LABOUR UNION ACTIVITIES AND EMPLOYEE WELFARE. A STUDY OF SELECTED OIL SERVICING FIRMS IN PORT HARCOURT.
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LABOUR UNION ACTIVITIES AND EMPLOYEE WELFARE. A
STUDY OF SELECTED OIL SERVICING FIRMS IN PORT HARCOURT.
ABSTRACT
This research study dealt on “Labour union
activities and employee welfare. The purpose of this study is to ensure that
there is adequate attention given to employee in oil servicing firms. At the
end of the general analysis of the responses received from the questionnaire
and the result of the statistical testing, the conclusion include it was
discovered that most firms do not adopt effective and adequate skill for their
employees. That adopt effective and activities enhances the performance of
employees. It was equally revealed that there is no significant relationship
between collective bargaining and employee welfare. It was discovered that low
productivity happened in oil servicing firms due to ineffective programmes a
regards employee’s welfare. From the above drawn conclusion, the researcher
therefore makes the following recommendations. Those, oil servicing firms’
should adopt effective and adequate welfare schemes for its employees, to
enhance performance in the oil servicing firms. That, there should be no
polities in cause of implementing employees’ welfare programmes in oil
servicing firms that, management should make conspicuous efforts in identifying
those factors that would positively influence employee’s attitude to work.
Finally, it is recommended that oil servicing employees’ welfare programmes to
impose the growth of the firms.
TABLE OF CONTENTS
Title Page i
Declaration ii
Certification iii
Dedication iv
Acknowledgment v
Abstract vi
CHAPTER
ONE
1.0 Introduction 1
1.1 Background
of the study 1
1.2 Statement
of the problem 4
1.3 Purpose
of the study 5
1.4 Research
questions 6
1.5 Research
hypothesis 6
1.6 Significance
of the study 7
1.7 Scope
of the study 8
1.8 Limitation
of the study 8
1.9 Definition
of terms 9
1.10 Organization
of the study 10
CHAPTER
TWO
2.1 Introduction 12
2.2 concept
of labour union activities/employee welfare 12
2.3 origins
and early history 15
2.4 union
today, structure and policies 20
2.5 Employee
welfare 29
2.6 labour
union activities 31
2.7 labour
union activities in oil servicing firms Nupeng and
Pengasson 33
2.8 criticism
against labour union 38
2.9 Summary 40
CHAPTER
THREE
3.1 Introduction 41
3.2 Research
design 42
3.3 Sampling
procedure 43
3.4 Data
collection method 44
3.5 Population
size 45
3.6 Sample
size and determination 46
3.7 Questionnaire
design 47
3.8 Spearman
rank order correlation coefficient 48
CHAPTER
FOUR
4.1 Introduction 50
4.2 Questionnaire
distribution and collection 51
4.3 Analysis
data 52
4.4 Test
of research hypotheses 57
CHAPTER
FIVE
5.1 Introduction 75
5.2 Discussion
of findings 75
5.3 Conclusion 77
5.4 Recommendations 78
Bibliography
Questionnaire
CHAPTER ONE
1.0 BACKGROUND OF THE STUDY
Disputes
over wages and conditions of employment are bound to occur in any
employer-employee relationship. Employees join a union to bargain collectively.
As pointed out in Nigeria, the employer himself determined the conditions of
employment. The employee could voice his dissatisfaction by resigning from his
job less drastically, by going slow on performance.
The
emergence of labour union and its many activities date back to 1900, when most
of the commercial establishment in Nigeria were small, and were mainly foreign
enterprises. They employed very few people, most were blue-collar employees.
Many could neither read nor write. Above all they did not know what to expect
from any job, the civil service union that was formed in 1912 employed a
literate labour force, many had, had contact with labour outside Nigeria.
The
personnel management function was handled by an expatriate, in time; the job
was delegated to Nigerians who could speak English and the indigenous languages
of the majority of the employees. Most of the Nigerian personnel officers and,
in fact, some foreign personnel officers, have had no formal training in
personnel administration. They tended to perform their duties in exactly the
same way that the expatriates had performed them. This fact was represented by
labour union organizers.
By
1940, there were over 144 labour unions and the future of labour unions in
Nigeria appeared very bright. It became very fashionable to appoint a Nigeria
as personal officers. It was assumed by the employers that Nigerians were best
suited to deal with union leaders and their demands, especially as they were
brothers. The success of a Nigerian personnel officer was measured by the
extent to which he dealt with union leaders by taking them out of their
demands. He was seen as a pacifist (Nwachukwu, 1988).
The
introduction of labour union in the oil servicing companies, such as Wilibros,
Halliburton, Schiumberger to mention but a few, was seen as measures to address
the dominance of the expatriate, who are seen to be employer of labour under
the umbrella of oil exploration and oil servicing there are two labour unions
of petroleum and gas work nupeng, petroleum and senior staff association of
Nigeria pengassan) which was inaugurated as a recognition to mediate between the
workers and the employers of labour. The inauguration started with the
activities of oil companies in Nigeria, but for the purpose of this study, the
researcher is carried out on oil servicing firms in Port Harcourt.
The
labour ordinance that permit the establishment and inauguration of these unions
was set u or enacted in 1946 and subject to review and since then a lots of
issues have been employer employees in an establishment. For it should be borne
in mind that within this system there is at least a “Sub- system, in the public
sector where the system of laobur relations is clearly distinct from that in
the private sector, in the former, the government, as employer plays the most
important role in industrial relations.
