CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE
STUDY
Industrial relations
constitute one of the most delicate and complex problems of the modern
industrial society. This phenomenon of a new complex industrial set-up is
directly attributable to the emergence of ‘Industrial Revolution”. The
pre-industrial revolution period was characterized by a simple process of manufacture,
small scale investment, local markets and small number of persons employed. All
this led to close proximity between the manager and the managed. Due to
personal and direct relationship between the employer and the employee it was
easier to secure cooperation of the latter. Any grievance or misunderstanding
on the part of either party could be promptly removed. Also, there was no
interference by the State in the economic activities of the people. Under such
a set-up industrial relations were simple, direct and personal. This situation
underwent a marked change with the advent of industrial revolution – size of
the business increased needing investment of enormous financial and human
resources, there emerged a new class of professional managers causing divorce
between ownership and management, and relations between the employer and the
employer became entranged and gradually antagonistic. This new set-up rendered
the old philosophy of industrial relation irrelevant and gave rise to complex,
indirect, and impersonal industrial relations.
Industry today is neither
viewed as a venture of employers alone nor profit if considered as its sole
objective. It is considered to be a venture based on purposeful cooperation
between management and labour in the process of production and maximum social
good is regarded as its ultimate end and both management and employees
contribute in their own way towards its success. Similarly, labour today is no
more an unorganized mass of ignorant works ready to obey without resentment or
protest the arbitrary and discretionary dictates of management. The management
has to deal with employees today nto as individuals but also as members of
organized social groups who are very much conscious about their rights and have
substantial bargaining strength. Hence, the objective of evolving and
maintaining sound industrial relations is not only to find our ways and means
to solve conflicts to resolve differences but also to secure the cooperation
among the employees in the conduct of industry.
But maintaining smooth
industrial relation is not an easy task. Almost all the industrialized
countries of he world fact the problem of establishing and maintaining good
management worker relationships in their industries. Each country has sought to
find our solution, depending upon its economic, social and political
environment. However, industrial conflict still arises and therefore
establishment and maintenance of satisfactory industrial relations forms an
important plank in the personnel policies of modern organization.
Meaning
In the broad sense, industrial relations cover
all such relationships that a business enterprise maintains with various
sections of the society such as workers, state, customers and public who come
into its contact.
In the narrow sense, it refers to all types of
relationships between employer and employees, trade union and management, works
and union and between workers and workers. It also includes all sorts of
relationships at both formal and informal levels in the organization.
The term ‘industrial relations’ has been
variously defined. J.T. Dunlop defines industrial relations as “the complex
interrelations among managers, workers and agencies of the governments”.
According to Dale Yoder “industrial relations is the process of management
dealing with one or more unions with a view to negotiate and subsequently
administer collective bargaining agreement or labour contract”.
In indusial relations,
therefore, one seeks to study how people get on together at their work, what
difficulties arise between them, how their relations including wages and
working conditions etc., are regulated. Industrial relations, thus, include
both ‘industrial relations’ and ‘collective relations’ as well as the role of
the state in regulating these relations. Such a relationship is therefore
complex and multidimensional resting on economic, social, psychological,
ethical, occupational, political and legal levels. There are mainly two set of
factors that determine the state of industrial relations – whether good or poor
in any country. The first set of factors, described as ‘institutional factors’
include type of labour legislation, policy of state relating to labour and
industry, extent and stage of development of trade unions and employers’ organizations
and the type of social institutions. The other set of factors, described as
‘economic factors’ include the nature of economic organization capitalist,
socialist technology, the sources of demand and supply in the labour market,
the nature and composition of labour force etc.
Distinction between human
relations and industrial relations
The term ‘human
relations’ lays stress upon the processes of inter-personal relationships among
individuals as well as the behavior of individuals as members of groups. The
term ‘industrial relations’ is used widely in industrial organizations and
refers to the relations between the employers and workers in an organization,
at any specified time.
Thus, while problem of
human relations are personal in character and are related to the behavior of
individuals where moral and social element predominate, the term ‘industrial
relations’ is comprehensive covering human relations and the relations between
the employers and workers in an organization as well as matters regulated by
law or by specific collective agreement arrived at between trade unions and the
management.
However, the concept of
‘industrial relations’ has undergone a considerable change since the objective
of evolving sound and healthy industrial relations today is not only to find
out ways and means to solve conflicts or resolve difference but also t secure
unreserved cooperation and goodwill to divert their interest and energies
toward constructive channel. The problems of industrial relations are
therefore, essentially problems that may be solved effectively only by
developing in conflicting social groups of an industrial undertaking, a sense
of mutual confidence, dependence and respect and at the same time encouraging
them to come closer to each other for removing misunderstanding if any, in a
peaceful atmosphere and fostering industrial pursuits for mutual benefits.
