Strike Action And Its Effectiveness In Achieving Union Aims (A Case Study Of Nigerian Union Of Teachers) A Project Work Presented

Description

ABSTRACT

This project work deals with the strike action and its effectiveness in achieving union aims (A case study of Nigerian union of Teachers).  The unsuited in an all times record of cost working hours, unprecedented spate of strike.

The study is focused on the following issues:

1. To identify the causes of trade dispute
2. To find out if strike is the major tools for achieving union aims
3. And the effectiveness of strike action in achieving unions aims

This project also discussed the early stages and development of trade unions, legal provisions on union versus employers and the evaluation of strike as one of the tools of trade union in achieving their aims from management.

Furthermore, the political, social and economic implications of strike and the various strikes embarked upon by NUT were also discussed.

The third chapter covers the design of the study, population selection and sample size determination.  Also are the questionnaires design, research procedure and the method of treatment of data.

The data collected were presented and analyzed in chapter four in analysis, the secondary data were analyzed first using the chi-square method.  This was followed by the testing of the hypothesis.

The following findings were discovered in the study.

1. The most frequent causes of strike is grievances relating to seniority, promotion and training problems.
2. Strike action is highly effective in a unionized group
3. The most effective weapon the unions uses in achieving its aims is joint consultation
4. The major draw back of strike is that of cooperation among members.

Finally, based on the finding, the following conclusions, and recommendations were made.

1. The management should try to reduce the air of dispute arising in the form by trying to avert the caused of dispute which are likely to occur.
2. More effort should be made to integrate the whole members of the plant into the union and make them recognize the need of collective bargaining.
3. Joint consultation should be reasserted to when disputed arises and where a strike is inevitable, the necessary steps of resolving it must be met.

TABLE OF CONTENTS

Title page                                                                                          ii

Approval page                                                                                  iii

Dedication                                                                                         iv

Acknowledgement                                                                                      v

Abstract                                                                                            vi

Table of content                                                                                viii

CHAPTER ONE:

          Introduction                                                                                      1

• Background of the study 1
• Statement of the problem 2
• Purpose of the study 3
• Research questions 4
• Research hypothesis 8
• Significance of the study 5
• Scope of the study 4
• Definition of term 7

Reference                                                                                 10

CHAPTER TWO:

Review of Related Literature                                                             11

• The history and development of trade unionism in nigeria 14
• Functions and objectives of trade union 14
• Legal provisions of unions vs employers 16
• Evaluation of strike as one of the test of trade union 18
• Settlement of strike and legal provisions 20
• The political, social and economic implication of strike 23
• Strikes embarked upon by Nigerian union of teachers 24

References                                                                               26

CHAPTER THREE

3.0     Design of the study                                                                 27

3.1     Area of the study                                                                     28

3.2     Population of the study                                                           28

3.3     Sample and sampling technique                                                        28

3.4     Instrument for data collection                                                 30

3.5     Validation of the instrument                                                   30

3.6     Method of Data Collection                                                      31

3.7     Method of data analysis                                                          32

3.8     Reliability of the instrument

Questionnaire distribution and retrival

References

 

          CHAPTER FOUR

4.1     Presentation and analysis of data                                            33

4.2     Testing of hypothesis                                                              48

Summary of result

References

CHAPTER FIVE

• Discussion, recommendation and conclusion 54

5.1     Discussion of result finding                                                     54

• Implication of the research finding 55
• Recommendation 56

5.4     Conclusion

Bibliography                                                                           57

Appendices                                                                             58

S/NO                    LIST OF TABLE

Table 4.1              Sex distribution of respondents

Table 4.2              marital status distribution

Table 4.3              most of becoming a member

Table 4.4              years of experience

Table 4.5              The most benefit derive by member

Table 4.6              The causes of strike action

Table 4.7              achieving aims in non unwised group

Table 4.8              What are the effective means of achieving union aims?

Table 4.9              Does strike action arise from unsettled grievance?

Table 4.10            Has strike action helped in achieving union aims

Table 4.11            Draw backs of strike

Table 4.12            What is the effective way of setting a strike action?

Table 4.13            What the effects of strike action?

Table 4.14            Who are the victims of strike action?

Table 4.15            Is trade disputes and industrial unrest caused as a result of unsettled grievances?

Table 4.16            is strike action the only effective mean of achieving union objective?

Table 4.17            Is the poor condition of services the cause of strike action?

Table 4.18            Does strike have any impact on young union members?

Table 4.19            Can you eradicate conflict between governmenr and union member?

Table 4.20            Has the government been trying to stop dispute and grievance?

CHAPTER ONE

INTRODUCTION

• BACKGROUND OF THE STUDY

Trade disputes (emergency provisions) decree, 1968 defined strike as meaning the cessation of work by a body of persons employed action in combination, or a concerted refusal or a refusal under a common understanding of any number of persons employed to continue to work for an employer in consequence of a dispute, done as a means of compelling their employer to accept or not to accept term of employment and physical conditions of work.

Therefore, strike is one word that is thorn in the flesh of management.  Each time the organized labour embarked on any strike, substantial output is lost.  For instance, during the first general strike of 1949 and 1993 (Asu strike) when the government disagreed with civil servants on wags and allowance, about 30 working days were lost.  Output dropped substantially as a result government had to increase or enhanced their welfare packages in a bid to resolve the crisis.

Notably between 1980, 1982, 1993 and 2000 general strike respectively there was a spate of industrial and disputes and work stoppage in the country resulting in a large loss in man-hours and productivity.  This spate of industrial unrest was evidently a result of lack of adequate attention to the human factor in the running of the business organization.  This relegation of the human factor to the background by the management has been a serious but a latent causes of increased strike action with its resultant consequences.  It is therefore the purpose of this work to probe into this and acquaint the management with tools for combating this hydra-headed monster.

 

• STATEMENT OF PROBLEM\

The unstable industrial relation climate in Nigeria, within the last decade has resulted in an all time record of lost working hours, unprecedented spate of disputes and an unmatched number of work stoppages as a result of strike.

