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1.1 INTRODUCTION
1.2 BACKGROUND OF THE STUDY
Strike action is inevitable in any trade union or any given
organization and has to be observed by an employer or
employee. As strike exists in an organization, proper and
adequate measure should be taken without delay so as to
avoid serious problems.
Also perpetual dialogue should be place side by side with the
continuous strike.
Workers union use strike as sanction or weapons to achieve
the set targets most of these strike are caused by a lot of
things especially delay on the part of the people at the head
and their inability to let the workers know the state of
things.
Nevertheless,
strike
action
destabilize
makes
the
UNION:
Any
combination
of
workers
and
CHAPTER TWO
2.0 LITERATURE REVIEW
2.1 INTRODUCTION
Before 1912, when the civil services was established there
were no trade union in existence to fight and promote the
interest of the Nigerian workers. However, the laying of
railway lines from Lagos to northern Nigeria, together with
the attendant mass employment of native into the railway
system dramatically led to the establishment of native staff
union.
The second union that was established was the railway
workers. This comes up in 1931, and their objectives were
centred on obtaining better conditions of employment for
their member. Having known this, there are also factors that
necessitate trade unionism in Nigeria which include the
following.
2.2 TRADE UNION ORGANIZATION OF (1938)
During the colonial era, workers were being suppressed by
the
colonial
masters
and
due
8
to
law
which
was
equalize
the
strength
between
workers
and
attempt
to
create
continuous
or
permanent
the
protection
of
the
terms
and
condition
of
FUNCTIONS:
Trade
unions
provides
provide
revenue
for
sharing
their
11
social
OF
TRADE
UNION
POOR
LEADERSHIP
Most leaders of trade union are not properly informed. They
are not skilled in the techniques of trade unionism. They lack
personal
charismas
or
qualities
to
levels.
Sometimes
OF
STRICKE
AS
TOOL
OF
14
DIFFERENCES:
In
any
organization,
the
profit,
whereas
the
workers
are
mostly
In
any
given
organization,
15
ii.
iii.
the
working
of
overtime,
which
may
v.
conditions
of
employment.
Therefore,
it
is
the
main
CONSULTATION:
This
is
meeting
between
2.10
POLYTECHNICS
Following demand by the academic staff union of polytechnic
(ASUP), the Federal Government set up a team to negotiate
with
the
Federal
Ministry
of
18
Education.
The
Federal
salary
structure
from
senior
to
20
chief
REFERENCE
Flander, A. (1969): Collective Bargaining a Theoretical
Analysis, British Journal of Industrial Relation vol 6.
Trade Union Decree in Nigeria, (1973) Section 1
Ubeku, A.K. (1983): Persona/ management in Benin publish
Co.
Yesuru, T.M. (1984): The dynamic of Industrial Relation;
The Nigeria Experience Ibadan: University press.
21
CHAPTER THREE
3.0 RESEARCH DESIGN AND METHODOLOGY
3.1 INTRODUCTION
This is the investigation undertaking to discover new facts to
get additional information or resolve confirmative idea or
confirm the liability of existing ideas.
It is an organization process of arriving at dependable
solution of the problems through a planned systematic
analysis of data. It entails a planned and systematic
collection and analysis also presentation of data.
3.2 RESEARCH DESIGN
Basically, this chapter describes the methodology used in
this work.
It explains the instrument used for data collection the
sample size, sampling procedure and the administration of
the instrument. Also the techniques for analysis of data
collected are discussed.
3.3 SOURCE/METHOD OF DATA COLLECTION
22
discovering
the
sample
size,
the
present
era
of
for
measure
consistently,
24
therefore,
the
research
25
CHAPTER FOUR
4.0 PRESENT4TION AND ANALYSIS OF DATA
4.1 INTRODUCTION
This chapter covers the analysis of data generated by the
questionnaire administered in this research. The research
made use of qualitative analysis which is recorded and
attempts to understand and describe the effects of strike
action in an organization.
4.2 PRESENTATION OF DATA
As earlier stated in the previous chapters, the researcher
distributed questionnaire to the both primary and secondary
sources. The questionnaires were also distributed to the
union meanwhile, hundred and twenty (120) copies were
returned. From the above analysis, one can vividly say that
the response were encouraging. It also shows that the
respondents were interested to the success of the study.
26
No Respondent
Percentage (%)
Male
70
77.8%
Female
20
22.2%
Total
90
100%
27
No of
Percentage (%)
Respondents
FSLC
10
11.1%
SSCE
25
27.8%
TCII/NCE
10
11.1%
OND
10
11.1%
HND/BSC
30
33.3%
OTHERS
5.6%
TOTAL
90
100%
28
QUESTION
3:
What
is
your
present
status
in
the
organization?
TABLE 2
Status
No Respondent
Percentage%
Senior Staff
10
11.1%
Junior Staff
40
44.5%
Management
10
11.1%
Clerical
20
22.2%
OTHERS
10
11.1%
TOTAL
90
100%
From
the
above
respondents
of
respondents
has
respectively. table, junior staff has the 445%, while the rest
of
the
respondent
has
11.1%,
respectively
29
22.2%
and
11.1%
No of
Percentage%
Respondents
1-2 Years
10
11.1%
2-4 Years
10
11.1%
5 Years
20
22.2%
50
55.5%
TOTAL
90
100%
30
SECTION B
Questionnaires on the impact of strike action in the
achievement of trade unions aim in Nigeria.
