Influence Of Trade Unionism On Management Policies Making And Implementation
(A Case Study Of Life Breweries Plc, Onitsha, Anambra State)
Trade unionism significantly shapes the formulation and execution of management policies within organizations, exerting a substantial impact on various operational aspects. Through collective bargaining, trade unions negotiate terms and conditions of employment, thereby influencing policy decisions related to wages, benefits, and working conditions. Additionally, unions advocate for employee rights and welfare, leading to the integration of provisions for job security, health and safety measures, and grievance redressal mechanisms into management policies. Furthermore, trade unions often engage in dialogue with management to address issues such as workplace conflict, productivity enhancement, and organizational development, contributing to the development of collaborative policies aimed at fostering harmonious labor relations and sustainable business performance. Ultimately, the dynamic interplay between trade unionism and management policies underscores the importance of fostering constructive labor-management relationships to achieve organizational goals while promoting employee well-being and empowerment.
The effects of trade unionism and its influence on management policies implementation in Nigeria (a case study of Life Breweries Plc, Onitsha) is of interest both to management, government and worker alike, workers needs to be organized and protected in order to speak out with one voice. The researcher also highlight the contribution of trade union on workers performance by determine how management policies are being implemented and the union achieved their objective through workers performance. While the study used some researcher question, give research hypothesis, both primary and secondary data were collected. From the findings, the researcher revealed that participated decision making assist trade union and management, these gives workers a better sense of belonging in the organization because majority of workers expressed satisfaction with their current working conditions and management policies. This enabled them perform their jobs better. The text of hypothesis revealed that trade union has made an effort to improving the workers performance. Since trade union improves these, they should avoid the path of confrontation but continued with dialogue through collective bargaining.
Title Page
Approval Page
Dedication
Acknowledgment
Abstract
Table of Contents
CHAPTER ONE
1.0 Introduction
1.1 Background of the study
1.2 Statement of the problem
1.3 Objectives of the study
1.4 Research questions
1.5 Significance of the study
1.6 Scope of the study
1.7 Limitations of the study
1.8 Definitions of terms
CHAPTER TWO
2.0 Review of related literature
2.1 Introduction
2.2 Origin and growth of trade unionism in Nigeria
2.3 Activities of trade union
2.4 Functions of trade union
2.5 Weapons used by employees
2.6 Employees grievances
2.7 Collective bargaining
2.8 Relevant management policies
2.9 Formulation and implementation of the policies
CHAPTER THREE
3.0 Research design and methodology
3.1 Introduction
3.2 Research design/ method
3.3 Sources of data
3.4 Methods of data collection
3.5 Population study and sample size determination
3.6 Sampling techniques / procedures
3.7 Validity reliability of measuring instrument
3.8 Method of data / Statistical analysis
CHAPTER FOUR
4.0 Presentation and analysis
4.1 Presentation and interpretation of results
4.2 economic prior criteria
4.3 Statistical criteria (First order test)
4.4 Econometric criteria
CHAPTER FIVE
5.0 Summary of findings, Conclusion and
Recommendations
5.1 Summary of findings
5.2 Conclusion
5.3 Recommendations
Bibliography
Appendices
INTRODUCTION
Trade disputes and industrial disharmony in recent times have resulted to low output production loss of lives and properties in the country.
It is thus a worthwhile exercise to determine the various ways in which trade unions may influence the implementation of the management policies of an organization and possible suggest ways of harmonizing management policies with workers objectives.
1.1 BACKGROUND OF THE STUDY
Trade unionism is the combination of workers or employers whether temporary or permanently. The purpose of trade unionism is to regulate the terms and conditional of employment of workers.
According to Housie (2005:56) said that trade unionism can be regarded as any group of workers who combine together, even for a brief periods to secures something from an employer.
The two main issues here for the rest of the foregoing definition are:
– That the trade unionism must originate from a combination of workers or employers.