In the 1945 general strike action, Nigerian lost 45 working days, similarly, in the first six months of 1982, it was also a total of 4,598,855 man hours because of strike actions embarked upon by the workers.

This represented a 42% increase in the earlier ones during the first half of 1981 one is even more than 100% higher than the 2,244,984 man-hours.  Besides these alarming strike occurrences, there are many others in the hundred not officially reported.  It is against this background that this research effort is consummated with the definite mission of providing answers to the following questions.

1. Is strike the only effective means of achieving union aims?
2. If strike occurs, what are the procedures for setting them?
3. Are such trade disputes and industrial unrest as a result of unsettled grievance?

 

• PURPOSE OF THE STUDY

The purpose of the study is to probe into the effectiveness of strike action as a means of achieving union aims from management.  The study is based on a case study of the Nigeria Union of Teachers (NUT) Enugu State.

Specifically, the study is focused on the following issues.

1. To identify the causes of trade disputes
2. To find out the tools for achieving union demand from government
3. To identify the effectiveness of strike action in achieving union aims measured against the regular occurrence of strike actions.

 

• RESEARCH QUESTION

The interest of this study is restricted in finding out how strike action and its effectiveness in achieving union aims.

Therefore, in order to carry out and achieve this study, the following research questions will enable the researcher to arrive at a reliable and valid conclusion.

• Are living wage/compensation etc the causes of trade disputes?
• What are the tools for achieving union demand from government?
• Has your union been involved in any strike actions arising out of unsettled grievances?
• Is strike actions the only effective means of achieving unions objectives?

 

• RESEARCH HYPOTHESIS

The hypothesis for this research was derived from the literature reviewed by the researcher, that is books, journals and the publications.

These hypothesis have been put forward tentatively for the purpose of developing evidence for or against the preposition in question.  These posited hypotheses suggest the direction in which the facts seem to be appropriate to the problem and organized them into meaningful aggregates so that they can be analyzed and interpreted.  Hence the following hypothesis.

Ho:    Trade disputes and industrial unrest are not as a result of unsettled grievances.

Hi:     Trade disputes and industrial unrest are as a result of unsettled grievances.

Ho:    Strike actions are not the only effective means of achieving union objectives.

Hi:     Strike actions are the only effective means of achieving union objectives.

Ho:    Poor conditions of services does not correlations with strike action.

Hi:     Poor conditions of services have correlations with strike action.

• SIGNIFICANT OF THE STUDY

This study is intended to help union members of any established organization toward realizing the importance of well organized strike action that will bring about growth on the organization.  It will also help government ministries and parastatals towards solving employee grievances and strike action.

Teachers in particular will gain immensely from this work as Nigerian Union of Teachers was used as the case study.  It will help them to know their legitimate right as employees and how to institute strike action as a tool of compelling government to implement certain welfare packages that will boost their moral toward work.

• SCOPE OF THE STUDY

The scope of this stud is very wide if it has to be carried out in all the Nigerian Union of Teachers (NUT) chapters in Nigeria.  The study is united, based on the fact that there is no time and material resources to see to the whole nation.  This study is limited to (Enugu) and the findings may not reflect to situation in the whole country.  These findings may not be valid for the whole chapters in Nigeria, but by and large, what happens in Enugu chapter can be said to apply to other chapters.

• DEFINITION OF TERMS

STRIKE ACTION

This is a measure taken by employees to persuade management towards agreeing to their demands.

 

UNION

Joining or being joined together by a group for the purpose of interchanging interests toward mutual advantage.  Associations formed by coming together of persons or groups.

DISPUTE

The object of debate or argument between workers union and the management.

GRIEVANCE PROCEDURE

This is a step approach of resolving real or imagine cause for complaint or protest.  This can exist in either individual or collective procedure.

SALARY

A fiscal regular payment, usually made every week, monthly or annually to employees doing especially professional or office work.

REFERENCES

 Anugwom, G. (2002) Industrial Relations Nigeria.  Issues, theories

and practice, Enugu: Computer Edge Publishers.

Asuu and the Nigeria Government by Murtala Bala Habu, III,

Cleveland, TN, USA, murtalahabu@lycos.com.

CHAPTER TWO

REVIEW OF RELATED LITERATURE

• THE HISTORY AND DEVELOPMENT OF TRADE UNIONISM IN NIGERIA

Trade unions generally emerge from the effort of workers to seek an improvement of existing conditions through collective action.  The conditions may relate to wages, hours of works, and other condition of employment.

According to Dr. T. M. Yesufu is of opinion that “the union was thus not formed by a group of dissatisfied workers, who wanted a platform from which to fight for amelioration of grievances or for the improvement of specific conditions of employment.

Paid employment gained momentum after 1830, when Richard Lander and his brother John solved the mystery of the River Nigeria, and dr. K. O. Dike in his book “Trade and Policies in the Niger Delta 1835 – 1885, “said that wage employment started with the activities of the early European explorers, who needed guides and carries for their exploits.

The first strike which was led by a young apprentice turner, Michael Alhokhmian Ominuo Imoudu and a native staff union which metamorphosis into the railway workers and the strike was as a result to introduce the hourly wages in the company.

However, once trade unionism started to grow in Nigeria, the British government made sure that its development was in the right direction.  By 1938 the trade union ordinance was passed.  This means the existence of trade unionism laid down the mode of registration of trade unions, and prescribed the right and obligation of unions in the employer – employees’ relation.

According to Ukandi G. Damachi E. T all in their book “Industrial relations in Africa”.  They said that rapid growth of trade unions has been attributed to many factors among which the recognition of trade unions by the ordinances, the economic effect of the second world war, the grant of a last of living allowance (COLA), the general strike of 1945, the quest for independence by some nationalist, the Enugu Starting of 1949, and the infamous government order, the general defence regulation of 1942 which outlawed strikes and lockout during the war period.