1.2 STATEMENT OF
PROBLEMS
Human beings have
insatiable needs and the urge to satisfy their needs creates problems in
business organization. In fact human beings with insatiable needs constitute
the workforce of an organization. It is important that problems that will
distract them at work are taken care to a reasonable degree before they go off.
Problems encountered at the work in any work environment could be either
economical, social or political.
It is difficult to
determine the extent of labour management relation as a tool for industrial
harmony in Nigeria.
This research work
therefore determined the degree of labour management as a tool for industry
harmony.
1.3 PURPOSE OF THE
STUDY
The purpose of the study
is to:
1. To identify the character of LMRs in
Union bank Nigeria Plc.
2. To determine whether the average
worker is empowered to bargain with the employer in Union bank
Nigeria Plc.
3. To ascertain workers response to
workplace exploitation in Union bank Nigeria Plc.
4. To determine the state of workers
participation in Union bank Nigeria Plc.
5. To examine the nature of the
relationship between the Human Resource Management and Trade
Unions in the Union bank Nigeria Plc.
6. To examine possible ways in which
LMRs can be stabilized in Union bank Nigeria Plc.
1.4 SIGNIFICANCE OF
THE STUDY
The finding of this study
shall be useful to organization in determine ways of solving problems of
industrial unrest in to create industrial harmony. The project shall also be
immense benefit to all prospective employees in business organization to
determine various ways through which they related with employees to ensure
industrial harmony.
The finding in this study
shall also be useful to business administration and managers in designing
effective strategies to ideal with their staff to ensure tranquil industrial
atmosphere.
1.5 DELIMITATION OF
STUDY
This study is delimited
to determined only labour management relations a tool for industrial harmony in
Nigeria Organization a study of Union Bank of Nigeria plc).
1.6 RESEARCH QUESTIONS
1. What is the character of labour
management relations in Union bank Nigeria Plc?
2. How empowered is the average worker
to bargain with the employer in Union bank Nigeria Plc?
3. What is the workers response to
workplace exploitation in Union bank Nigeria Plc?
4. What is the state of workers
participation in Union bank Nigeria Plc?
5. What is the nature of the
relationship between the Human Resource Management and Trade Unions
in Union bank Nigeria Plc?
6. In what ways can labour management
relations be stabilized in Union bank Nigeria Plc?
OPERATIONALIZATION OF
KEY CONCEPTS
Collective Bargaining - CB is the process of negotiation
between employers and workers on the terms and conditions of employment. It
involves the setting of terms and conditions of employment and the procedure
for resolving workplace conflicts (NLC, 2011).
Collective Agreement – This is the agreement reached by
both parties (the worker and the employer) or sometimes with the government
during collective bargaining and is binding on the parties.
Human Resource
Management – This is
an integral part of the entire management of an industry that interacts with
its workers, e.g. by providing training and development opportunities,
appraisal to find out
"http://www.thetimes100.co.uk"}). This
is an organization‟s team responsible for recruiting, managing, and directing
employees.
Industry – This can be defined as an
organized and coordinated economic activity concerned with the production, manufacture,
or construction of a particular product or range of products.
Industrial Relations – This is concerned with the
relationships which arise at and out of the workplace between labour and
management and their representatives. These relationships and processes are
influenced by the government and its agencies through policies, laws,
institutions and programmes, and by the broader political, social, economic, technological and cultural
characteristics of each country (Macdonald, 1997).
Job Insecurity – This is a worker‟s perception or
feeling of a potential threat to continuity in his or her current job
Labour – This refers to workers who come
together to offer and pool their skill and expertise towards the production of
goods and services in the industry in exchange for income or wage.
Labour Policy -This is the body of{HYPERLINK "http://en.wikipedia.org/wiki/Law" \o "Law"},
administrative
"http://en.wikipedia.org/wiki/Working_people"
\o "Working people"}and their organizations.
As such, it mediates many aspects of the relationship between{HYPERLINK
"http://en.wikipedia.org/wiki/Trade_unions" \o "Trade unions"}, employers and employees
(Labour Policy, 2011).
Management – Management as a group refers to
all those persons who perform the task of managing an enterprise. Management
assumes complete responsibility for organizing, planning, important decision
making, directing and motivating people in the workplace.
Picketing – This occurs when aggrieved workers
react and demonstrate in front of their workplace, thereby stalling production
or the rendering of services to the public. It is used by trade unions to stop
work in an organization that engages in anti-labour activities.
Poor Union Density – This refers to the low number of
workers enrolled as members of a trade union.
Workplace Exploitation – The act or process of denying
workers their basic right or taking undue
advantage of the vulnerable ones.
Workers Participation – This is a process by which
subordinate employees, either individually or collectively, become involved in
one or more aspects of organizational decision making within the enterprises in
which they work
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