In
the Nigeria society, the behaviour expectations of both the worker and the
management personnel, as well as those of government officials are naturally
different. More often than not, the actors expect a pattern of behaviour which
is necessarily consistent of in conformity with practices in modern industrial
management. By and large, the employer is seen as in the traditional system as
a father or elder and for work this reason, usually does not accept the worker
as equals (Fashoyin 1999)
1.2 STATEMENT OF THE PROBLEM
The
employees as the source of every operations both manual or machinery is the
touch of concern as labour union moves in to negotiate for better
condition/welfare of the workers.
Considering
the dangers encountered by these workers, and no worthy extrinsic reward or
appraisal is not noticed, gives the concern for these elective parliamentarians
to lure the employer into conditions of discussion for better conditions of employees’
welfare to improve productivity.
It
is an issue of recognizing the effort of the employees, and helping them
(employees) to solve the many problems that brought them or made them employees
of the particular firm.
The
labour union group, as chosen members from among the workers discuss on issue
that will alleviate the suffering of the workers as it is tenable across the
world.
The
many activities of the labour union concerning employees welfare is to bridge
the gap between management and employees, to maintain a relationship, to put in
place job security and normal play rise as stated in documents biding
management and workers.
As
observed by Nwachuwu-1988, that people are motivated to put more efforts to
work, if they behave that their efforts will accomplish a desired outcome which
will be followed by intrinsic and intrinsic reward that lead to satisfaction.
1.3 PURPOSE OF THE STUDY
The
purpose of the study is to evaluate the influence of labour union activities on
employee’s welfare.
(a) To
assess the influence of collectively bargaining on employee welfare.
(b) To examine
the influence of industrial action on employee welfare.
1.4 RESEARCH QUESTIONS
The
study provides answer to the following research questions.
(a) To
what extent does collective bargaining influence employee welfare?
(b) To
what extent doe union’s industrial action influence employee welfare.
1.5 RESEARCH HYPOTHESES
The
following hypotheses are postulated in their null (H0) form to address the
questions raised above and to guide investigation in this study.
H01:
There is no significant relationship between collective bargaining activities
and employee welfare.
H02:
There is no significant relationship between unions industrial action
activities and employee welfare difference between labour union and employee.
1.6 SIGNIFICANCE OF THE STUDY
This
study is of high importance in that it can multitude benefits of officer. This
study will contribute significantly to the activities of labour union and
employee welfare working in these oil servicing firms, particularly in the task
of harmonizing individual workers needs and expectations and the pre-determined
organizational goals and objectives.
It
would enhance their sensibility bringing to limelight the complexities of human
behaviour at work and to effectively devise relevant multinational tools to
redirect the drives within the employees towards the attainment of corporate
goals and objectives. By so doing, this study will be of double benefits in
that it would enhance the effective of multifunctional system within Nigerian
workers and organizations and also, promoting managerial efficiency.
Also,
the findings and suggestion in this work would help to produce a vibrant,
highly productive and dependable workforce which will in the long run boast the
economic performance of the productivity.
Finally,
the study would contribute immensely to existing relationship, and by so doing
provide a dependable basic for the takeoff of further research in this field of
study by other students, researcher and academics.
1.7 SCOPE OF THE STUDY
This
study is on ‘Labour Union Activities and Employee Welfare’ a study of selected
oil servicing firms in Port Harcourt.
Ordinarily,
a study of this nature ought to cover every oil servicing firm in the country
but owning to time and financial constraints, the scope of is limited to oil
servicing firms that have operational headquarters in Port Harcourt using (Wilibros,
Schlumberger) as the case of study in Port Harcourt, Rivers State.
1.8 LIMITATION OF THE STUDY
Like
any other research, this study suffered some degrees of
constraints/limitations.
Firstly,
there was dearth of relevant materials in the form of textbooks, journals,
magazines, and monographs at the initial stage of this exercise. Also, some of
the respondents to the questionnaire either filled wrongly, and some did not
return their questionnaire.
Secondly,
there were financial constraints owning to increase in transport cost to
administer and collect the questionnaire. There were a lot of phone calls and
photocopies to make.
Thirdly,
time was another major constraint. The researcher while caring out this work
had classroom lecturers to attend and exams to prepare coupled with other
personal commitments.
However,
despite all these limitations, the researcher still had to complete the work.
1.9 DEFINITION OF TERMS
Labour Union Activities
These
are general programmes as regards employees’ welfare such as collective
bargaining, negotiation, settling of disputes put together by this body to
improve or realize the expectation of employees.
Employee Welfare
These
are incentives realized to enhance the workman drive to improving performance.
Collective bargaining
This
is an agreement realized by a recognize labour union and management team on
behalf of the employees, in an organization.
Industrial Action
This
is sanction strategy put in place to address the ugly situation that seems to
exists in a given firm(s)
1.10 ORGANIZATION OF THE STUDY
This
study is organized in five chapters. Chapter one is the introduction; it
consist of the following sub-titles, background of the study, statement of the
problem, purpose of the study, research questions, hypotheses, significance of
the study, scope/limitation of the study, definition of terms, and organization
of the study.
Chapter
two is the “Literature Review’, it is an overview of related literature
expressing the views of other authors and writers on the subject matter;
Chapter
three is the “Research Methodology” explaining the research design, sampling
techniques, data collection, and analysis method.
Chapter
four is the “Presentation and Analysis of Data”. Here the hypothesis formulated
in chapter one would be tested as a basis for the acceptance and rejection of
the hypothesis. The study is concluded in chapter five as “summary conclusion
and recommendation”, This is followed immediately with Biography and
appendices.
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