Consequently with the timely collaboration of the nationalist (political) leaders and some concerned union activities the Trade Union Congress (TUC) was formed on 31 July 1943, and the congress was immediately recognized by the government.

Unfortunately, it existed for only five years.  By 1948, the congress book into two factions.  Nobody is too sure what led to this break but there was rivalry for leadership and differences in ideologies.  As a result of this break a new organization”.  The Nigerian Natured Federal of Labour (NNFL) emerged in 1949.  By 1953 NNFL broke up and gave way to all Nigeria Trade Unions Federation (ANTUF).

ANTUF also broke up because of rivalry and political reasons and gave way to Nigeria NCTUN in 1957.

This was the trend on attempts to form a central labour movement took till 1976 when the military government passed a special (decree N844 of 1976) which appoints an administrator to re-organize the trade union structure of Nigeria and among other things the take all the necessary steps to effect the formation of a single labour organization to which all trade unions effective central labour organization failed to emerge, so a decree was passed to impose the Nigeria labour congress (NLC) as the only central labour organization in Nigeria.

 

• FUNCTIONS AND OBJECTIVES OF TRADE UNION

According to T. M. Yesufu in his book, the dynamics of industrial relations the Nigerian experience, said that within the general context of its objectives as implied in the definition above, a trade union perforce a number of specific function which can be classified as economic political, educational and social.

 

(i)      ECONOMIC FUNCTION

The trade union is primarily concerned with the protection of the terms and conditions of employment of their members.  In pursuance of this, they get the statistics of general inflationary trend in the economy together with the cost of living indices and use them to compare with the trend before the price rise and demand for adequate wages to cushion to effect of such rise.

 

(b)     POLITICAL FUNCTION

Trade Unions form parties like the present labour party in Britain to promote the interest of labour.

In Nigeria the working class as a group has never succeeded in forming a viable labour party, but the major parties have always been conscious of the immense political potential of workers and have usually tended to woo their officials, adopting some as candidates at parliamentary and local elections.

(c)      EDUCATIONAL FUNCTION

The educational function of the trade union is effected at varying levels the annual, district and local conferences provides opportunity for the rank and file to learn of the state of industrial relations generally, as well as the specific problems of wages, the conditions of the national economy and the enterprise, as they affect the workers.

 

(d)     SOCIAL FUNCTION

A trade union is an association of persons who for much of their walking lives are exposed to similar social experiences.  The trade union provides a convenient, indeed an essential, platform for an exchange of these experiences and opportunity for mutual assistance and co-operation.

 

2.3     LEGAL PROVISIONS ON UNION VS EMPLOYEES

Many legislation, abounds concerning trade unions and employers or management.

• Registration of trade unions
• Union membership
• Union administration

The legal provisions as it affects the management should only be treated under relations with trade unions.  For a more elaborate treatment and due to the space constraint facing me, the reach could only select those that are relevant to us for the purpose of this project.

 

(1)     REGISTRATION OF TRADE UNIONS

According to section 2 of the trade union decree of 1973 say that “A trade union shall not perform any act in furtherance of the purposes for which it has been formed unless it has been registered.  This means that no trade union can carry on as a trade union unless it is registered.  Above 50 members may subscribe their names to the rules of the union as specified in the rulebook apply to the register to trade union to have the union registered.

 

(2)     UNION MEMBERSHIP

According to Ubeku, A. K. in his book industrial relations in developing countries membership of trade unions is voluntary and open to all workers.  But certain employees are not allowed to form or join trade unions.  These: the Nigerian Army, Navy, Air force, the Nigerian Police, Central Bank of Nigeria, Nigeria Internal Telecommunication Limited.

Management staff are forbidden from joining a trade union or holding any office in one, if such membership or holding of such an office in the trade union will lead to a conflict of his loyalty to either the union or the management.

 

(3)     UNION ADMINISTRATION

According to section 18 – 19 of the Nigeria Labour Law of 1973, said that trade union shall on being so requested to any person deliver or send to him a copy of rules of the union subject to payment therefore of a sum not exceeding 50, excluding postage.

Again union administration must have a registered office to which all communication and notices may be addressed.  On registering a trade union the registrar shall record as its registered offices, the office whose address is stated in the application for registration.

 

2.4     EVALUATION OF STRIKE AS ONE OF THE TOOLS OF TRADE UNIONS

          THE IMPORTANCE OF STRIKE AND WHY WORKERS EMBARK ON IT

The term strike as defined in section 37 (1) of the trade dispute decree of 1973, strike means the cessation of work by a body of employed persons acting in combination or a concerted refusal or a refusal under a common understanding of any  member of employed persons to continue to work for an employer in consequences of a dispute, done as a means of compelling their employer or any person or body of person employed, to aid other workers in compelling their employers or any person or body of employed persons to accepts or not to accept terms of employment and physical conditions of work.

 

CAUSES OF STRIKE

Strike is the off-spring of any unsettled trade dispute and by trade dispute, the researcher means any dispute between employers and employees or between workers (employees) and workers, which is connected with the employment of non-employment or the terms of employment and physical conditions of work of any person.

But differently, it is a disagreement between a trade union and an employer or group of employers following failure of the order side of the amelioration and the management does this by employing these tools that are sometimes called anti-strike tools and it includes the following lockout, sympathy strike, unconstitutional strike, cat, sectional strike.

 

(1)     SYMPATHY STRIKE

This type of strikes of seen by many people an unprotected strike and as a violation of contract.  The striking worker really have noting against their management.  But strike in sympathy for another union that is on strike.  It is seen as a solidarity moves to induce the management to accede to the demand of their sister union.

 

(2)     UNCONSTITUTIONAL STRIKE

This is often referred to as a wildcat strike the workers go on strike without the consents of the union executives and the management.

This arbitrary action of the workers could result in permanent loss of employment because it is a violation of contracts.

 

(3)     SECTIONAL STRIKE

This is simply the refusal of a section of a given class of workers to do their normal duties.

