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DEMOCRACY IN TRADE
UNION
(A CASE STUDY OF
ENUGU STATE CIVIL SERVANT)
ABSTRACT
This researcher project is a very
crucial study for Enugu State Civil Service. The study was motivated by
the necessity to establish the extent of democracy in trade union.
To solve the research problem both
primary and secondary data were collected. The researcher instrument used
in collecting the data were questionnaires and oral interview.
The respondents comprised of
employees. In organizing and presenting data collected, table,
frequencies and percentage were used the various hypothesis were tested using
the chi-square.
Based on the data analysis and
interpretation five of the following findings:-
The study revealed the degree or extent
of solidarity in trade union. On average, the solidarity in trade union
could said to be low.
Research study equally revealed that
union constitution encourage democracy practices.
Based on the findings, the researcher
concludes that there is no absolute democracy in trade union.
The following recommendation were made.
Leaders should remember that they are
voted power to serve their members. There should be a permanent line of
communication through such tools as meetings, building and constitution.
The leadership of union should conduct
their officers with extreme caution & probity.
TABLE OF CONTENT
CHAPTER ONE
1.0
Introduction
1.1
Background of the study
1.2
Statement of the problem
1.3
Objective of the study
1.4
Significance of the study
1.5
Hypothesis
1.6
Scope and limitation of the study
1.7
Definition of terms
Reference
CHAPTER TWO
2.0
Review of related literature
2.1
Objective of the review
2.2
Democracy in a concept trade union
2.3
Types of trade union
2.4
History and origin of trade union
2.5
Function of trade union
2.6
Democracy in a trade union
2.7
History and development of Enugu Civil Service Union
2.8
Objective and membership of Enugu Civil Service Union
2.9
Structure and government of the union
CHAPTER THREE
3.0
Research design and
methodology
3.1
Design of the study
3.2
Selection of population
3.3
Research procedure
3.4
Development and research materials
3.5
Sample and size
3.6
Questionnaire design
3.7
Determination of sample size
3.8
Treatment of data
CHAPTER FOUR
4.0
Presentation, analysis and interpretation of data
4.1
Analysis of data
4.2
Test of hypothesis
CHAPTER FIVE
5.0
Summary of finding, conclusion & recommendation
5.1
Summary
5.2
Conclusions
5.3
Recommendations
Bibliography
Appendixes
CHAPTER ONE
INTRODUCTION
1.1.
BACKGROUND OF THE STUDY
The first of formal trade union to
develop in Nigeria was the civil service, founded in 1912. Even though
it’s aims were vogue in the initial stage, there was no doubt that it was
formed to protect the interest of their member and the word “native” is clearly
indicative of the struggle against the foreign employer. Before the
advent of the modern industrial sectors in Nigeria, there were already in
existence employer – employee relationship with system of work and reward based
on the culture and transaction of the people. In general, the employer
was an individual and his workmen were essentially member of his household or
of the extend family including cousins, nephews and nieces.
In the circumstance,
the work relation approach was paternalistic in respect to reward and other
welfare facilities. The active impetus to trade unionism in Enugu came
with the passing of the trade union ordinance in 1938. This law formally
recognized the existence of trade unionism.
The same law laid down the model of
registration of trade union and prescribed the right and obligations in the
employer-employee relationship.
It should be noted that trade union operate within industrial relation system
where employer and government are also debtors. A trade union is
concerned with collective strength. It arises and tries to replace
individual worker bargaining power at work with worker’s collective or group
bargaining power.
However, the employee or worker collective function need not be formal
organization in order that it’s can be those of trade union.
The hierarchy of worker does not
necessarily imply formal organization. Worker may be “unorganized” in the
popular usage, but in so far as they are in continuing enterprises they qualify
their association as a undoubtedly to democratize industrial management whereby
the autocratic power of employers are restricted by rules and regulation
negotiated with representative of workers. The extent to which this is
allowed is determined by the law regarding trade union organization from state
to state. In most cases, provisions of such laws are aimed at democracy
in the government of the trade union.
Democracy in this contest refers to a
form of government where the ruled to a very large extent participate in matter
affecting them, with regard to trade union. The normal roll of member and
qualification of membership are demanded by the appropriate government organs
before the union can perform legally, for instance. The trade union
ordinance of Nigeria 1938 made those necessary condition before a trade union
could function legally, it even went to the extend of specifying that only
union member could be appointed to the committee of management. These
provision tend to perform with the definition of democracy as provided by
Abraham Lincoln which see it as government of the people where leadership of
the union is to a very large extent controlled by the ordinary member and the
leadership comes from within the membership.
