COLLECTIVE BARGAINING AS STRATEGY FOR DEVELOPING SOUND LABOR MANAGEMENT RELATION A CASE STUDY OF EDO STATE WATER CORPORATION

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ABSTRACT
This study was carried out to identify the effect of collective bargaining as a strategy for developing sound labour management relations in an organization using Edo State Water Corporation as a case study. The objective of the study is to determine the contribution of collective bargaining specifically on the productivity of organization. Three hypotheses were formulated for analysis after relevant textbooks, materials and journals were consulted. The work sought to address some abnormalities as well as improving the employees’ level of performance in the organization through the effective application of collective bargaining strategy data used for this work was collected from both primary and secondary sources and were properly analyzed. The study has succeeded in determining the significant improvement in employees’ performance which collective bargaining has brought on organizational productivity generally. The researcher discovered that for the best in employees to be brought out, effective collective bargaining machinery must be put in place. The researcher recommended the adoption of full utilization of collective bargaining practice in the corporation. it was however, concluded that collective bargaining strategies are the panacea to which industrial relations and effectiveness are built.

TABLE OF CONTENTS
Title Page
Certification
Dedication
Acknowledgement
Abstract
Table of Contents
List of Table
CHAPTER ONE: INTRODUCTION
Background to the Study
Statement of the Problem
Objectives of the Study
Statement of Hypotheses
Significance of the Study
Scope and Limitations of the Study
Operational Definition of Terms
Organization of Work
CHAPTER TWO: LITERATURE REVIEW
Introduction
An Overview of the Edo State Water Corporation
Concept of Collective Bargaining
Public Policy on Collective Bargaining in Nigeria
The Scope of Collective Bargaining
Labour Management Interaction
Preparation of Negotiation
Industrial Dispute Settlement in Nigeria
Conditions for Effective Collective Bargaining
Collective Bargaining Structure
Benefits of Collective Bargaining
References
CHAPTER THREE: RESEARCH METHODOLOGY
Introduction
Research Design
Area of the Study
Sources and Methods of Data Collection
Population of the Study
Sample and Sampling Techniques
Validation of the Instrument
Methods of Data Analysis

CHAPTER FOUR: PRESENTATION AND ANALYSIS OF DATA
Introduction
Data Presentation and Analysis
Test of Hypotheses
CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATION
Summary of Findings
Summary of the Study
Conclusion
Suggestions for Further Research
Recommendations
Bibliography
Appendix

CHAPTER ONE

INTRODUCTION

1.1 Background to the Study

The importance of water to man can not be over emphasized. The Edo state water corporation was created like in other states to provide clean and portable water to the populace, and to fulfill this goal, there is the need for sound labour management relations in this sector through the use of positive result fetching principles known as collective bargaining strategy.
According to Adamolekun (1987), “collective bargaining can be defined as a negotiation about working conditions and terms of employment between an employer, a group of employers, one or more employers’ organization on one hand and one or more representative workers’ organization on the other hand with a view to reaching agreement”
In the past, record reviewed that, an unhealthy and unbearable industrial atmosphere prevailed particularly as a result of the civil war. In (1969) trade dispute emergency provision amendment decree No 53 was put in place to curb the situation but without change in the public sector.

In realization of the importance of collective bargaining strategy in the sector, the then military head of state of Nigeria Gen. Ibrahim Babangida in 1991 revealed in the budget document thus, it is time collective bargaining take its root in the country and like the private employer, the various tiers of the government agencies will negotiate directly with their appropriate industrial unions. This indicated that the principle of collective bargaining though accepted as the normal way of settling wages and other conditions of employment, successive post independent government had failed to honour it, particularly in respect of wage determination.
The term collective bargaining as based on the definition above implies that both the employers and employees act as a group rather than individuals, each bringing their cumulative experience and expertise. Collective bargaining therefore, presupposes the willingness of employers to settle terms and conditions of employment by negotiation with trade unions.
The researcher aims at finding out whether the principle of collective bargaining is in full operation in the public sector particularly in Edo state water corporation. How is the relationship between the employees and the employers of labour in the sector? And what are the problems facing the workers in the corporation?

1.2 Statement of the Problem
The goal for the establishment of the Edo state water corporation is to manage the scheme formally handled by the defunct Bendel state water corporation of Nigeria.
Unfortunately, in recent time, there is low productivity in some aspects because of inadequate incentives for motivation, the increasing work stoppages involving public employees is an indication of non mutual relationship between public servants and public employers.
The corporation according to recent findings is faced with Lack of adequate logistics and proper data collection on water needs of Edo state populace and the training needs of the staff are not adequately catered for. This portrays unsound labour management relations in the corporation.

COLLECTIVE BARGAINING AS STRATEGY FOR DEVELOPING SOUND LABOR MANAGEMENT RELATION A CASE STUDY OF EDO STATE WATER CORPORATION