AN EVALUATION OF THE ROLE OF INDUSTRIAL UNION IN MANAGING EMPLOYEE GRIEVANCES IN THE ORGANISATION

Format: MS WORD  |  Chapter: 1-5  |  Pages: 80  |  744 Users found this project useful  |  Price ₦3,000

GET THE COMPLETE PROJECT

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.                                  

REFERENCES  
Ajala, E. M. (2003). The influence of peace education on labour-management relations in selected industries in Oyo State, Nigeria. Ph.D Thesis. Dept. of Adult Education, University of Ibadan, Oyo, Nigeria. 17
Akanji, T. A. (2005). Perspective on workplace conflict management and new approaches for the twenty-first century. In I. O. Albert (eds.). Perspectives on peace and conflict in Africa. Ibadan: John Archers Publishers Ltd.
Akanji, R. B. (2010). Peace education as a tool for effective conflict management in Nigerian work organisations.The Journal of International Social Research.Vol.

GET THE COMPLETE PROJECT

Not What You Are Looking For?



For QUICK Help Call Us Now!

+234 813 292 6373


Here's what our amazing customers are saying

JONNAH EHIS
Ajayi Crowther University, Oyo
I was scared at first when I saw your website but I decided to risk my last 3k and surprisingly I got my complete project in my email box instantly. This is so nice!!!
Excellent
MATTHEW NGBEDE
Ahmadu Bello University
I wish I knew you guys when I wrote my first degree project, it took so much time and effort then. Now, with just a click of a button, I got my complete project in less than 15 minutes. You guys are too amazing!
Excellent
Temitayo Ayodele
Obafemi Awolowo University
My friend told me about iprojectmaster website, I doubted her until I saw her download her full project instantly, I tried mine too and got it instantly, right now, am telling everyone in my school about iprojectmaster.com, no one has to suffer any more writing their project. Thank you for making life easy for me and my fellow students... Keep up the good work
Very Good
Stancy M
Abia State University, Uturu
I did not see my project topic on your website so I decided to call your customer care number, the attention I got was epic! I got help from the beginning to the end of my project in just 3 days, they even taught me how to defend my project and I got a 'B' at the end. Thank you so much iprojectmaster, infact, I owe my graduating well today to you guys...
Excellent
Ibrahim Muhammad Muhammad
Usmanu danfodiyo university, sokoto
It's a site that give researcher student's to gain access work,easier,affordable and understandable. I appreciate the iproject master teams for making my project work fast and available .I will surely,recommend this site to my friends.thanks a lot..!
Excellent
Dau Mohammed Kabiru
Kaduna State College of Education Gidan Waya
This is my first time..Your service is superb. But because I was pressed for time, I became jittery when I did not receive feedbackd. I will do more business with you and I will recommend you to my friends. Thank you.
Very Good
Joseph M. Yohanna
Thanks a lot, am really grateful and will surely tell my friends about your website.
Excellent
Merry From BSU
I am now a graduate because of iprojectmaster.com, God Bless you guys for me.
Excellent
Samuel From Ajayi Crowther University
You guys just made life easier for students. Thanks alot iprojectmaster.com
Excellent
Musa From Ahmadu Bello University
Thank you iprojectmaster for saving my life, please keep it up and may God continue to bless you people.
Excellent

HOW TO GET YOUR COMPLETE PROJECT INSTANTLY

  • Select 3 Project Topics of your choice from your Department.
  • Submit the 3 topics to your Supervisor for Approval.
  • Call Our Instant Help Desk on 0813-292-6373 and Get Your Complete Project Material Instantly.
  • All project materials on this website are well researched by professionals with high level of professionalism.

FREQUENTLY ASKED QUESTIONS

How do i choose a Project Topic?

Look for your department and select any topic of your choice

I have a fresh topic that is not on your website. How do I go about it?

How fast can i get a complete project from your website?

Within 15 minutes if the exact project topic is on our website

Is it a complete research project or just materials?

It is a Complete Research Project i.e Chapters 1-5, Abstract, Table of Contents, Full References, Questionnaires / Secondary Data

One of your topics suites my project, but the case study is different. What do i do?

Call Our Instant Help Desk Now: (+234) 813-292-6373 and you will be responded to immediately

How do i get my complete project?

Your Complete Project Material will be sent to your Email Address in Ms Word document format

Can I get my Complete Project through WhatsApp?

Yes! We can send your Complete Research Project to your WhatsApp Number

What if my Project Supervisor made some changes to a topic i picked from your website?

Call Our Instant Help Desk Now: (+234) 813-292-6373 and you will be responded to immediately

Do you assist students with Assignment and Project Proposal?

Yes! Call Our Instant Help Desk Now: (+234) 813-292-6373 and you will be responded to immediately

What if i do not have any project topic idea at all?

Smiles! We've Got You Covered. Chat with us on WhatsApp Now to Get Instant Help: (+234) 813-292-6373

How can i trust this site?

We are well aware of fraudulent activities that have been happening on the internet. It is regrettable, but hopefully declining. However, we wish to reinstate to our esteemed clients that we are genuine and duly registered with the Corporate Affairs Commission as "PRIMEDGE TECHNOLOGY". This site runs on Secure Sockets Layer (SSL), therefore all transactions on this site are HIGHLY secure and safe!