– Its purpose must concern the regulation of terms and condition of employment of the workers only.
a. The Combination of Workers or Employers: Under this aim, employers or workers must engage in the combination of form a trade unionism. And an employer who is commonly regarded as one who engaged labour and services for any pay is not defined by the act.
b. The Purpose of Combination: The purpose for the combination of trade unionism is to regulation of the terms and conditions of employment of workers.
From the section one sub-section 1 of trade unionism decree (1973:102) as amended in conjunction with 557 and 27 of the same decree says a combination of workers or employers may have other purpose of regulating the terms and condition of services of workers.
A trade unionism movement exist in Nigeria as early as (1912) with the civil service union as the first that came into existence, union like the Nigeria union of teachers in 1931.
1.2 STATEMENT OF THE PROBLEMS
This topic as it concerns the employer/employee relationship to the effect of the organizational management have some numerous problems to be tackled upon as to determine the trade disputes and industrial disharmony in recent times as it has resulted to loose of lives and properties in the country.
– To identify a numerous goods worth billions of naira and time that would have been utilized as output production were wasted.
– To find out how the management policies implementation of (Life Breweries Plc Onitsha) can be affected by the trade unionism in the organization.
– To determine the reaction of trade unionism based on the attitudes, opinions and other factors that necessitate the organizational or non improvement.
– Finally to identify how the management policies could be implemented to match with the objectives of the organization in general.
1.3 OBJECTIVES OF THE STUDY
Generally the purpose of this study is to find out the various ways which trade unionism can influence the management policies implementation of an organization particularly in Life Breweries Plc Onitsha.
1. To identify the various management policies of Life Breweries Plc Onitsha.
2. To unfold the implementation of these policies and where they are in conflict with the workers aims and objectives.
3. To determine possible cause of workers dissatisfaction in the organization.
4. To determine the various weapons used by labour unionism in fighting unhealthy management policies.
1.4 RESEARCH QUESTIONS
1. Do the trade unionism activities influence the implementation of management policies in Life Breweries Plc Onitsha?
2. Has the influence of trade unionism on the company’s management policies has any negative effect on the performance of the organization?
3. Are the workers satisfied with their job?
4. Does the trade unionism undertake peaceful dialogues as a means of setting trade dispute between management and the employees?
1.5 SIGNIFICANCE OF THE STUDY
The result of this study will greatly contribute to the resolution of industrial disputes resulting from the non-rationalization of management policies with the objectives of the employees which they seek expressly or implied through their labour unionism.
The finding of this study will greatly help the management of Life Breweries Plc Onitsha to adopt and implement their policies in conjunction with the views of the employees of the organization.
Furthermore, this study will also be of great importance and value to student studying business administration and management in particular as well as these studying personnel management etc.
This inspiration and motive make the research to be a continuous exercise.
1.6 SCOPE OF THE STUDY
This scope of this study will be very wide if it has to be carried out in all the manufacturing organization in the country, for this reason, the study therefore covers only Life Breweries Plc Onitsha because of time constraints and material cost that would have make it cover the whole nation.
This finding may not be necessary to other breweries, industries in the country, but it is assumed that what happens in Life Breweries Plc Onitsha.
1.7 LIMITATIONS OF THE STUDY
This study is wide in scope, if not because of its wide scope and expenses involves, I would have carried it out in all the manufacturing organization (Breweries) in the country for the above reason the study is specifically limited to Life Breweries Plc Onitsha for effective and efficient study and to be free from bias, since the study is associated with time constraint, finance, human and material costs.
Nevertheless, the above limitations also constituted of hindrance why carrying out the research in the company (Life Breweries).
Having limiting their study, attention is paid mainly and the marketing departments.
This does not mean that other departments were not include but the above named departments has much to offer to the progress of the company or is considered as the most essential department of the company. Even though these findings may not be necessary to other breweries, industries in the country, due to different on management policies and implementation.