 

2.5     SETTLEMENT OF STRIKE AND LEGAL PROVISION

The machinery for the settlement of labour disputes in Nigeria is two folds the internal machinery that is collectively negotiated and external machinery that is statutory and established by the state.  The statutory machinery takes over where the internal machinery fells it is now a practice in industry what whenever a dispute arises an attempt must be made to settle it internally by the parties through the governance procedure.

The Grievance Procedure

 

 

Most industrial concerns in Nigeria today have one type of grievance procedure or another, the grievance procedure may be used to resolve with individual and collective grievance procedure.  A grievance that started by an individual grievance could end up as a collective grievance if not well handled.

 

INDIVIDUAL GRIEVANCE

Any employee of the company that feels that he has a genuine cause for complaint or what he has been unjustly treated should either write or complain orally to his immediate supervisor or boss.

COLLECTION GRIEVANCE

This is the grievance or complaint arising as to the meaning application or alleged violation of any of the provisions of the agreement reached  (whether negotiated or otherwise) between the company and the local union within the company which usually affect group of employees or all of them that are members of the union.

 

• THE POLITICAL, SOCIAL AND ECONOMIC IMPLICATION OF STRIKES

The political aspect of it will affect the government because it will have negative public image of the capabilities of the government.  The public will feel needs and have a feeling of disappointment and disloyalty to the government.

In January, 1993, Enugu State did not take it easy, immediately they issued an official statement suspending some of the union leaders for going on an illegal strike.  Consequently, pupils stopped attending school for three (3) weeks and during this period of time the public held the best view of the in capabilities of the government.

 

(a)     SOCIAL IMPLICATION

Members of the society have the right to enjoy certain services and goods produced by an organization.  This is called “Right of Expectancy” by going on strike, workers are inconveniencing the general public the right to enjoy their social amenities.

And again workers from unions for their social interactions among members.  During periods of strike, where this interaction is either totally eliminated or drastically reduced.

 

(b)     ECONOMIC IMPLICATION

The most important striking face that comes into mind is the economic cost associated with strike.  Economic cost here includes: wastage of materials cost of sales, salaries paid to the striking workers. In some cases (for instance the NUT Enugu strike in January 1993) during the period of that strike, lost of man-hour is also high.  Again, lost of production is another serious case associated with strike.

 

• STRIKES EMBARKED UPON BY NIGERIAN UNION OF TEACHERS (NUT) ENUGU STATE CHAPTER

There are basically two (2) categories of strikes in which NUT can embark on.  And these are the ones occasioned by the state only affects the state chapter while that of the national level affects every NUT chapters in the Federation.

But since the creation of Enugu in the year 1991, the Nigerian Union of Teachers (NUT) Enugu chapters have only embarked on one industrial action that lasted for so long and the strike action occurred under the military dictatorship (then Enugu was governed by colonel, Mike Torey) and the reasons for the rights of teachers, which includes payments of salaries and allowances.

Moreover, at the national level the Nigeria Union of Teachers (NUT) have experienced strike actions three (3) times since inception of Enugu state, October 1995, October 1998 and September 2000. The reasons for the action includes

1. To identify the problems affecting teachers and education in the country.
2. And to find out why their demands for minimum wages are not look into by the government.
3. To identify why teachers were not paid as and when due and owing to teachers salaries by various state government.

 

REFERENCE

 

Ubeku, A. K. (1975) personnel Management in Nigeria Ethiopia

Publishing Corporation, Benin City.

Tayo, F. (1980) Industrial relation in Nigeria Longman Group

Limited.

Ogbonnaya, R. (2001), ASUU/Government According and

Harvest of Strikes, This day Wednesday.

Stephen, C. R. International difference in strike Activity industrial

relation Journal Vol 3 No. 4.

Studies in Personnel policies, the National Industrial Conference

Board 1951.

 

CHAPTER THREE

 

3.1     RESEARCH METHODOLOGY AND DESIGN

          The subject of research methodology according to Jabode refers to the arrangement of conditions for collection and analysis of data in a manner that aims to continue relevance of the research propose with economy of procedure.  It is concerned with the sources adopted in gathering relevant information for the study, including the method of investigation and how the various particulars sources are selected or sampled.  This being the case, this chapter will be discussed under the following sub-headings.

1. Areas of study
2. Population of the study
3. Sample and sampling procedure
4. Instrument for data collection
5. Validation of the instrument
6. Reliability of the instrument
7. Method of data collection
8. Method of data analysis

3.2     AREA OF THE STUDY

Actually, strike is a tool of trade unions used in achieving union aims which every member should embrace, it would have been good to study the whole branches of the Nigeria union of teachers (NUT), but because of financial constraints, the particular area of study is NUT Enugu branch which is situated in Enugu North Local government area of Enugu State.

The researcher chooses this area of study so as to be focused and organized in the course of the research.

3.3     SAMPLING OF THE STUDY

Going by the population of the study as discussed in 3.3 above, the research has decided to apply a statistical means to determine the sample size.

However, to derive this sample size the Bowley’s formula for finite population is used as follows:

n        =           n   

(1 + N)(e)²

Where

n        =       Sample size

N       =       Population

e        =       co-efficient of error (to be determined by the

researcher).

1        =       constant

error =       0.5

n        =       220

1 +220    (0.05)²

n        =       220

1 + 220   (0.0025)

n        =       220

1+0.55

n        =       142

3.4     INSTRUMENT FOR DATA COLLECTION

For the purpose of this study, the data collection instrument consist of personal interview and questionnaire, the questionnaire deals with the personal and social characteristics of the respondents like, age, sex, occupation, marital status, level of income etc, it also deals with workers feeling about the relevance of trade union, in constructing the questionnaires, most of the questions were structural.

However, for the purpose of a comprehensive study, an oral interview will also be used just to clear some issue.

3.5     VALIDATION OF THE INSTRUMENTS

To present a comprehensive study, the questions in the Questionnaires were properly structured to ensure a wide coverage as regards the issue the project intends to study.

