill a
vacant position and instead assigns additional work to you and your colleagues.
Such situations lead to employee frustration and dissatisfaction.
Work Conditions: A safe and clean work
environment is crucial to employee satisfaction and motivation. Extensive state
and federal regulations protect worker health and safety. Employees who believe
a company is not following applicable regulations and guidelines may decide to
file a grievance. Union and Management
Relations: When unions represent employees, both the union and
management must avoid unfair labor
practices. These illegal acts involve threatening or coercive behavior
by either party designed to obtain an employee's loyalty or cooperation. The National Labor Relations Act specifies
unlawful activities for employers and unions. For example, employers cannot
threaten employees with termination if they vote for a union. Employees may
file grievances when they experience unfair labor practices. Businesses need
effective policies and procedures to resolve
the different types of employee grievances. Some employees will use grievance
procedures just to express frustration, while others will file a grievance to
influence future contract negotiations or protest unlawful practices. In all
cases, managers should strive for the most effective possible resolution. The
role of the union is imperative in providing effective representation for the
worker in addressing issues with management through collective bargaining for
improved worker condition. Therefore the problem confronting this research is
to determine the role of industrial union in managing employee grievances in
the organization
1.3 RESEARCH
QUESTIONS
1. What is the nature of employee grievance
2.
What is the nature of industrial
union
3. What is the role of industrial union
in managing employee grievances in the organisation
4. What is the nature of the role of
industrial union in managing employee grievances
In the Abia state civil service
1.4 OBJECTIVES OF THE STUDY
1. To determine the nature of employee grievances
2. To determine the causes and effect of employee grievances
3. To determine the nature and role of industrial union in
managing employee grievance
4. To determine the nature and role of industrial union in
managing employee grievance in the Abia state civil service
1.5 SIGNIFICANCE
OF THE STUDY
The research shall profer a structural
appraisal of the role of industrial union in managing
Employee grievance in the organization
It shall serve as a veritable source of
information to managers, union leaders and other professional in industrial
relation.
1.6 STATEMENT
OF HYPOTHESIS
1 Ho Employee grievance in Abia state civil service is low
Hi
Employee grievance in Abia state
civil service is high
2 Ho Employee grievance is not given
significant attention in Abia State Civil service
Hi Employee grievance is given significant
attention in Abia state civil service
3 Ho The role of industrial union is not effective in handling employee
grievance in Abia State
Civil
Service.
Hi
The role of industrial union is effective in handling employee grievance
in Abia State Civil service.
1.7 SCOPE
OF THE STUDY
The research focuses on the appraisal of the role of industrial union in managing
employee grievance in the organization with a case study of the Abia state
civil service.
1.8 DEFINITION
OF TERMS
INDUSTRIAL UNION DEFINED: An
association of wage or salary earners formed with the object of safe guarding
and improving the wage and employment conditions of its members and to raise
members’ social status and standards of living in the community (Fajana, 2000).
EMPLOYEE
GRIEVANCE DEFINED
What
can employees do when they are dissatisfied with the terms or conditions of
their employment? Have you ever worked for an employer who you believed did not
meet the terms of your employment
contract? Perhaps you were not fully compensated for your work or you
experienced unsafe work conditions. In this situation you may wish to file a
formal complaint against your employer. This is known as an employee grievance.
WILDCAT
STRIKE: This
form of strike is in violation of contract and not authorized by the union
because no reason or notice is given to employer before embarking on it.
SIT-DOWN STRIKE: This is type of strike
involve workers being present at work but literally not working.
CONSTITUTIONAL STRIKE: This refers to actions
that conform to the due procedure of the collective agreement. The agreement
usually specifies the time and the procedure for conducting a strike by the
workers.
UNCONSTITUTIONAL STRIKES: This is a strike action
that does not conform to the provisions of the collective agreements or the
relevant public policies.
UNOFFICIAL STRIKE: This type of strike is
usually unauthorized by the union leadership. This happens because the
memberships have lost confidence in the leaders and are therefore willing to
exert direct pressure on the employer without the authorization of leaders.
OFFICIAL STRIKE: These are strikes that are
usually authorized by the leadership of the union.
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relations in selected
industries in Oyo State, Nigeria. Ph.D Thesis. Dept. of Adult
Education, University of
Ibadan, Oyo, Nigeria.
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Akanji, T. A. (2005).
Perspective on workplace conflict management and new
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Akanji, R. B. (2010). Peace
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