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

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ABSTRACT

This study was on an evaluation of role of industrial union in managing employee grievances in the organization of the  Federal Teaching Hospitals. The objectives of study are to:examine the role of industrial relations system in the Federal Teaching Hospital in the South East Nigeria; ascertain the role of rules guiding industrial relations in Federal Teaching Hospitals in the South East Nigeria;as certain whether industrial relations promote harmony in Federal Teaching Hospital sin the South East Nigeria;identify them ajor challenges of managing industrial relations in Federal Teaching Hospital sin the South East Nigeria.Data forth is research were obtained from both primary and secondary sources. The study had a population size of 2160, out of which a sample size of 338 was realized using Taro Yamane’s statistical formula.Survey research design was adopted.Fried man Chi-square (X2) and Z-test were used to test the hypotheses. To ensure that the research instrument sarevalid, a conduct of ape-test of every question in the question naire was carried out. For reliability of the research instruments, a test-re-test method was adopted using Pearson’s Product Moment Correlation Coefficien to freliability tocalculate the result and the result gave reliability coefficient of 0.98. Findings in dicate that; there is as mooth industrial relations system between management and workers in Federal Teaching Hospitals in the South EastNigeria;the rearest and ard and positive rules guiding industrial relation sin Federal Teaching Hospitals in the South East Nigeria; Industrial relations promote harmony in Federal Teaching Hospitals in the South East Nigeria; industrial disputes and strikes are them ajor challenges of managing industrial relations in Federal Teaching Hospitals in the South East Nigeria.Based on the findings, the study recommends that there should be adequate salaries,allowances and incentives for workers in order to boost workers morale and enhance better industrial harmony.Management should createa good working environment that can motivate employees to be committed to their organizations.Management shouldinvolve their employee sin decision making concerning industrial related matters that may result to conflict.

CHAPTER ONE

INTRODUCTION

1.1 BACK GROUND 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 worker’s 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.