The government of the trade union can
then be said to be “of and by” the people. For a trade union government
to be seen as ruling for the people. The leadership should display a high
degree of integrity. There must therefore be avenue for the member to
ensure that due contribution by members are in accordance with laid down rules,
and that accounts of such spending shall be rendered to the member at regular
intervals. In addition to this, the ordinary member should have the right
to provide input for the decision and utterance of their leaders. This
could be done effectively by establishing a frame work for information flow and
exchange between the ordinary members from time to time. And when this is
done or obtained, the leadership of the union can be truly said to be a
government “for” the people which in this contest refers to the ordinary member
of the union.
Finally, the problem of union democracy
can be looked at from these main angles. In the first place, the state
political atmosphere in which the trade union operated should be
democratized. Secondly, there must be industrial democracy whereby
employers on their association allow union to organize their member and conduct
their activities without hindrance and the external regulatory agencies
appointed by the government should act as supervisor that they are suppose to
be. Thirdly, union democracy should extend to the internal government of
the union.
The structure of union should be
such that the rank and file member to a very large extent control the decision
making process in matter affecting them. This research paper, therefore
aims at looking at the benefit of trade union democracy using Enugu State Civil
Service Union as a case study. A close look at the trade union as the
micro level of analysis to enable one to say whether democracy as is conceived
of in the political realm can openly apply to trade union without modification.
1.2
STATEMENT OF PROBLEM
In Nigeria, union democracy on civil
service has been bedeviled by some undemocratic practices. Sometime the
view of the union member are treated as amounting to subversion, worse still,
some union officials collect bribe to remain as fractional entities so that
there will be no basis working towards solidanstics action against the
employer. This manifested during the 2000 national strike against
government uni-lateral increase of the prices of petroleum prices. When
two union leaders demanded bribe from the minister of works and housing.
Adams Shiomhole got wind of this and exposed them.
Apart from mere representative status accorded to some union member on the
board of some civil service and occasional dialogue between the union and their
employer there has been no meaningful contribution by the union on management
policies. Given the democratic practice and the strength of trade union
in some part of the world as well as the attendant benefit, it has become necessary
to inquire into the democracy of trade union with focus on Enugu State Civil
Service.
1.3
THE OBJECTIVE OF THE STUDY
The objective of the study are, to
determine the most pressing problem the union place as a trade union that has
the government as the employer of it member and how this officer practice
democracy within the union and out side it.
To ascertain to what extend the mass of
legislation applicable to labour management relation permit the practice of
industrial democracy in the Enugu State Civil Service.
Also to examine the structure, aim,
objective and activities of Enugu Civil Services Union with view to
ascertaining whether internal democracy exist in the union.
1.4
SIGNIFICANCE OF THE STUDY
Leaders in trade union would find this
work beneficial without democracy no union around world last six month the
research would therefore bring out the extent to which trade union can allow
democratic practices to apply in their union while allowing them sufficient
room to run the affairs of the union successfully this study is taken in the
greatest hope and conviction that students and practitioners in industrial
relation in Nigeria as a whole could recognize practice in industrial relation
in Nigeria. And the end, they can be able to show whether the policies
are in consonance with such democratic ideas as the freedom of association and
assembly.
1.5
HYPOTHESIS
This are the following hypothesis that
could be used to solve the research problem.
Hi:
It is difficult to have absolute democracy in trade union
H0: It is
not difficult to have absolute democracy in trade union
Hi:
The extent of solidarity in trade union is minimal.
H0: The
extent of solidarity in trade union is not minimal.
Hi:
Employees interpret in trade union government.
Hi:
Employees do not interpret in trade union government.
1.6
DEFINITION OF TERMS
Terms used in this study & they meaning:-
Democracy:- Is
a system of government whereby people of the state participate in electing
their representative and enjoy some right and obligation.
Bargaining
power:- Is the ability to negotiable with the
employers of labour as regards terms of employment.
TRADE
UNION
Trade union is a continuous association
of wages and salaries earners for the purpose of maintaining or improving the
condition of their working lives.
INDUSTRIAL
RELATION
It is the regulation of employment
relation in any employment situation or their organisation.
LABOUR MANAGEMENT
Labour management is the relationship
between worker not as individual but in their collective identify and their
employer.
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