The Effect of Labour Relations Trade Unionism and Wages on Employee Work Attitude

The Effect of Labour Relations, Trade Unionism and Wages on Employee Work Attitude

Project / Seminar Material
Reference ID: PS-14492-TM

DEDICATION

This research material titled “The Effect of Labour Relations, Trade Unionism and Wages on Employee Work Attitude” is dedicated to God for his enabling grace, and to all computer enthusiasts who contributed to make life a pleasant experience during my research documentation.

ACKNOWLEDGEMENT

I extend my sincere gratitude to all those who contributed to the completion of this project. Special thanks to my Supervisor (Name of your Supervisor), the Head of Department (Name of your HOD), the Lecturers in the department of Business Administration and Management (BAM), Book Authors and Profound Scholars of existing or related project material on “The Effect of Labour Relations, Trade Unionism and Wages on Employee Work Attitude” for their invaluable guidance, support, and expertise throughout the journey.

I am also grateful to your study area (mention any funding organizations, if applicable) for their financial assistance. This research would not have been possible without the encouragement and assistance of some stakeholders (mention any mentors, teachers, or colleagues). Additionally, I would like to acknowledge the understanding and patience of my family and friends during this endeavor. Your unwavering support has been a constant source of motivation. Thank you all for being part of this meaningful endeavor.

TABLE OF CONTENTS

PRELIMINARY PAGES

CHAPTER ONE

INTRODUCTION

    CHAPTER TWO

    LITERATURE REVIEW

    • 2.1 Introduction
    • 2.2 Conceptual Review
    • 2.3 Theoretical Framework
    • ⋮
    • 2.4 Empirical Studies

    CHAPTER THREE

    RESEARCH METHODOLOGY

    • 3.1 Introduction
    • 3.2 Research Design
    • 3.3 Population of Study
    • 3.4 Sampling and Sampling Technique
    • 3.5 Validation of Research Instrument
    • 3.6 Method of Data Collection
    • 3.7 Method of Data Analysis
    • 3.8 Questionnaire Administration
    • 3.9 Ethical Consideration
    • 3.10 Statistical Analysis

    CHAPTER FOUR

    DATA ANALYSIS, RESULT AND DISCUSSION

    • 4.1 Introduction
    • 4.2 Presentation and Analysis of Data
    • 4.3 Re-statement of Research Questions
    • 4.4 Test of Hypotheses
    • 4.5 Discussion of Findings

    CHAPTER FIVE

    SUMMARY, CONCLUSION AND RECOMMENDATION

    • 5.1 Introduction
    • 5.2 Summary of Findings
    • 5.3 Conclusion
    • 5.4 Recommendation
    • 5.5 Suggestion for Further Study

    REFERENCES

    APPENDIX A - “QUESTIONNAIRE”

    The Effect of Labour Relations, Trade Unionism and Wages on Employee Work Attitude

    CHAPTER ONE

    Introduction

    1.1 Background Of The Study

    All over the world, employee’s right has always been protected through effective labour relations and the activities of the trade unions which have in turns proven to the effective in shaping employee work attitude (Trevor, 2006). However, labour relations involve the practice of managing unionized employment situations (Heery, 2011). Proper management of such relations should contribute positively to the morale of the employee.

    Trade union is an organization of workers who have come together to achieve common goals such as protecting the integrity of its trade, improving safety standards, achieving higher pay and benefits such as health care and retirement, increasing the number of employees an employer assigns to complete the work, and better working conditions. This can be seen from the outcomes of strikes by trade unions in Nigeria that always leads to salary and wages increment for the workers. These wages has in turn been the major factor that has continue to motivate the workers to better performance.

    The trade union, through its leadership, bargains with the employer on behalf of union members (rank and file members) and negotiates labour contracts (collective bargaining) with employers (Trevor, 2006). The most common purpose of these associations or unions is “maintaining or improving the conditions of their employment”. This may include the negotiation of wages, work rules, complaint procedures, rules governing hiring, firing and promotion of workers, benefits, workplace safety and policies. Trade unions traditionally have a constitution which details the governance of their bargaining unit and also have governance at various levels of government depending on the industry that binds them legally to their negotiations and functioning (Gall, 2003). Labour relations is the norm in situation where trade union does not exists. It is important that professional rendering the same services should come together and make collective demand from the employee when the need arises. Labour relations should invariably lead to adequate and timely wages if properly managed.

