TABLE
OF CONTENTS
Title
Page i
Declaration ii
Approval Page iii
Dedication iv
Abstract vi
Table of Contents vii
CHAPTER ONE: INTRODUCTION
1.1 Background of the study 1
1.2 Historical background of Hamdala Hotel Plc
Kaduna 3
1.3 Statement of the General Problem 4
1.4 Objective of the study 5
1.5 Significance of the study 5
1.6 Statement of hypothesis 6
1.7 Scope of the study 6
1.8 Limitation of the study 7
1.9 Definition of terms 7
CHAPTER TWO: LITERATURE REVIEW
2.0 Introduction 9
2.1 Review of related literature 9
2.2 What is collective bargaining 10
2.3 Condition for effective collective
bargaining 12
2.4 Preparing for collective bargaining process 16
2.5 The importance of collective bargaining in
the public sector in Nigeria 21
2.6 Purpose of collective bargaining in the
public sector in Nigeria 22
2.7 Labour management relations during economic
recession 24
2.8 Grievance and industrial conflicts 27
2.9 Industrial conflicts 29
2.10 Resolution of industrial conflicts 30
2.11 Critiques to Collective Bargaining 32
2.12 Summary of review 33
CHAPTER THREE: RESEARCH
METHODOLOGY
3.1 Introduction 35
3.2 Research design 35
3.3 Area of study 35
3.4 Population of the study 36
3.5 Sample size 36
3.6 Instrument for data collection 36
3.7 Reliability of the instrument 37
3.8 Validity of the Instrument 38
3.9 Method of data Collection 38
3.10 Method of Data Analysis 39
CHAPTER FOUR: DATA PRESENTATION
AND ANALYSIS
4.1 Introduction 41
4.2 Characteristics of the respondents 41
4.3 Presentation of Data Analysis 43
4.4 Discussion of Findings 48
4.5 Summary of findings 49
CHAPTER FIVE: SUMMARY,
CONCLUSION AND RECOMMENDATIONS
5.1 Summary 51
5.2 Conclusion 52
5.3 Recommendation 53
Biography 54
Appendix 56
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND
OF THE STUDY
Organizational
viability is the capacity of the organization to continue to service and
develop in this era of business complexities which result from continuous and
rapid changes within the social system, conflicts and dispute, whether in the
form of open hostility or quite dissemination becomes inevitable issues that
every organization must strive to curtail this pertinent because dispute or
conflicts are usually a threat to organizational viability if not adequately
managed or handled even though conflicts between persons or management and
employees could be thought of as natural events Nakodi A. (2001) posited that
organization should be very much aware that such conflicts could cause distrust
and industrial crises or disharmony in the long run.
Conflicts
or disputes among management and employees (labour) can lead to one or both
parties having their feelings hurt, thus leading to issue that can inherently
affect the smooth running of the organization in which they work or manage. On
the other hand conflicts or disputes can serve to enhance the effectiveness of
an organization since it can safely be assumed that conflicts although ever
present in a social system, may not always be as destructive as they are
portrayed, the central question among a lot of scholar human resources managers
and of course employers of labour is how to, in their own varying capacity and
abilities effectively and efficiently manage conflicts and its resolution to
ensure that their organization benefit rather than suffer from occasional
labour management clashes. Admittedly, organizational conflicts does erupt in
organization because of the inability of employer and this or her employees to
work together in peace. This may be as a result of ineffective communication,
non exclusion in decisions that affects employees, or lack of adequate or good
working conditions or incentives and non existence of unions that employees can
channel their grievance through, thus collective bargaining as a tool allows
the parties.
The
two parties to meet regularly so as to identify the dissonance that exist
between them amicable so as to prevent industrial dispute or conflicts.
1.2 HISTORICAL BACKGROUND OF HAMDALA HOTEL PLC KADUNA
Hamdala
Hotel is one of the oldest, if not the oldest in the Northern part of Nigeria. This
hotel was established and officially opened for business on the 14th
of January 1961 by the then premier of the Northern region in person of late
Sir Ahmadu Bello (the Sardauna of Sokoto). Hamdala Hotel was then established
to serve as a hub of tourism by providing an up to date hospitality business in
Kaduna
neighbouring towns and cities. The hotel which is presently owned by the New
Nigeria Development Company (NNDC), a company owned by the nineteen northern
state. It is also managed by Arewa Hotel Limited a subsidiary company of the
NNDC.