A sample of the questionnaire shall be presented to the supervisor for attestation which will further ensure its validity.

3.6    METHOD OF DATA COLLECTION

Secondary source, unlike primary source are the source used on collecting secondary data.  Secondary is previously published matter secondary used are collected from textbook, journals, seminars and noted and lecturers.

3.7     METHOD OF DATA ANALYSIS

The researcher shall make use of table and percentages to analyze the responses to the questionnaires as responded by the respondents.

As regards the hypotheses, the research shall adopt the chi-square (x²) formula to test the hypothesis and decision and conclusion shall be presented accordingly.

RELATED LITERATURE: The nature of the topic being researched on made it difficult for the researcher together enough material related the topic.

• RELIABILITY OF THE INSTRUMENT

Here the researcher relied mainly on interview schedule and questionnaires for both the employers and the employees. For this research, a test retest technique was deemed appropriate to establish reliability.

A test-retest is a process which allows the research to administer his/her research instrument on a sample group of between ten and twenty people twice but at different time intervals. The time interval used by the researcher was five (5) days. The researcher first administered the instrument on the copies of the instrument for the purpose of comparison. This is the first test and the retest was made in five (5) days time.

The research was able to compare the individual scores of the first test with the scores of the second test and  a similar result showed that the instrument was reliable.

• QUESTIONNAIRE DISTRIBUTION AND RETRIVAL

In designing the questionnaire, conscious effect were made to structure the questions in dichotomized multiple choice questions which give the respondent the opportunity of answering yes or No or choosing from a range of answers. Space  were also left in the from for an open ended questions for respondents to express view about the strike action and its usefulness in achieving union aims which they might not have been able to express in the  close ended questions.

A total of 142 copies of questionnaires were distributes to the selected sample size 90 copies of the questionnaires were property filled and returned while 52 copies were not returned.

REFERENCE

Ubeku, A. K. (1963), Industrial relations  in Nigeria developing Countries.

The case of Nigeria Macmillian press ltd, London.

 Anugwom, G. (2002) Industrial Relations in Nigeria.  Issues, theories

and practice, Enugu: Computer Edge Publishers.

CHAPTER FOUR

• PRESENTATION INTERPRETATION AND ANALYSIS OF DATA

4.1     DATA PRESENTATION

The responses to the questions contained on the questionnaire are presented in the following table.

Details	No of collected	Percentage of collected
Collected	90	63%
Not collected	–	37%
Total	90	100%

 

The analysis of the above shows that out of 142 questionnaires distributed 90 were collected which constitute 63% while 52 were not which also constitutes to 37%.  The 90 questionnaires therefore at as my sample size and all other analysis are based on them.

SEX DISTRIBUTION OF RESPONDENTS

Details	No of collected	Percentage of collected
Male	40	44%
Female	50	56%
Total	90	100%

 

Table 4.1 reveals that 44% of the respondents are male while 50% are female.

The higher percentages of women support the policy of the education service commissioner in posting women to their schools in urban areas.  While the man are posted into the sub-urban.

 

Table 4.2    MARITAL STATUS DISTRIBUTION

Details	No of collected	Percentage of collected
Single	41	46%
Married	44	49%
Divorced	2	2%
Widower	3	3%
Total	90	100%

From the table 4.2, it reveals that 49% of the respondents are single, 49% are married while 2% and 3% constitutes the percentage number of the divorced and the widowed respectively.

Table 4.3    MOST OF BECOMING A MEMBER

Details	No of collected	Percentage of collected
Applied after employment	20	22%
Automatic membership	68	76%
I don’t know how I become a member	2	2%
Total	90	100%

The    inference that could be deducted from the table is that membership into the Nigerian Union of Teachers (NUT) is more of automatic membership after employing them any other modes of becoming members.

Table 4.4:  YEARS OF EXPERIENCE

Details	No of collected	Percentage of collected
Less than 5 years	20	22%
6 – 10 years	50	56%
11 – 15 years	9	10%
Above 15 years	11	12%
Total	90	100%

 

Table 4.4 shows that people with 6 –10 years experience constitute the highest percentage of 56% while people with less than 5 years experience make up 22% followed by people with above 15 years experience constitute 12%.  But people with 11.15 years experience make up the lowest percentage of 10%.

 

Table 4.5 THE MOST BENEFIT DERIVE BY MEMBER

Details	No of collected	Percentage of collected
Achievement of personal needs	4	4%
Long tenure of job	25	28%
Promoting & defending the terms of employment	45	50%
Achieving better bar gaining power	10	11%
Interaction ones colleagues	6	7%
Total	90	100%

 

From the 4.5, promoting and defending the terms of employment ranks higher with 50% as the most benefit derive by member of the NUT. Next in importance, is long tenure of job with 28% and followed by the interaction with ones colleagues which constitutes 7% and finally the less important one is achievement by personal needs with 4%.

 

Table 4.6 THE CAUSES OF STRIKE ACTION

Detail	Respondents	Percentage
Poor wage incentive	1729	19%32%
Supervision grievances
Grievances relating to seniority promotion and training	15	17%
Denial and collective bargaining Opportunities	2990	32%100%
Total

 

Table 4.6 From the table 4 above, the most frequent cause of strike as believed by the numbers is supervision grievance with 32% and Denial of collective bargaining with 32% also. Poor wags incentive and grievances relating to seniority, promotion and training stands as rare causes of strike with 19% and 17% respectively.

Table 4.7    ACHIEVING AIMS IN NON-UNIONIZED GROUP

Details	No of respondents	Percentages
Yes	20	22%
No	70	78%
Total	90	100%

In the tale above, 78% of the respondents believed that the aims of workers could only be achieved when in union as against belonging to non-unionized group which only 22% of the respondents subscribing to.

Table 4.8    WHAT ARE THE EFFECTIVE MEANS OF ACHIEVING UNION AIMS?