It could be applicable to some other breweries in the country due to similarities in production process, administration etc.
The study is limited to Life Breweries Plc Onitsha purposely for a good research.
1.8 DEFINITIONS OF TERMS
Trade Unionism: Means simply the stem of the trade union.
Management: Refers to the board of directors or management term of Life Breweries Plc Onitsha.
Policies Making: A set of rules or principles to guide the activities of members of the organization under the study of (Life Breweries Plc Onitsha) toward the attainment of a given objective within specified time or purpose.
Implementation: As used in the study means carrying out or use or simple execution /putting into action.
1.9 BRIEF HISTORY OF LIFE BREWERIES PLC ONITSHA
The Life Breweries Plc Onitsha is located at No. 87/99 Port Harcourt Road, Fegge Onitsha in Anambra State. It commenced for business operation on the 4th day of August 1983 and was commissioned by Chief Jim Ifeanyichukwu Nwaobodo, the Governor of Anambra State with (10) board members.
Justice Daddy C. Ikeh – Member
Chief Daniel Nwadu – Chairman
Sir Nwankwo J.O. – Member
Mr. Mbanaeto L.N. – Legal etc.
Due to some management problems, the company was sold in 1996 to expatriates who have the following as board members:
Mr. Mirchandana A.K. Cindin – Chairman
Mr. Dull J.S. (India) – Member
Mr. Awugbade Sogi – Member etc
Trade unionism can significantly influence management policies making and implementation within an organization. Trade unions are organizations formed by workers to collectively bargain for better working conditions, wages, benefits, and other employment-related issues. The influence of trade unionism on management policies can be both positive and challenging, depending on the nature of the relationship between the union and the management. Here are some key points to consider:
Positive Influences:
- Collective Bargaining: Trade unions provide a platform for workers to collectively negotiate with management on various employment-related matters. This can lead to better agreements on wages, benefits, working hours, and other conditions, contributing to a more harmonious work environment.
- Employee Welfare: Unions often advocate for the welfare of employees, which can lead to improved working conditions, health and safety measures, and overall job satisfaction. Management may be compelled to implement policies that prioritize employee well-being to maintain a positive relationship with the union.
- Conflict Resolution: Unions can serve as intermediaries in resolving conflicts between workers and management. By facilitating open communication and negotiation, trade unions can help prevent disruptive disputes and strikes, which can ultimately benefit both sides.
- Skill Development: Unions may collaborate with management to implement training and development programs that enhance employees’ skills. This can improve productivity and job satisfaction, leading to a more skilled and efficient workforce.
Challenges and Complexities:
- Strikes and Disruptions: While trade unions can prevent conflicts, they can also lead to strikes and work stoppages if disagreements between the union and management are not resolved. This can disrupt operations and affect organizational productivity.
- Rigidity: Some unions might resist changes in management policies, especially if they perceive these changes as detrimental to workers’ interests. This can make it challenging for management to implement necessary changes or adaptations in response to market conditions.
- Costs: Agreements reached through collective bargaining can sometimes increase labor costs for the organization. This might lead to budgetary challenges and impact the company’s competitiveness in the market.
- Power Dynamics: The relationship between management and unions can sometimes become adversarial, with each side seeking to protect its own interests. This power struggle can hinder effective policy-making and implementation.
- Inflexibility: Union contracts and policies can sometimes limit the flexibility of management to make quick decisions in response to changing business environments.
Balancing Act:
Successful management of the influence of trade unionism requires a balanced approach. Open communication, mutual respect, and collaboration between the management and unions are essential. Organizations that establish positive relationships with unions and view them as partners in achieving common goals tend to benefit from the positive aspects of trade union influence while minimizing potential challenges.
In conclusion, trade unionism can significantly impact management policies making and implementation. The key is to find a middle ground where both the interests of workers and the needs of the organization are considered, fostering a productive and cooperative working relationship.