THE IMPACT OF TRADE UNION IN DISPUTES SETTLEMENT IN THE BANKING INSTITUTION [A Case Study of United Bank of Africa (U.B.A)].

ABSTRACT

This study dealt with the Impact of Trade Union on Disputes Settlement in Banding Institution and It an Effect on Employees with references to United Bank of Africa (UBA).

The significance of disputes settlement machinery should be efficient and effective, so as to settle dispute’ or conflict or conflict in the banking institution on time resolve dispute adequately.

This study used questionnaire method in carrying out the study. Questionnaires were distributed to the workers in various departments.

The findings of the study was that if the employees are unhappy and aggrieved towards the organization then there will be low productivity underutilization of resources and even less profit which will be very unhealthy for the organization.

CHAPTER ONE: INTRODUCTION

1.1     Brief Overview of the Subject of Study

1.2    Statement of problem

1.3    Purpose of the study

1.4    Research Questions

1.5     Statement of Research Hypothesis

1.6     Scope of the Study

1.7     Significance / Relevance of the Study

1.8     Data Collection Instruments

1.9     Methods of Data Analysis

1.10   Limitations of Methodology

1.11   Definition of Terms

1.12   Sampling Size

References

CHAPTER TWO: LITERATURE REVIEW

2.1 Brief Introduction

2.2 Objective and Functions of Trade Union

2.3 Labour Management Relations

2.3.1 Union Right and Management Prerogatives

2.4 What Constitutes a Dispute?

2.5 What are Grievances.

References

CHAPTER THREE: RESEARCH METHODOLOGY

3.1    The Method of Research Use

3.2    Historical Background of UBA

3.3    Organizational Structure and Activities of the Bank

3.4    The Staff/Personnel Department

3.5    The Study Population

3.6    Availability of Sample

3.7    Methodology Constraint

CHAPTER FOUR:

PRESENTATION AND ANALYSIS OF DATA

4.1    Brief Introduction of the Chapter

4.2    Characteristics and Classification of Population being Studied

CHAPTER FIVE: SUMMARY OF FINDINGS, IMPLICATION OF FINDINGS, RECOMMENDATIONS AND CONCLUSION

5.1     Summary of findings

5.2     The implication of the Findings

5.3     Recommendations

5.4     Concussion

5.5     Suggestion for Further Research Study

Bibliography

Appendix: Questionnaire

CHAPTER ONE

INTRODUCTION

1.1   BRIEF OVERVIEW OF THE SUBJECT OF STUDY

Section 2(h) of the Trade Unions Act, 1926 has defined a trade union as “Any combination, whether temporary or permanent, formed primarily for the purpose of regulating the relations between workmen and employers, or between workmen and workmen, or between employers and employers, or for imposing restrictive conditions on the conduct of any trade or business, and includes any federation of two or more trade unions (Carroll, 1969). This definition is very exhaustive as it includes associations of both the workers and employers and the federations of their associations.

Only trade unions can represent employees and bargain collectively. Individuals, clubs or corporations cannot bargain collectively. This often makes it important to determine if an organization has trade union status (Akpala, 1991).

Alberta (2002) defines trade union as the means an organization of employees that has a written constitution, rules or bylaws and has as one of its objects the regulation of relations between employers and employees.