Details	No of respondent	Percentages
Deputation	3	3%
Collection bargaining	23	26%
Joint consultation	38	42%
Strike	16	18%
Boycotts	2	2%
All of the above	8	9%
Total	90	100%

 

In the table 4.9 above, 42% of the respondents agreed that joint consultation is the most effective means of achieving means of achieving unions’ aims.  This followed by collective bargaining with 18% of the respondents believing that it is the only effective means. While 9% of the respondents’ also believed that all the terms listed in the table are effective means3% of the respondents believed in deputation and finally boycotts has no much impact in achieving union aims from management with its percentage 2%.

TABLE 4.9 DOES STRIKE ACTIONS ARISING FROM UNSETTLED GRIEVANCE

Details	No of respondents	Percentages
Yes	75	83.33%
No	15	16.67%
Total	90	100%

 

From the table above, 83.33% of the respondents agreed that most of unions have involved in a strike action as a result of unsettled grievance while 16.67% of the respondents believed otherwise.

 

TABLE  4.10 : HAS STRIKE ACTION HELPED IN ACHIEVING UNION AIMS?

Details	No of respondents	Percentages
Yes	60	66.7%
No	30	33.3%
Total	90	100%

The figure in table 4.10 are so outstanding while 66.7% of the respondents believed that strike action has been actually helped them in achieving their aims.

 

TABLE 4.11        DRAW BACKS OF STRIKE

Details	No of respondents	Percentages
Abuses by trade union leaders in using it do achieve their personal needs	18	20%
Lack of co-operation among members	55	61%
Lack of adequate funds to finance strike	5	6%
Frequent intervention by government and other bodies	10	11%
Management anti-strike weapon	2	2%
Total	90	100%

 

From the table 4.11 above, shows that the most major drawbacks of strike are lack of co-operation among union members as this has the highest percentage of 61%.  This is followed by abuse by trade union leaders in trying to use strike action to achieve their personal needs with 20% of the people responding to it.  Frequent intervention by the fall in line with 11% this is also followed by 6% for lack of adequate funds to finance the strike.  Finally, management anti-strike takes the rare with 2% responding to it.

 

TABLE 4.12WHAT IS THE MOST EFFECTIVE WAY OF SETTLING A STRIKE ACTION

Details	No of respondents	Percentages
Through a constitutionally laid down procedure for settlement	20	22%
Intervention by government and non government bodies	70	78%
Total	90	100%

 

The figure in table 4.12 are so outstanding while 78% of the respondents believed that strike action could be effectively settled though intervention by government and non-governmental bodies, also 22% of the respondents believed that, through the constitutionally laid down procedure  rarely done or less effective.

TABLE 4.13        WHAT ARE THE EFFECTS OF STRIKE ACTION?

Details	No of respondents	Percentages
A short effect	60	67%
A lasting effect	30	33%
Total	90	100%

 

From the table 4.13 above, 67% of the respondents believed strike action to have a short run effect while 33% of the respondents believed that it has a lasting effect.

TABLE 4.14        WHO ARE THE VICTIMS OF STRIKE ACTION

Details	No of respondents	Percentages
The public	60	67%
The management	10	11%
Union members	20	22%
Total	90	100%

From the table 4.14 above, it shows that the most affected victims of the strike action is the public win 67% responses to its side.  The union members follow immediately with 22% while the management takes the rare with 11%.

 

TABLE 4.15        TRADE DISPUTES AND INDUSTRIAL UNREST AS A RESULT OF UNSETTLED GRIEVANCES

Details	No of respondents	Percentages
Yes	78	87%
No	12	13%
Total	90	100%

 

Table 4.15 shows that 87% opined that trade dispute and industrial unrest are caused by unsettled grievance between the management and union.

While 13% averred that trade dispute and industrial unrest are not only caused by unsettled grievances.

 

TABLE 4.16        IS STRIKE ACTIONS THE ONLY EFFECTIVE MEANS OF ACHIEVING UNION OBJECTIVES

Details	No of respondents	Percentages
Yes	72	80%
No	18	20%
Total	90	100%

 

The above table reveals that majority of the respondents agreed that the union can only achieve its objectives strike actions, while 20% had a contrary view about strike actions.

 

TABLE 4.17        IS THE POOR CONDITIONS OF SERVICES AND STRIKE ACTION?

Details	No of respondents	Percentages
Yes	90	100%
No	–	–
Total	90	100%

 

It is evident from the table above that all the respondents concurred that poor working condition/conditions of service causes strike action.

 

TABLE 4.18        DOES STRIKE HAVE ANY IMPACT ON YOUNG UNION MEMBERS

Details	No of respondents	Percentages
Yes	80	89%
No	10	11%
Total	90	100%

 

The above table reveals that the majority of the respondents agreed that strike have impact on young union members while 11% said No that strike does not have any impact on our young union members.

 TABLE 4.19        CAN YOU ERADICATE CONFLICT BETWEEN GOVERNMENT AND UNION MEMBERS?

Details	No of respondents	Percentages
Yes	72	80%
No	18	20%
Total	90	100%

Table 4.19 shows that 80% opined that conflict between government and union members can be eradicated while 20% percentage said that conflict between trade union and government.

 TABLE 4.20        HAS THE GOVERNMENT BEEN TRYING TO STOP DISPUTE AND GRIEVANCE?

Details	No of respondents	Percentages
Yes	60	67%
No	30	33%
Total	90	100%

 

From the table 4.13 above, 67% of the respondents believed that government is trying to stop dispute and grievance while 33% of the respondents believed that government is not trying to stop dispute and grievance.

 

 

4.2     TESTING OF HYPOTHESIS

The test statistic of the research work is the chi-square and the formula for it is as follows:

X²      =       S(01 – Ei)

Ei

Where X²    =       Chi-square

01      =       Observed frequency

Ei      =       Expected frequency

Operative Assumptions

Level of significance       =       5%    =       0.05

Degree of freedom          =       (r – 1) (C – 1)

=       (2 – 1) (2 – 1)

=          1       x   1

=          1

value, otherwise reject.

