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DEMOCRACY IN TRADE
UNION
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.
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 THE
SCOPE AND LIMITATION OF STUDY
The scope of this study is view wide if it has to be carried
out in all civil service in Nigeria, the research tried to minimize the effects
of limitation that are commonly attendant with project topic of this nature,
but, some of these were unavoidably, that does not mean it affected the
objective of the study.
The study is
limited base on the fact that there is no time and material resources to see to
the whole nation. This study is limited
to Enugu Civil Service and finding not reflect the situation in the whole
country. These finding reflects Enugu
Civil Service and can said to apply to other civil services.
1.7
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.
REFERENCE
Abusei Polu A (1987)
Principle of business
Administration Enugu
Konna Book.
Banls J.A. (1988) Trade Unionism London
Collier (Macmillan
Publisher)
Roethlisbergeredg F.J. (1939)
Harvard University Press.
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