It identifies the labour market and other factor largely outside
the control of the individual employers. Industrial activities deals
with success in the industrial relation is legally based on the
knowledge on employees expectation, knowledge of development else where
the current weakness and strengths of subject and negotiation on by the
management due to failure on trade union on negotiation called for
concern and this essence of the study. Its spread and increase view on
population in banking service in an industrial environment an emphasis
is research work strategically on first bank of Nigeria The methods of
data collection for this project are through: questionnaire, personal
interview, observation while the data collected were analyzed with the
use of Chi-square in the testing of hypothesis..
1.0 BACKGROUND OF THE STUDY
Historical background first bank of Nigeria for over a century has
distinguished itself as a leading banking institution and as major
contributor to the economic advancement and development of Nigeria
Founded in 1894 by shipping magnate from Liverpool, Sir Alfred Jones,
the bank commenced operation as a small operation in the office of
Elder Dempster & company in Lagos. The bank was incorporated as a
limited liability company of March 31st 1994 with Head office in
Liverpool, it started business under the corporate name of the Bank of
British West Africa (BBWA) with a paid up capital of 12,000 pounds
sterling after absorbing its predecessor the African Banking Corporation
with was established earlier in 1892.
To justify its West African coverage a branch was opened in Africa
Gold Cost (now Ghana) in 1896 and another Freetown, Sierra Leonean 1898,
these marked the genesis of the bank international banking operations.
The second branch of the bank in Nigeria was in the old Calabar in 1900
and two years later, services were extended in Northern Nigeria.
To satisfy the needs of its customers, first bank has diversified
into a wide range of banking activities and services include corporate,
retail and mortgage banking.
The term industrial relations is used to express the nature of the
relationship between the employer and employee in an industry or an
organization where willing co – operation emanates from employee and the
management or the employer towards the achievement of organizational
goal exhibit the same positive attitude there is said to be good
There are many causes which have led to poor industrial relations and
there are conditions which can generate good industrial relations which
A correct perspective of the industrial relation position is possible
on appreciation of the states of development through over a period of
time to the present moment, we often hear people praising the industrial
Situation in Japan it is important to note that Japan has proved to
be a country which has successfully adapted western industrial and
technology know how into its traditional attitude and behaviour. It has
there by created a unique powerful works place rarely found in any part
of the world.
The labour management relations in Japan are very harmonious and
productive which has led to excellence in all areas of their efforts.
The secret of this success lies in their informal human relations;
Japan has not blindly adopted the western method but has struck to its
age long. Social system customs and tradition. Although there are
strikes, demonstration processions and so. On such as generally few and
for between, for example of an average strike in Japan could be less
than half a day or a maximum of three days.
The concept of total quality management and quality of work like as
well as emphasis on training and re – training rather than
indiscriminate hiring and tiring and held in high esteem by the
employers despite the global recession.
Three major factors could be attributed to the success of industrial relations in Japan.
Harmony between management and labour the obedient attitude of
workers towards employer and a good co-operative trade union management.
Trade union do not consider management as enemies but rather as
partners aiming at a uniform goal
The basic success there are lies is not confrontational but co –
operating with management whole – heatedly as they believe that their
prosperity lies in their company’s growth and survival. The above
scenario can become a reality in Nigeria if the trade union and
management could change and explore opportunities offered particularly
by collective bargaining.
The age of banking in Nigeria and the anticipated dynamism of the
21st century is being exercised by the human machine, but how much the
banking machine but how much the banking sector has committed into the
innovation of the work force for better productivity through the use of
the instrument of collective bargaining/agreement is the basis for this
The whole object of human resource management is to secure from
employees maximum performance in term of predetermined objective (Dale
1972) described commitment as the syndrome of attitudes understanding
and dealing that identify the term dedicated participant.
In his view, each manager seeks to develop and maintain moral which
he described as “evident committed” that is inhibiting the behavioral
symbol and symptoms of personal commitment it is form this stand point
that the effect of collective bargaining which is supposed to be the
labours common voice will be considered either as enhancing or reducing
labour performance and consequently productivity.
1.2 STATEMENT OF THE PROBLEM
As time change the dominant issue in collective bargaining have
tendered to change, globalization as well as concepts of total quality
management has replaced the issue of union recognition with the advent
of mechanization and automation job security and supplementary employee
benefits have assumed greater importance.
Among the current issue of significance are the followings:
i. Appropriate subject for bargaining
ii. Productivity bargaining
iii. Concessionaire bargaining
iv. Public employee bargaining
v. Coalition bargaining
In view of the complexity of the bargaining structures coupled with
an unfavourable environment. How does one therefore get commitment form
an individual employee in the banking sectors achieving organization
rate than the individual employee is more concerned.
Human being have certain needs craving and satisfaction on the job,
how can the personnel policies be directed towards satisfying such need
more particularly integrating satisfaction of these needs with
achievement of organizational goals.
What are the difference patterns and philosophies of management and their implication with regard to individual effectiveness?
What roles can productivity bargaining play in the present disposition of the banking sector?
1.3 STATEMENT OF HYPOTHESIS
Ho: Industrial conflict increase the output of the bank
Hi: Industrial conflict decrease the output of the bank
Ho: There is no benefit derive from industrial conflict within the banking services
Hi: Is benefit derive from industrial conflict within the banking services
1.4 OBJECTIVE OF THE STUDY
Despite the fact that influence of trade union nationally and the
propensity of employees to join trade union are much influenced by the
attitude of the government.
The state labour market and other factors largely outside the control
of the individual employers has remained an important activity.
Success in industrial relations is largely based on knowledge of the
union with whom management does business or is likely to do business,
knowledge or employees expectation knowledge of the company weakness and
strengths knowledge of the subject being negotiated both on the
management and the union sides but recent failure of trade union of
negotiating has called for concern and this is the essence of the study.
The big question is has collective bargaining outlined its usefulness
in the banking sector if so what next, if not what has been responsible
for the failures and finally will the introduction of productivity
bargaining minimize the inadequacies of collective bargaining
1.5 SIGNIFICANCE OF THE STUDY
This study attempts to highlight the following:
- The role of trade union leaders in the failure
of collective bargaining in achieving the desired result in the banking
- The use of collective agreement as an instrument of manpower by the banking industry management
- The importance of collective agreement in the motivation work force for higher productivity or otherwise
The practicability of productivity bargaining option in curbing the excess of management.
1.6 DELIMITATION OF THE STUDY
The study specifically covers unionized banks particularly those that
have been using collective agreement based on union management
It is however important as a result of the reluctance of
management/information that most of the information to be used will be
based on responses from the questionnaires to be administrated, although
there are many banks in Nigeria as a result of population size, time,
distance and manpower resources, this study has been delimited to first
bank of Nigeria plc
1.7 LIMITATION OF THE STUDY
The following limitation is acknowledged as great constraints to be study:
a.Financial constraints: This deals with the situation of economic of a country with the ever increasing of capitation carried out the research
It is very hard to carried out project research to satisfaction of the study in due to the cost incurred during the research
b.Time factor: There was no adequate time for the researchers to carry out effective and efficient work on the project topic or research work.
1.8 DEFINITION OF TERMS
a. Management: This is the come of the human
effort in carried out personnel function of manpower and planning and
resource, recruitment, development and control labour turnover.
b. Objective: This one role in achieve goals work in the organization
c. Corporate appraisals: Are part of a complex process where by organization set role and objective for them to plan to meet them in a systematic way
D Planning is deciding what to do and how to do it by organizing for adequate work been done.