COLLECTIVE BARGAINING AND INDUSTRIAL PEACE
CHAPTER ONE
1.0 INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Collective Bargaining has come to be recognized as one of the major column of industrial relations especial in the process of industrial democracy.
It plays an vital part in creating and sustaining industrial peace through early recognition of emergent areas of conflict and taking steps to remove them through dialogue and accord.
But the machinery of collective bargaining is often maltreat through non-adherence to the basic principles that guide the practice of collective bargaining.
Before going into Additional details, it might be proper to define collective bargaining in the context of this research work.
Collective bargaining has been defined as negotiations about work conditions and terms of employment between an employer, a group of employers organizations and one or more representative works organization with a view to rack an Accord. From the above definition, it would be seen that collective bargaining aims primarily at brining both parties in a working relationship together for the intention of reaching accords on their mutual relationship. In most cases, collective bargaining has been sight only as an indispensable tool for wage increases.
Even though ages characteristic conspicuous in collective accords, collective bargaining is necessary of the corporate survival of organization for it is supposed to deal with virtually all problems that might affect development of the organization.
Union produce security of employment for their members through collective bargaining or accord. They maintain and if possible raise wage levels of their members through collective bargaining with individual employers and the federation.
They play an vital part in controlling the problems of work provided the legal assistance for their members and also anxious with education and training political propaganda. It is equally indispensable to note that the stronger the union the stronger the union the stronger their bargaining strength and the more money they are likely to win for their members.
1.2 STATEMENT OF THE PROBLEM
There have been strike actions over the years in Nigeria, more especially during the civilian regime resulting in lose of labour time and low level of productivity. The Nigeria union of railway in October 1986 went on strike action and had to their destinations by 12.00 mid might keeping their passengers stranded. Due to poor relationship between the top management and the operatives, many organizations have not been able to enjoy industrial peaces for a length of time.
In Nigeria, workers are not well provided with good working problems and when profits are made the workers are not adequately provided for.
Hence workers have held the opinion that their services are exploited.
An coverage Nigerian workers is a person who came to work lake and go home early because he still regards his kind of jobs as the white mains job. In contrast a Nigerian centerpieces is as hard hearted as shylock. He has an insatiable tendency towards profit, which he does not honestly declare to the inland Reveres and would like to pay no wages to the workers if he can avoid it. Lack of communication between the employers and the employees seriously affects industrial relations in the country.
1.3 PURPOSE OF THE STUDY
The researcher intends to find out how effectively collectives bargaining has been working in various organization in the country with particular reference to the Nigeria Railway corporation,
Eastern Division – Enugu as a case study. It is the object of this researcher to substantiate whether the procedure for negotiations and settling trade Debate in Nigeria consequently followed and deviations, recommendations will be made.
This research is also conducted in partial fulfillment of the award of National Diploma (ND) in public Administration of the institute of management and technology, IMT, Enugu.
1.4 IMPORTANT/SIGNIFICANT OF THE STUDY
The signification of this study cannot be over emphasized especially in an organization, which requires industrial accord for management. Employee’s relationship and high productivity. He study help to meet up with the selective harmony reached at the bargaining table and the management on the other hand so as to dodge slow downs, strike, etc, in order to maintain industrial accord.
1.6 HYPOTHESIS
1. HO : Effective collective bargaining does not lead to industrial peace.
HI : Effective collective bargaining leads to industrial peace.
2. HO : Effective communication between management and employees does not lead to industrial peace.
HI : Effective communication between management and employees leads to industrial peace.
1.7 DEFINITION OF TERMS
1. Industrial Relation: This is the relationship between the employers or management and employees, as individuals or as a group; between supervisor and the worker (s) and between worker and his trade union.
2. Trade – Union: This is a continuous association of wages earners for the purpose of maintaining or supervising the conditions of their working lives.
3. NECA: This means Nigerian employers consultative Associations.
4. Dispute: This is the difference between employees or between employers an
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