This
49 years old organization is a 203 rooms hotel that comprises of single suite
luxury suites, presidential suite, etc it also has a state of art facilities
that makes it a force to reckon with and thus a choice of tourist whenever you
are to be in Kaduna for visit or business. The hotel is strategically located
within the central business district of Kaduna metropolis. It lies between
Murtala Mohammed Square, Kaduna Gold Course Club and the State Ministry of
Culture and Tourism, facilities such as very high capacity banquet hall,
restaurant, Olympic size swimming pools, craft shops, bode shops etc and all
found within the hotels massive compound.
Staffing
/ staff strength
Hamdala
Hotel has a general manager and other managers there are 25 middle management
staff as well as 500 intermediate and junior or members.
1.3 STATEMENT
OF THE GENERAL PROBLEM
The
research work is carried out to look into the problem that leads to collective
bargaining concept in Hamdala Hotel. Conflict occurs as a result of one-party
not respecting the right of another party. In most cases the welfare of
employees are not properly taken care of by the management. To forestall a
breakdown of law and the disturbance of peaceful working environment collective
bargaining is always used. This means that the two parties in conflicts must
come to terms on the issues that is at stake. The questions therefore are: is
collective bargaining being made used of both the management and the employees?
To what extent is it employed, is it being used and how effective is it?
1.4 OBJECTIVE
OF THE STUDY
The objectives of this research work
are as follows:
1.
To highlight the benefits to be
derived from effective collective bargaining towards organizational development
2.
To ascertain why, how and when
collective bargaining should be carried out
3.
To show current collective bargaining
practices have assisted immensely in industrial disputes
4.
To provide appropriate recommendation
and suggestion for future resolution of industry disputes
1.5 SIGNIFICANCE
OF THE STUDY
a.
The study will help individuals,
employees and employers a like to know or identify their shortcoming and
appropriate measures to be undertaken to find solutions to them.
b.
The study will stimulate and
consolidate viable policies on government parastatals, independently of any
established institution and civil service to enhance their efficiency and
development
c.
Finally, to provide basic for future
research analysis and as well as broaden knowledge and experience
1.6 STATEMENT
OF HYPOTHESIS
A
hypothesis is a conjectural preposition and informed intelligent guess about
the solution to a problem. It is an assumption or position whose veracity and
validity is to established.
Ho: Collective
bargaining is not an effective tool for resolving industrial disputes in Hamdala
Hotel
Hi: Collective
bargaining is an effective tool for resolving industrial disputes in Hamdala
Hotel
1.7 SCOPE
OF THE STUDY
The
subject, dispute is a very wide area in industrial relations management and
there are many approaches to resolving industrial disputes in organizations.
However, the researcher has chosen to limit the research effort to the
collective bargaining approach of forestalling and resolving industrial dispute
in organization. Also there are many organizations in Kaduna
metropolis, the researcher has also limited the investigation to Hamdala Hotel
been the premier hotel in the north in general and Kaduna in particularly.
1.8 LIMITATION
OF THE STUDY
Research
work of this nature is bound to be constrained by a number of factors.
Prominent among these factors is the reluctance of most staff of the hotel to
accepting questionnaires from the researcher inspite of the plea. Those who
accepted did not create time to fill the questionnaire and some did filled the
questionnaires without much seriousness. However, the researcher was able to
retrieve thirty (30) questionnaires which were eventually analzed by the
researcher.
1.9 DEFINITION
OF TERMS
Below
are some terminologies which researcher deems fit to clarify as contents of the
study.
Organization:
This is coming together of two or more people in order to achieve a set goal
and objective.
Conflicts:
Conflict can be defined as a competition and fight for control predominantly
when resources are scare.
Strike:
This is a temporary withdrawal or withholding of labour power with a hope of
raising its price by improving the payment of wages and other conditions of
employment.
Lockout:
This refers to management refusal to allow employees to work.
Management:
Management is the efficient and effective way of getting things done through
people
Negotiation:
Is a communication or discussion to reach agreement between two arties or to
resolve their obstacle.
Production:
This is the process of transforming resources such as raw materials, labour and
capital goods into finished product on services