QUESTION 1: Have your organization witnessed any strike?
TABLE 5
Option
No of respondents
Percentage %
Yes
90
100%
No
Total
90
100%
representing
numbers
of
questionnaire
31
Options
No of respondents
Percentage %
1-2 times
20
22.2%
2-4 times
20
22.2 %
50
55.6%
TOTAL
90
100%
From the above table, the result indicate that 22.2% agreed
that the level of these strike are 1-2time, 22.2% agreed on
2-4 time, 55.6% agreed on 5 times and above.
Based on the above analysis outlined options are the levels
of this strike
32
Percentage %
respondents
Non-payment of
40
44.5%
10
11.1 %
Goal difference
20
22.2 %
10
11.1%
Reach of collective
10
11.1%
Agreement
TOTAL
90
100%
salaries
Social consciousness
of workers
From
the
respondents
above,
show
the
that
responses
non-
from
payment
44.5%
of
of
salaries
the
to
and
authority is
the
cause
of strike in
their
organization.
Looking at the above analysis one can conclude that the
above issues mentioned are the cause of strike in the
organizations.
QUESTION 4: Do you thinks that management does not
intervene in strike until there is a total break down?
TABLE 8
Option
No of respondents
Percentage %
Yes
70
77.8%
No
20
22.2%
Total
90
100%
No of respondents
Percentage %
Agree
20
22.2%
10
11.1%
50
55.6%
10
11.1%
Disagreed
Strongly
Agree
Strongly
Disagreed
Total
100%
35
No of respondents
Percentage %
Yes
80
88.9%
No
10
11.1%
Total
90
100%
36
No of respondents
Percentage %
Yes
80
88.9%
No
10
11.1%
Total
90
100%
37
No of respondents
Percentage %
Yes
90
100%
No
Total
90
100%
Look
at
the
above
table,
100%
of
the
respondents
38
No of respondents
Percentage %
Yes
90
100%
No
Total
90
100%
The
table
representing
returned
above
indicates
numbers
agreed
that
that
100%
questionnaires
organization
respondents
distributed
normally
and
apply
the
39
40
CHAPTER FIVE
5.0 SUMMARY CONCLUSION AND RECOMMENDATION
INTRODUCTION
In this chapter, the researcher provides or seeks to
summaries, conclude and also recommend on the impact of
strike action in achievement of trade union aims in an
organization.
5.1 SUMMARY
Significantly, the research tend to review the impact of
strike action and its effectiveness in achieving unions aim by
academic staff union of polytechnic (ASUP) No trade union
or organization exists without witnessing or expecting strike,
which also means that strike is inevitable in any unionized
group.
In other words, workers union uses strike as a weapon to
achieve these set targets.
Generally most of these strikes are caused by the inabilities
of the management to meet up to the demands and
aspirations of the workers so as the make them have sense
41
social
consciousness
of workers,
43
REFERENCES
Dunlop, J.T (1958); industrial Relation system Holt
ReIndnert and Wisdom Carbondale southern /union
University pres,
Flander, A. (1969): collective Bargaining theoretical
Analysis, British Journal of industrial relation vol 6.
Labour Union in Nigeria. (1995): Publication department
Abuja, Federal Ministry of information and National
orientation.
The constitution of Nigeria labour congress. (19760):
Publication of Ministry of Information and culture Lagos.
Trade dispute decree. (1968): Emergence Publication.
Trade union decree in Nigeria (1973) : Section in developing
countries London: Macmillan publishing Inc.
Ubeku A.K (1975) Personal management in Nigeria Benin:
Ethiope publishing Co.
Jesusfu, T.M. (1984) The dynamic of Industrial Relation. The
Nigeria experience, Ibadan University press.
44
APPENDIX
Department of
Public
Administration
Federal
Polytechnic
Nekede
P.M.B 1036
Owerri.
Dear Sir/Madam
I am a final year HND student of Imo state Polytechnic
Umuagwo currently undertaking a research on The Impact
of Strike Action in Achievement of Trade Union in an
organization
I am therefore, soliciting for your much needed co-operation
in filling and returning of the attached questionnaire. All
information provided will be confidentially and strictly use d
for academic purpose.
Thanks for your anticipated cooperation.
Yours faithfully,
Ukaegbulam Jude U.
45
QUESTIONNARIES
PART A
Place indicate by ticking where necessary.
1. Sex
(a) Male [ ] (b) Female [ ]
2. Educational qualification
(a) FSLC [ ] (b) SSCE [ ] (c) TC II/NCE [ ] (d)
OND [ ] (e) HND/BSC [ ]
3. Present status in the organization
(a) Senior staff [
] (b) Junior staff [
] (c)
Management [ ] (d) Clerical staff [ ] (e) others [ ]
4. How long have you been in the employment?
(a) 1-2yrs [ ] (b) 2-4yrs [ ] (c) 5yrs [ ]
(d) 6yrs and above [ ]
PART B
1. Have your organization witnessed any strike?
(a) Yes [ ] (b) No [ ]
2. If yes how often within the year period it occur
(a) 1-2times [ ] (b) 2-4times [ ] (c) 5 times and
above [ ]
3. What are the causes of the strike action?
Please state them.
A
B
C
D
4. When did government intervene during the period of
these grievance and strike?
(a) Before the strike [
] (b) when the strike
commenced [ ]
(c) After the striking members called off the strike on
the own [ ]
46
47