DECISION

The table chi-square value is less than the calculated chi-square value, hence the researcher accepts the alternative hypothesis while states that strike action are the only effective means of achieving union objective.

HYPOTHESIS THREE:

Ho:    Poor conditions of services does not have correlation with strike actions.

H1:    Poor conditions of services have correlation with strike actions.

 

Details	No of respondents	Percentages
Yes	90	45
No	–	45
Total	90	90

 

X²      =       (0i – Ei)²     +       (0₂     +   E₂)²

Ei                           Ei

X²      =       (90 – 45)²    +       (0 – 45)²

45                         45

X²      =       (43)²            +       (-43)²

45                        45

X²      =       (2025)                  +       (2025)

45                                  45

x²      =       45      +       45      =       90

 

DECISION RULE

Accept Ho  – Null hypothesis if the table chi-square (X²) is greater than the calculated chi-square (X²) value, otherwise reject.

 

DECISION

Since the calculated chi-square value is greater than the table value of chi-square, the researcher therefore accepts the researchers therefore accepts the alternative hypothesis which states that poor conditions of reserves have correlation with strike action.

 

4.3     SUMMARY OF RESULTS

based on the hypothesis formulation in this project work, the hypothesis was duly tested and the results of the test are as follows:-

1. The level of significant is greater than the critical value which means that the trade disputes and industrial unrest are as a result of unsettled grievances.
2. The level of significant is greater that the critical value which means that strike action are the only effective means of achieving union’s objectives.

HYPOTHESIS ONE

Ho:    Trade disputes and industrial unrest are not as a result of unsettled grievance.

Hi:     Trade disputes and industrial unrest are as a result of unsettled grievance

Details	No of respondents	Percentage
Yes	78	45
No	12	45
Total	90	90

 

X²      =       (78 – 48)²    +       (12 – 45)²

45                         45

X²      =       (33)²  +       (-33)²

45                45

X²      =       (1089)         +       (1089)

45                        45

x²      =       23.2   +       24.2   =       48.4

The table chi-square (X²) value is 3.841.

DECISION RULE

Accept Ho, Null hypothesis if the table chi-square (X²) value is greater than the calculated chi-square (X²) value otherwise reject.

DECISION         

Since the calculated chi-square (X²) value is greater than the table chi-square (X²) value, the researcher therefore accepts that alternative hypothesis (Hi) which states that the trade disputes and industrial unrest are as a result of unsettled grievances.

HYPOTHESIS TWO

Ho:    Strike actions are not the only effective means of achieving unions objectives.

 

Hi:     Strike actions are the only effective means of achieving unions objectives.

Details	No of respondents	Percentages
Yes	92	4
No	18	45
Total	90	90

 

X²      =       (0i – Ei)²     +       (0₂     +   E₂)²

Ei                           Ei

X²      =       (72 – 45)²    +       (18 – 45)²

45                         45

X²      =       (27)²            +       (-27)²

45                        45

X²      =       (729)           +       (729)

45                          45

x²      =       16.2   +       16.2   =       32.4

 

DECISION RULE

Accept Ho – null hypothesis if the table chi-square (X²) value is greater than the calculate chi-square (X²) value.

 

REFERENCE

Yaro Yamani (1973), Statistic. An introductory analysis New York, harper and Raw Publisher,

CHAPTER FIVE

5.0     DISCUSSION, RECOMMENDATION AND CONCLUSION

5.1     DISCUSSION OF RESULT FINDING

The researcher effort revealed the following facts about strike action and its effectiveness in achieving union aims by management of Nigerian’s Union of Teachers (NUT) Enugu State Chapter.  The result findings are as follows:

1. The most frequent cause of strike is grievance relating to seniority, promotion and training problems.
2. General working condition grievance
3. Poor wage incentive

This third position occupied by poor wage counteracts the general belief the major source of conflict between labour and management economy is wage disputes.

Strike action, which helps union to achieve the aims of management, is highly effective in a unionized group than in a non-unionized group.

Though strike action is deemed to be an effective means, which the union uses.  It has not really helped them to achieve their aims from the management; rather the most effective weapon the union uses in achieving its aims is joint consultation.

5.2     IMPLICATION OF THE RESULT FINDING

The effectiveness of strike action in helping unions to achieve their aims from management is attributable not only to the aims made of it by trade union leaders but mostly to the lacks of co-operating among members, thus we do have “black legs” during a strike action.

The most effective means of settlings a strike action is through the constitutionally laid down procedure.

1. The effectiveness of strike action where it occurs in only short lived.
2. The impact of strike action is felt more by the public followed by the union members and finally by management.

On the whole, it could be reasonably summarized that the frequency of choice is responses and diversified findings of various reports are traceable to passage of time, increasing level of education and the dynamic nature and complexity of the business environment.

 

• RECOMMENDATION

The main thrust of this research has been to advance the ways of improving the relationship between management, and union and thus to have industrial peace.

Furthermore, the management should always tare to get any dispute settled through the constitutionally laid down procedure.

Mention and could be made of full recognition and integration of unions to the making of decision that affects them by the management.

Consequently, since joint consultation helps them more in achieving their aims from management, joint consultation should be re-assorted to when a disputes arises and where a strike action is inevitable, the necessary steps of undertaking it must be met.  Again, the laid down procedure of settlement must be followed and the management should establish a good rapport with the union member for a conducive working relationship

 

• CONCLUSION

From the foregoing, it could be comfortably stated that effective strike action and its usefulness sin achieving union aims is a means through which worker demand are met and again the cordial relationship between management and the union is maintained.

It also shows that the most important striking face, that comes into mind is the economic cost associated with strike. Economic cost here includes: wage of materials cost of salaries paid to the striking workers.

In a nutshell, striking action is the cessation of work  by a body of employed persons acting in combination or a concerted refusal or a refusal under a common understanding of any member of employer or any person or body of person employed, to aid other  workers to accepts or not to accept terms of employment and physical conditions of works.

 

5.5       LIMITATION TO STUDY

Some of the limitations of this study include time, finance and unavailability of related literature.