    A trade unions leadership bargains with the employer on behalf of its members on terms and conditions of employment. This may include negotiation of wages, work rules, complaint procedures, rules governing hiring, firing and promotion of workers, benefits, workplace safety and policies. The agreements negotiated by the union leaders are binding on the entire membership and the employer and, in some cases, on other non-member workers (Thomas and Daryl, 2012).

    An ingenious alternative approach compares productivity according to the governance of the firm (Hsu, M.K 2003). The researcher is also of the opinion that the importance of good wages on workers attitude should be a good one.
    Salary and wages are the money paid to an employee by the employer with respect to the services rendered by the employee for a period of time that was agreed upon by both parties. Wage, when it is paid daily and salary, when it is paid weekly, fortnightly or monthly.

    Esien (2002) went further in drawing distinction between wage and salary. He opined that “in the past, important distinctions existed between wages and salary, but today, the words are used interchangeably, reflecting the convergence of method of paying skilled and unskilled employees that has happened over 40 years. A salary was defined as a fixed annual amount, paid monthly. Wages in contrast were variable weekly payments (usually made in cash) that fluctuated in value through overtime, bonuses, and piecework rates. Salaries were determined individually; wages through management/union collective bargaining” (LRD, 2009). Today, however, many salaried workers are unionized and paid according to union negotiated salary scales, with annual increment; while large numbers of wage earners now receive relatively stable time based earnings. Based on all these, the research is examining the effect of labour relations, trade unionism and wages on employee work attitude.

    1.2 Problem Statement

    The major role of Labour relations and trade unionism in Nigeria is that they organizes for protection and promotion of interests of their members in particular and workers in general. It generally pursues the broad purpose of steady employment, which is something the employer by himself may not be able to guarantee to the workers. Achievement of this aspiration may, therefore, involve workers in political action, through their unions, for maintenance of full employment. The concern of the researcher is the fact that many of the activities of the trade unions has led to salary increments and many other good things in Nigeria while other times, it has led to discrimination and intimidation of the active union members with various forms of threat to their lives. This study examining therefore examining the effect of labour relation, trade unionism and wages on the employee work attitude.

    1.3 Research Questions

    The following research questions were raised in this study:

    1. What is the effect of labour relations on employee work attitude in Nigeria?
    2. What is the effect of trade unionism on employee work attitude in Nigeria?
    3. What is the effect of wages on employee work attitude?

    1.4 Objectives Of The Study

    The following are the objectives of this study:

    1. To examine the effect of labour relations on employee work attitude in Nigeria.
    2. To examine the effect of trade unionism on employee work attitude in Nigeria.
    3. To examine the effect of wages on employee work attitude.

    1.5 Hypothesis

    Hypothesis One
    • HO1: There is no significant relationship between labour relation and employee work attitude in Nigeria.
    • HA1: There is significant relationship between labour relation and employee work attitude in Nigeria.
    Hypothesis Two
    • HO2: There is no significant relationship between trade unionism and employee work attitude in Nigeria.
    • HA2: There is significant relationship between trade unionism and employee work attitude in Nigeria.
    Hypothesis Three
    • HO3: There is no significant relationship between wages and employee work attitude in Nigeria.
    • HA3: There is significant relationship between wages and employee work attitude in Nigeria.

    1.6 Significance

    The following are the significance of this study:

    1. The results from this study will be useful for government and private business administrators as it will form a guide for them in handling trade union and labour relation issues. This will also educate on how to use labour relations and trade unionism as a tool to enhance employee attitude. This study will also reveal the effect of wages of employee work attitude.
    2. This research will be a contribution to the body of literature in the area of the effect of labour relations, trade unionism and wages on employee work attitude, thereby constituting the empirical literature for future research in the subject area

    1.7 Scope/Limitations

    This study is limited to the academic staff union of universities, ASUU. It will cover the trade union and labour

    relations activities and its effect on the attitude of the employee towards the work.

    Limitation Of Study
    Financial constraint

    Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet, questionnaire and interview).

    Time constraint

    The researcher will simultaneously engage in this study with other academic work. This consequently will cut down on the time devoted for the research work

    …

    CHAPTER TWO

    2.0 Literature Review

    2.1 Introduction

    This chapter focuses on the review of related literature. A literature review includes the current knowledge as well as theoretical and methodological contributions to a particular topic. It documents the state of the art with respect to the topic you are writing. It surveys the literature in the topic selected. In this research work the literature review includes the …

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