 

TIME:

The semester is a short one and there are other academic works to be done by the researcher apart from this research work therefore the research was limited to Enugu, Anambra, Gusau, and Zamfara as seen in to Internet.

 

FINANCE

Inadequate finance hundred the possibility of a larger sample size which may have helped the work in being more objective and accurate.

REFERENCE

Adegun R. B. Towards a better system for setting trade disputes

Nigeria law Journal vol 10.

Stephen G. R. International Difference in Strike Activity Industrial

Relations Journal vol 13 No 4.

BIBLIOGRAPHY

 Tayo Fashoyin, Industrial relation in Nigeria Longman

Group Limited, 1980 p. 272.

Ubeku A. K. Industrial relations in developing countries.

The case of Nigeria. Macmillian Press Ltd London, 1963.

Ubeku A. K. Personnel Management in Nigeria Ethiopia Publishing

Corporation Benin City 1975.

Yesufu T. M. The dynamic of industrial relations; the Nigeria

Experience University Press Limited, Ibadan 1982.

 

NEWSPAPER AND JOURNALS

Umoh J. U. Causes of Strike, Daily Time Monday 24 1984, p. 20.

Ogbonnaya Roland, Asuu /Government According and Harvest of

Strikes, This day Wednesday, November 2001 p. 49.

Egede Prisa Vexations Chapdwon on the Nigeria Labour

Movement Guardian, Tuesday May 5, 1998.

Adegun R. B. Towards a better system for setting trade disputes

Nigeria law Journal vol 10.

Stephen G. R. International Difference in Strike Activity Industrial

Relations Journal vol 13 No 4.

 

QUESTIONNAIRE

 

Department of Business Administration

I.M.T.

Enugu

 

Dear Sir/Madam,

QUESTIONNAIRE ON STRIKE ACTION AND ITS EFFECTIVENESS IN ACHIEVING UNION AIMS

 (A CASE STUDY OF NIGERIA UNION OF TEACHERS)

I am a final year HND Student of the above department conducting a research on the above topic.  It is in partial fulfillment for the award of the Higher National Diploma in Business Administration and Management.  I will be glad if you help fill the attached questionnaire to enable me carry out this research successfully.

I assure you that your response will be treated in confidence and used solely for this research.

Thanks for your c-operation.

Yours faithfully,

Chinwuba Chinyere Faith

IMT/BAM/H2006/0578

 

INSTRUCTION

 

Some of the questions contain response alternative.  You are expected to tick against the alternatives of your choice.

1. Sex: (a)     Male  [        ]        (b)     Female        [        ]
2. Marital Status

(a)     Married       [        ]        (b)     Single          [        ]

(c)      Divorced     [        ]        (d)     Widowed    [        ]

3. How did you become a member of the union (NUT) Nigeria Union of Teachers?

(a)     I applied after employment     [        ]

(b)     I got automatic membership after employment    [        ]

(c)      I don’t know how I become a member       [        ]

4. How long have you been a member of this union?

(a)     6 – 10 years                   [        ]

(b)     Less than 5 years [        ]

(c)      11 – 15 years                 [        ]

(d)     Above 15 years              [        ]

(5)     What benefits have you derived by belonging to the union?

(a)     Achievement of personal needs                  [        ]

(b)     Long tenure of job                                      [        ]

(c)      Promoting and defending the terms  [        ]

(d)     Achieving better bargaining power             [        ]

(e)      Interaction with one’s college                     [        ]

(6)     Which of these are the major causes of strike when there is an unsettled grievance?

(a)     Poor wages incentives                                          [        ]

(b)     Supervision grievances                               [        ]

(c)      Grievances relating to seniority promotion

and training                                                [        ]

(d)     Denial of collective bargaining opportunities       [        ]

(7)     Do you think you should achieve your aims even in a non-unionized group?

(a)     Yes    [        ]        (b)     No     [        ]

(8)     Which of the following is the most effective means of achieving union aims?

(a)     Deputation                     [        ]

(b)     Collective bargaining     [        ]

(c)      Joint consultation [        ]

(d)     Strike                             [        ]

(e)      Boycott                          [        ]

(f)      All of the above             [        ]

(9)     Has your union involved in any strike action arising out of unsettled grievance?

(a)     Yes    [        ]        (b)     No     [        ]

(10)   Has strike action helped your union in obtaining its demand from management?

(a)     Yes    [        ]        (b)     No     [        ]

(11)   What in your opinion are the main drawbacks of strike as a weapon?

(a)     Above by trade union leaders in using it to

achieve their personal needs                                 [        ]

(b)     Lack of co-operation among union member         [        ]

(c)      Lack of adequate funds to finance strike              [        ]

(d)     Frequent intervention by government and

other private bodies                                             [        ]

(e)      Management anti-strike weapons                         [        ]

(12)   What do you consider to be the most effective ways of settling a strike action when it occurs?

(a)     Through constitutionally laid down rules   [        ]

(b)     Intervention by government and

non governmental backs                             [        ]

(13)   Do you think that trade disputes and industrial unrest are results of unsettled grievances?

(a)     Yes    [        ]        (b)     No     [        ]

(14)   The strike action has only

(a)     A Short term effect        [        ]

(b)     A lasting effect               [        ]

(15)   Who are the real victims of the effects of strike action?

(a)     The public  [        ]

(b)     The management  [        ]

(c)      The union members       [        ]

(16)   Is strike action the only effective mean of achieving unions’ objectives?

(a)     Yes    [        ]        (b)     No     [        ]

(17)   Poor condition of services can cause strike action?

(a)     Yes    [        ]        (b)     No     [        ]

(18)   Does strike have any impacts on young union members?

(a)     Yes    [        ]        (b)     No     [        ]

(19)   Can you eradicate dispute among the union members and the government?

(a)     Yes    [        ]        (b)     No     [        ]

(20)   Has the government been trying to stop dispute and grievances?

(a)        Yes      [           ]           (b)        No       [           ]